e-Tips

Following up last month’s discussion on how the four generations in the workplace don’t understand each other’s underlying perspectives and formational influences very well (http://www.pdcounsel.com/multi-generational-e-tips/468), this e-Tip makes some suggestions on what to do about it

There are three main places where people will gain the knowledge that gives them perspective: at home; in school; and in the workplace.

At home Boomers and their children (Gen Y and younger) need to reach out to each other to raise the subjects of how they see the world and why. How did things used to be? What’s at risk? Why do you make the choices you do? How have expectations in the workplace changed, and why? Despite the reportedly close relationships between Boomers and Gen Y/Millennials, these types of vital conversations have been lacking in many households owing to time pressures all around and the tendency for each family member to be engaged in individual work and pursuits on their electronic devices.

In school:  The study of history used to be thought to give perspective. With so much to absorb from many media sources today, this is being lost on many young people. Indeed, at the college level, they may be able to avoid taking history, philosophy and other humanities courses meant to provide perspective, among other things.

In the workplace: Employers hope to hire professionals and other employees who are pretty much fully formed. Often they find this is less true than ever. With worldviews and expectations changing rapidly, the generations experience a disconnect of expectations. Employers are often left to complain and/or take more of the responsibility for basic workplace orientation and professional development.

A fourth important perspective developer is travel. Gen Y is typically more well traveled than generations before it, whether as children with their parents, or study abroad, or leisure travel they were gifted. This can be a great foundation for cross-cultural awareness and understanding the complexities of our world.

OPTIONS FOR EMPLOYERS

Here are some suggestions for employers or managers to develop more perspective cross-generationally.

• Encourage “tell me, teach me, how does this work?” conversations across the generations.

• In professional services firms, describe the business world and the limits on client attraction tactics before the Bates v. the State of Arizona Supreme Court decision in 1977.Describe the evolution of all forms of marketing, advertising and business development in the professions and how that influenced the attitudes of older professionals.

• Hold cross-generational conversation forums with affinity groups.

• Encourage sharing generational perspectives in mentoring circles.

• Invite a cross-section of generations to be sounding boards for preparing and rehearsing business pitches and presentations.

INITIATIVES FOR INDIVIDUALS

Tactfully, with an air of curiosity rather than negativity:

• Initiate conversations about the origin of existing policies, especially if they don’t seem to be motivating desired behaviors

• If you are a member of a young generation, ask more senior colleagues what the field and the workplace were like when they entered it. What has changed: how and why?

• Ask people of generations other than your own what influences formed the way they think and act – whether personal, economic, social, political or cultural.

• Ask and listen with an open mind - and patience.

The time devoted to these conversations will pay off in avoiding conflict and enable smoother, faster, more effective cross-generational collaboration.

Please send your thoughts on these observations to me at pwhaserot@pdcounsel.com or comment on www.nextgenertion-nextdestination.com. Does this make you question or think about observed practices and behaviors differently?

Phyllis

©  Phyllis Weiss Haserot, 2011.

* The generational chronology for easy reference: Generations are defined by the similar formative influences – social, cultural, political, economic – that existed as the individuals of particular birth cohorts were growing up. Given that premise, the age breakdowns for each of the four generations currently in the workplace are approximately:

Traditionalists:                            born 1925-1942   

Baby Boomers                             born 1943-1962

Generation X                               born 1963-1978

Generation Y/Millennials             born 1979-1998

For coaching, training and special programs on inter-generational relations and maximizing the potential of young professionals, call Phyllis for an exploratory talk or complimentary coaching session at 212-593-1549. See http://www.pdcounsel.com/solution-multi-generational-challenges/ and http://www.pdcounsel.com/about-us/what-we-do/. We also provide *Next Generation, Next Destination* succession and transitioning planning programs and services for baby boomer senior professionals and their firms.

Phyllis is available to speak at your organization or at firm retreats on inter-generational relations and organizational effectiveness topics. Call or e-mail for a list of topics or to custom-tailor your own.

Check out *Next Generation, Next Destination*, our blog about succession/transitioning planning and the generations. Visit, comment and subscribe by RSS feed or e-mail. http://www.nextgeneration-nextdestination.com.