There’s a ton of research out there about generations and the differences between them. We’re living in an interesting time because it’s the first time in history that there are four different generations in the workforce: Traditionals (born 1925-1942), Boomers (1943-1960), Xers (1961-1981) and Gen-Y (1982-2001). The years are a bit fluid, but these are common definitions.

The Baby Boomers boast 76 million people, as well as being the largest group in the workforce. Xers are sort of that in-between generation — it’s the smallest in size and its members really value a balance between their work and personal lives. And those pesky Gen-Yers are the “entitled” bunch, and are the second largest, just behind the Boomers (which makes sense because we’re the children of Boomers).

Yup — I’m a Gen-Yer. And I find the research about the differences between generations pretty fascinating. Associations can use the information from all the research to their advantages — different generations have different strengths, and each one can be put to use in a different way to benefit the association.

We’ve all heard the generalizations — Gen-Yers feel entitled, Gen-Xers are lazy and Boomers don’t think their younger colleagues have truly paid their dues.

But we’re all individuals. Generalizations don’t make sense. It’s true that different generations communicate differently — a 24-year-old might be more apt to text message than a 56-year-old. But while it’s true that the Boomers used typewriters and record players, it’s also true that they’ve used CD players and smartphones. We all tend to forget that the older generations have used the same new technologies as the younger ones.

There are five strategies to more effectively handle the differences between generations:

1. Positive Vision: Leaders should create a vision that others want to achieve

2. Positive Essentials: It’s important to understand the differences between the generations. But you have to know how to use them to your advantage within your organization. Talk to people and get to know your members, coworkers and volunteers. Know what people think about things in your association.

3. Positive Responsibility: Stop the buck. Stop the blame and accept responsibility for what is yours. Don’t necessarily cast off blame onto the younger members.

4. Positive Communication: Consider how you’re communicating with different generations. The way you relate to an Xer is probably not the way to relate to a Yer. Of course, everyone is different, so it may take a little while to arrive at the appropriate method. It could be texting, e-mailing, calling, Facebook, Twitter … everyone has their own preferred channel from which to receive information.

5. Positive Sustainability: You need all four previous tools to create sustainable relationships within your association. In addition to behavioral changes, create a mental shift. Maybe you have to put Boomers, Xers and Yers in a room together and practice. Have everyone say one complaint about another generation, and then ask them to turn their complaint into a request. Both behavioral and mental changes are the key to creating positive change in your organization.

Consider starting a “reverse mentoring” program. A Yer and a Boomer could pair up and the Yer could help the Boomer understand his or her perspective a bit more. It will likely turn into a more collaborative relationship, and everyone will reap the rewards.

Everyone has “generation capital” — something to be shared with others and something of value. People from different generations bring different viewpoints to the table. You may find that your association can do more with less people, if they’re all of different generations. Value one another, and remember that “generation” does not equal “age” — people change as they get older, no matter which generation they belong to. Take advantage of the “generation capital” within your association. You might be surprised at just how much everyone has to offer.