Embracing Generational Diversity: Navigating the Multigenerational Workplace
“You cannot continuously improve interdependent systems and processes until you progressively perfect interdependent, interpersonal relationships.”
-Stephen Covey
Included in this blog:
Five Generations’ unique perspectives, strengths, values, stereotypes, and how to engage them in the workplace.
Six fundamental elements and strategies for fostering Generational Interdependence when communicating.
The purpose of identifying generational traits.
We are hardwired to categorize. According to Harvard Business Review, “Your mind is a categorization machine, busy all the time taking in voluminous amounts of messy data and then simplifying and structuring it so that you can make sense of the world. This is one of the mind’s most important capabilities: it’s incredibly valuable to be able to tell at a glance whether something is a stick or a snake.”
While categorization is necessary for humans to survive and thrive, it has pitfalls as well. The dark side of categorization is misunderstanding, discrimination, and marginalization as examples. (1)
Why do we categorize generational traits?
The Pew Research Center (2-5) defines generational traits to understand how perspectives and views change, not to strictly categorize and define people.
What is the benefit to categorizing generational traits? Karl Mannheim is a pioneer in the conceptualization of generational terms and proposes that any generation is determined by participation in the same events. These events become “the code for interpreting everything that happens.” In short, understanding the pivotal events that occur early in the life of a generation of people shapes the tools they use to categorize or make sense of all subsequent events. As those pivotal events differ from generation to generation, each generation takes on some generational traits and values. These traits may be helpful in understanding and empathizing with the general foundational perspectives, or lens, with which each generation makes sense of the world. (6)
Each new generation brings its own values, challenges, preferences, priorities, and strengths that help shape the workplace - and can create management issues for business leaders and coworkers if misunderstandings, stereotypes and triggers are not addressed.
Our goal is to identify the advantages of generational diversity as well as practical strategies for fostering collaboration, reducing misunderstandings, and developing a harmonious productive work environment.
So, let’s look at the generations.
In the workplace of 2023, five generations coexist, each contributing unique perspectives and strengths.
Traditionalists (1925-1945):
Comprising 2% of the workforce, Traditionalists were shaped by events like the Great Depression and World War II, instilling values of resilience, loyalty, and a strong work ethic.
Communication Style: Prefer face-to-face or formal written communication; value respect and hierarchy in conversations.
Values: Highly value loyalty, duty, and respect for authority; appreciate traditional work ethics and hierarchical structures.
Stereotypes: Perceived as resistant to change and slow to adapt to modern technology.
How to Lead/Engage: Provide opportunities for mentorship and acknowledge their experience; respect their preference for traditional communication.
As Mentors: Traditionalists can contribute deep industry knowledge and wisdom, passing down valuable insights to younger generations.
Baby Boomers (1946-1964):
Representing 19% of the workforce, Baby Boomers came of age during the civil rights movement, the Vietnam War, and the advent of television and space exploration. They tend to value stability, teamwork, and personal accomplishment.
Communication Style: Appreciate in-person or phone conversations, also use email; value personal connection and prefer formal communication.
Values: Emphasize hard work, team collaboration, and career progression; respect authority and value company loyalty.
Stereotypes: Sometimes seen as resistant to new technology and change, or as lacking in tech-savviness.
How to Lead/Engage: Recognize their experience and leadership potential; provide opportunities for collaboration and professional development.
As Mentors: Baby Boomers can contribute a wealth of experience and leadership skills, offering guidance to younger colleagues.
Generation X (1965-1980):
Constituting 36% of the workforce, Generation X witnessed the Cold War, the fall of the Berlin Wall, and the rise of personal computing. They are often characterized by their independence, adaptability, and skepticism.
Communication Style: Adaptable to various communication modes, including email and instant messaging; prefer a balanced, direct, and straightforward communication style.
Values: Prioritize independence, work-life balance, and self-reliance; value results and individual contributions.
Stereotypes: Sometimes perceived as disengaged or cynical, and as "slackers" during their youth.
How to Lead/Engage: Provide opportunities for autonomy and flexibility; offer clear and direct communication.
As Mentors: Generation X can contribute their adaptability and problem-solving skills, guiding younger colleagues through challenges.
Millennials / Generation Y (1981-1997):
Composing the largest segment at 39%, Millennials grew up with the internet, experiencing the 9/11 attacks, the Great Recession, and rapid technological advancements. They are known for their tech-savviness, collaborative nature, and desire for purposeful work.
Communication Style: Prefer digital communication channels, such as texting and social media; appreciate transparency and open dialogue.
Values: Value work-life balance, meaningful work, and diversity; seek collaborative and inclusive work environments.
Stereotypes: Sometimes labeled as entitled or lazy, or as overly reliant on technology and social media.
How to Lead/Engage: Offer opportunities for growth, feedback, and a sense of purpose; foster a collaborative and inclusive work culture.
As Mentors: Millennials can contribute fresh perspectives, digital expertise, and a focus on innovation, mentoring older generations in adapting to new technologies and trends.
Generation Z (1998-2012):
Making up 6% of the workforce, Generation Z witnessed the proliferation of smartphones and social media, as well as global environmental concerns. They are often characterized by their digital fluency, inclusivity, and entrepreneurial spirit.
Communication Style: Highly tech-savvy, prefer digital communication like messaging apps and video chats; value efficiency and brevity.
Values: Embrace diversity, social responsibility, and individuality; are drawn to workplaces aligned with these values.
Stereotypes: May be seen as overly reliant on technology and social media, or as having short attention spans.
How to Lead/Engage: Encourage innovation, provide opportunities for skill development, and foster a culture of inclusivity and sustainability.
As Mentors: Generation Z can contribute their digital skills and fresh perspectives, mentoring older colleagues in adapting to evolving technology and promoting inclusivity.
Understanding these differences, fostering mentorship, and engaging each generation effectively can create a harmonious and productive workplace that values diversity and inclusion.
At the core of our leadership and team development initiatives lies the fundamental principle of interdependence. This principle serves as the linchpin for transforming divisive stereotypes into opportunities for collaborative advantage.
Name the first word that comes to mind when you think of Redwood trees?
The most common words we hear are "majestic" "mighty" "tall" "impressive" "magnificent." Redwoods trees are quite fascinating. For example, Redwood trees grow from a seed the size of a tomato seed to upwards of 350 feet tall. That is as tall as a 30 floor building.
But did you know that a Redwood tree cannot reach its full height if it grows alone?
Incredibly, Redwood trees have shallow roots - only 5 or 6 feet deep, meaning they cannot support great height alone. So how do they reach their magnificence?
The secret is in the root system. Their roots can grow up to 100 feet wide from their trunk, and when they grow in groves, they interlock roots into a massive system. This community system gives each tree tremendous strength against the forces of nature. And this collaboration allows each individual tree to reach its full potential.
Think about it - the mightiest form of nature cannot survive alone. They live collaboratively, literally interdependent on each other for not only surviving, but for thriving.
“This ‘sequoia “business” model guarantees enduring success and sustains massive growth…. but only if the trees work as a team and support each other. The critical key to survival and growth is interdependence." (7)
Interdependence is the foundation of creating collaborative teams based on generational differences. It is the practice that empowers everyone to reach their full potential. When we interlock our differences, we each become free to focus on lending our highest values and gifts, while we simultaneously lean on others to lend their dominant gifts and values, as they lean on ours.
Building collaborative teams on this interlocking system allows each individual to reach their full potential while the whole community becomes stronger and more resilient.
By the conclusion of this article, you will recognize the inherent value in generational traits and distinctions.
Here are six fundamental elements and strategies for fostering Generational Interdependence when communicating:
I. Check Your Thoughts
It is critical to be self-aware. Not only of your behavior, but of your thoughts. Engaging in self-introspection is critical. You must be cognizant of stereotypes, prejudices, bias, and labels that are likely subconsciously driving your behavior.
In our BeWell™ and Leadership development programs, we teach integrated discernment based on the three centers of wisdom.
You can begin checking your thoughts with some simple techniques:
Notice any frustrations. What is the trigger setting off the frustration?
Identify and note any associated bias, stereotype, label, generalization, or potential misunderstanding.
Are any false narratives connected to 3rd party sources, society, media, etc.?
If you assume positive intent (in this crucial moment), what might be the value being offered to you from the person you are interacting with?
Self-awareness requires bravery and has tremendous benefits, as it is the basis for compassion and empathy.
II. Curious Non-Judgement
Curious non-judgement enables open and honest conversation. Anytime you maintain curiosity in the face of frustration or confusion, you open your ability to learn how differences may be value in disguise. People think, behave, process information, and communicate in vastly different ways. The greater those differences, the higher the likelihood of misunderstanding and stereotyping.
When we intentionally lean into curiosity and suspend judgment, we can seek to understand.
When you notice a frustration or confusion:
Actively suspend judgment in your mind.
Pretend to put the confusing or triggering communication or behavior on a shelf.
Think, “That was interesting. I’m going to examine that for a minute without prejudice.”
Ask clarifying questions, “I’m not sure I’m interpreting what you said correctly.”
“Can we stop and clarify that point?” “I believe I misunderstood. Did you mean…?”
Maintaining non-judgmental curiosity has a profoundly positive impact on reducing bias in communication.
III. Clarify Strengths
In our Integrated Coaching Leader™ leadership development program, we teach leaders to identify the strengths (value contributions) of each employee. When every member of an organization focuses on gifting their top value contributions, each member reaches their full potential, just like Redwood trees.
To achieve the highest value proposition and impact, work together within your team. When everyone leverages their unique abilities and covers’s each other's blindspots, the team and organization prospers, leading to the accomplishment of significant collaborative goals and the creation of enduring legacies.
To get started building a collaborative system.
Identify the top strengths of each leader and team member.
Identify the top value contributions of each generation.
How does each individual and generational strength contribute to the organizational goal?
Similar to the Redwoods, by creating a strengths-based interdependent system, each individual contributor reaches full potential which also becomes integrated into the critical collaborative support system leading to optimal organizational development.
IV. Communication
In navigating generational differences encompassing challenges, preferences, priorities, and strengths, effective communication becomes imperative.Whether leading diverse generations or working alongside them, understanding and appreciating each generational perspective is crucial.
Leaders need not adopt separate leadership styles for each generation, nor should colleagues strive to mimic different generations they engage with. Instead, by fostering effective communication strategies grounded in the principles of interdependence, one can authentically and successfully lead and interact with all generations, regardless of differences.
Here are some straightforward collaborative communication practices:
Inquire about employees' or colleagues' needs for success.
Hint: Knowing their strengths will cue you into what their needs are. Use Gallup’s CliftonStrengths® to streamline this process and realize a strengths-based team.
Understand their preferred communication styles.
Hint: One of our preferred ways to do this is by using Wiley’s DiSC assessment tool and the The Five Behaviors of a Cohesive Team ™
Acknowledge their chosen mode of communication.
Hint: Especially helpful is how Wiley’s Five Behaviors’ Productive Conflict assessment and curriculum sets up individuals on how to best communicate with each other during crucial conversations
Clarify expectations surrounding communication.
Hint: Teaching leaders coaching skills will elevate communication to improve R.E.Ps. (relationships, engagement, and performance).
The key to successful communication is as simple as asking individuals what they require to perform well.
V. Confident Vulnerability
Interdependence is the pathway to achieving a highly synchronized, efficient, and excellent team. High confidence means every member recognizes their unique contributions and is supported in leveraging those contributions for the organization. Conversely, high vulnerability involves acknowledging one's limitations and allowing others to contribute their strengths.
In an interdependent organization, it looks like this:
I confidently apply my strengths to fulfill organizational goals.
I acknowledge my areas of weakness.
I know who to rely on and support in areas where I could be stronger.
I prioritize my strengths and support others in their diverse strengths.
We serve each other (the team) to better serve our clients and fulfill our organizational mission.
By embracing both strengths and weaknesses, free from judgment, we empower ourselves to establish a resilient and robust interdependent system. Can you see how this principle applies equally to addressing generational differences and harnessing their unique value contributions.
VI. Lateral Mentoring
Learning is a lifelong journey, transcending age and life stages. Lateral mentorship, with its inclusivity and disregard for age or generational lines, offers opportunities for mutual growth. Anyone can seek or become a lateral generational mentor.
The advantages of fostering lateral generational mentorships are substantial:
Enhanced Innovation: Lateral mentorship promotes cross-generational idea exchange, stimulating innovation through diverse perspectives and experiences.
Improved Interdependent Communication: It nurtures authentic and open communication, enabling seamless collaboration across generations.
Authentic Relationships: Lateral mentorships foster genuine connections built on shared knowledge and mutual respect.
Expanded Empathy: Participants gain a deeper understanding of differing generational viewpoints, enhancing empathy and inclusivity.
Talent Retention: By creating a culture of mentorship, organizations can retain talent and nurture a sense of belonging.
Lateral generational mentorships serve as a potent catalyst, cultivating an inclusive culture where every individual feels valued and empowered to contribute their unique strengths. Research supports the idea that such mentorships can bridge generational gaps, ultimately benefiting both individuals and the organization as a whole.
In summary
Our goal is to transform frustration into appreciation and collaboration, enabling leaders and teams to create an enduring impact. When we look for strengths and how to best work together, with confident-vulnerability fostering interdependence, we can bridge the divide between generational differences. Acknowledging that Interdependence serves as the linchpin for transforming divisive stereotypes into opportunities for collaborative advantage is key to success.
The six communication strategies we suggest need to be prioritized and trained to be developed. We simplify these practices as the five C’s plus lateral mentoring. Try it. It will make a difference.
References:
(1) https://hbr.org/2019/09/the-dangers-of-categorical-thinking
(2) “Labor Force Composition by Generation” infographic, Pew Research Center.
(3) “Baby Boomers Retire,” Pew Research Center.
(4) “It’s becoming more common for young adults to live at home – and for longer stretches,” Pew Research Center.
(5) “Millennials projected to overtake Baby Boomers as America’s largest generation,” Pew Research Center.
(6) https://www.frontiersin.org/articles/10.3389/fpsyg.2019.01953/full#ref62
(7)National Park Service
We specialize in helping teams and organizations understand and implement practices that cultivate the power of interdependence.
The Wellsiliency™ Institute has developed a series of interdependent courses to comprehensively address the knowledge and skills leaders and teams need to build strengths-based values-driven performance cultures where all experience belonging.
Is cultivating a deliberate culture that leaves a lasting legacy of positive impact in the lives of others important to your organization?
Our institute has designed five program pillars to help leaders be well and lead well through a skill progression from Whole-self Intelligence™ integration to boost resilience and confidence, strengths-based wellbeing, strengths-based team building, strengths-based leadership, and psychological safety to unleash collaboration.
We don't believe in providing superficial programs; instead, we strive to become your collaborative partner by equipping your leaders with the skills they need to create meaningful, enduring outcomes. Our ultimate goal is to help you build a legacy of leadership excellence that will make a real difference in your organization's success.
Contact us to request our 4 page FACT SHEET to learn how our comprehensive 5 PILLAR PROGRAM helps leaders create interdependent teams and organizations.
Let’s partner to create a more harmonious and sustainable future, where cooperation and mutual support lead to thriving.