Episode 33: Leading Across Generations

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(The notes below are only a brief summary of what is discussed in the podcast. Be sure to listen to get all of the goodness! If you would like a full transcription of the episode, please send an email request to: angie@angie-robinson.com. We’d be happy to provide that!)

One of the common comments that I hear in conversation with leaders (in groups or individuals) is about generations. Heck – it’s a common topic amongst family and friends! I’ll hear things like:

“Boomers just don’t get it – they are so out of touch.”
“Millennials aren’t loyal – they are job hoppers.”
“Gen Z think they can have it all…where is their work ethic?”

But here’s the deal – each generation (which is just a social construct created by humans) DOES have unique characteristics and attributes.

It’s just another data point that makes each individual unique.

A person’s generation (based on the year they were born) may create differences in things such as:

Career Aspirations
Preferences
Perspectives
Values
Motivators
Experiences

And at this point – there are FIVE different generations in the workplace – so even just knowing that, you might see why understanding this information is important to you as a leader.

If you know me – you know I don’t like to put people in a labeled box. But understanding the GENERAL differences of each generation can add to your toolbox of understanding the uniqueness of others AND fuel the essential leadership skills of curiosity and connection.

As you read about this - notice what comes up for you when learning about your particular generation. What resonates? What do you disagree with? What biases might you have because of the generation you were born in? Also think of someone you lead or work closely with that is from a different generation. What do you see in them? How does this change your perspective?

Why This Matters

There are generational conflicts in the workplace. Understanding and honoring generational differences will enable you to to navigate and resolve these conflicts.
Understanding will help you best communicate with and motivate employees.
This knowledge is useful as you build and or evolve your culture and offerings.
Digging into this information increases curiosity, compassion and connection with self and each other.

It’s really easy to fall into the trap of stereotypes when it comes to generations (i.e. boomers saying that millennials are lazy or lack respect for authority or Gen Z calling older generations out-of-date and unwilling to try new things). Be mindful of that as you embark on this work!

Let’s start with the breakdown of the generations:

Traditionalist/Silent Generation: born between 1925 and 1945 (77 to 97 years old). Makes up 2% of the workforce today.

Baby Boomer: born between 1946 - 1964 (58 to 76 years old). Makes up 25% of the workforce today.
Generation X: born between 1965 and 1980 (42 to 57 years old). Makes up 33% of the workforce today.
Millennial (Gen Y): born between 1981 and 1996 (26 to 41 years old). Makes up 35% of the workforce today.
Generation Z: born between 1997 and 2012 (or 2010) (25 to 10 years). Makes up 5% of the workforce today.
Generation Alpha: born in 2011 and beyond. Not yet in the workforce

Note: The percentages may have shifted due to the Covid-19 pandemic.

The image below shows the general differences between the generations. Please keep in mind, these are sweeping generalization and may not be true for all. Also - some of this may have shifted due to the Covid-19 pandemic.

Take-Aways

Here are the biggest take-aways (from my perspective):

There is not a right or a wrong. Just different.
When talking about generations - come from a place of sharing wisdom and lessons learned vs. a place of “this is how we did it and you should too.”
Tap into the essential leadership skills of curiosity, compassion and connection.
Remember The Model — your thoughts about what you make someone’s generation will impact how you show up with them and treat them.

To-Do’s to Consider:

Be aware of and observe your own biases.
Teach others about generational differences. Help them to watch their own biases.
Help dispel myths about generations.
Ask questions of your team - find out what is important to them.
Involve older generations in knowledge sharing….others may never get their wisdom otherwise. Consider implementing a mentor program.
Review your benefit offerings and workplace policies - ensure that they reflect cross-generational needs and wants, as well as reflect today’s environment.

What do you think?

Have you thought about generational differences in this way?
Do you notice any biases you have?
What can you do to help resolve generational conflict in the workplace?

Links / References

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