Generational Diversity is all around us and it is a subject that I find rather interesting. Dominguez (n.d.) shares that for the first time, “four different generations participate in the American labor force today – the Silent Generation, the Baby Boomers, Generation X, and Generation Y. Each of these generations has lived through a common set of social and historic events that have helped shape their unique attitudes, ambitions, and world views.” Understanding how to lead and integrate these generations is crucial to the success of any organization. Each generation brings a different skill set to the table and each generation has their strengths and weaknesses.
In a recent article in Forbes magazine, Lipman (2017) shares new research information (as cited in Half, 2017) that describes a few of the generational differences such as communication style, adapting to change and of course technical skills. While baby boomers were perceived as more reserved, generation y (millennials) tend to favor more collaborative and in-person means of interacting. Millenials also relate better to a coaching style of management than a more traditional top-down authoritative approach. As for adapting to change, generations x and y are found to view change as a vehicle for new opportunities while millennials are accustomed to change and expects it in the workplace. One final difference the article shares is technical skills. Of course it should come as no surprise that millennials preferred collaborative and technology-centric vehicles while gen x prefers to learn via traditional instructor-led courses or self-learning tools.
So what are a few tactics on how to effectively manage and integrate across generations? Lipman (2017) shares a few leadership tips to help leaders bridge generational gaps. You can mix and match project teams in terms of complementary skills and diverse perspectives to help prompt innovation and problem-solving techniques. A good way to integrate a team is to invite members from all generations to share their unique areas of expertise. One last thought that Lipman (2017) shares is to go off-site. Take people away from their daily routines and give them a chance to get to know each other better in a less formal setting.
Moran, Abramson, Moran (2014) tell us that “we know that diversity management is directly linked to team functioning, and can either improve or upset team performance” (p. 175). In the diverse environment that we live in today, it is obvious that there is no longer a single leadership style that fits the mold. As a leader, or future leader, of people, you must pull from various types of leadership styles and it is our responsibility to educate ourselves on the differences between each generation to find what works best. One final thought, fully embrace this generational change as I believe that we have so much to learn from each other.
Resources:
Dominguez, C. (n.d.). Views from the EEOC generational diversity. Retrieved from http://archive.mcca.com/index.cfm?fuseaction=page.viewpage&pageid=1010.
Lipman, V. (2017). How to manage generational differences in the workplace. Retrieved from: https://www.forbes.com/sites/victorlipman/2017/01/25/how-to-manage-generational-differences-in-the-workplace/#76a721154cc.
Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (Ninth ed.). New York: Routledge.
Robert Half Management Resources. (2017). Retrieved from http://rh-us.mediaroom.com/2017-01-17-How-Do-Generations-Of-Workers-Differ.
I actually had to look up the “silent generation”. Reminds me of a time when parents would say “kids should be seen and not heard”. There truly is a vast difference between the generations. If I am not mistaken, this would be under the differences within category when talking a diverse group at work from the four generations. I agree with you when you mentioned more than one particular style of leadership is necessary. My hang up is the question of whether or not people can actually possess all the different styles or is one more likely to have some built-in characteristics and, for lack of a better word, fake the others needed. Fake is a harsh word and sounds like I mean that any action would seem forced without sincerity. Not true, with time, maybe the other styles would become habit. Your inclusion reference makes perfect sense. So much experience and different views to help come to one common goal. I like the team building exercises too. I can speak first hand that bonds built outside the office tend to run over into better working relations at work. Exercises like that let people open up and share their likes. Sometimes it closes the gap on what was once believed to be a difference was only unrecognized commonalities.
Your enthusiasm for embracing change is noble. I fight change only to find out it will happen anyway.
The silent generation is almost out of the workforce, by birth years alone, but another one is waiting to emerge into the market. Generational diversity is so broad and impressive. Being open to listen and learn is key to fitting into the organization’s structure. It was not that long ago I was stubborn and did not think my elders knew what they were talking about. I’ve changed, my beliefs have changed, and I am better off for it. Sure, Google can spit out an answer in short time, but Google lacks the human factor. A feeling of comfort exists when reaching out to another that may have experienced a similar situation and they are able to provide sound advice. I agree with you, it is time to embrace generational diversity.
Kind Regards.