Leading Across Four Generations

Companies are currently finding themselves trying to integrate four generations of workers under one roof. Each of these generations has its own life experiences, values, and attitudes about work. Issues that are important to one generation may have no bearing on another.

These differing characteristics present significant challenges for employers to seek out, train, and retain workers. Employers are tasked with creating a working environment that is respectful and inclusive of the entire multigenerational workforce. (Jenkins, 2019)

• Baby Boomers (1946-1964)
• Generation X (1965-1979)
• Millennials (1980-2004)
• Generation Z (Mid 90s-Mid 2000s)

(CFAES, 2019)

Baby Boomers

Baby Boomer characteristics generally have a solid work ethic, although they are somewhat skeptical or distrustful of large corporations. They place a high priority on work over personal life but are also very interested in meeting their own goals.  Boomers have been heavily challenged by negative economic impacts which are now making this generation have to work longer than they may have anticipated recouping lost retirement savings.

Boomers tend to be not as technology savvy, however, are very team-oriented. Boomers are typically best led by providing them opportunities to share their skill-sets such as through mentoring programs.

Gen X

Gen Xers are often attributed with coining the phrase work/life balance. They are the smallest of the generations in the workforce, however, they possess strong skill-sets and tend to be more independent workers than the other generations. Gen Xers are best led by allowing flexibility and not micromanaging them. They tend to perform best with straightforward communication and with consistent recognition for their performance.

Millennials

Millennials are known for being the most resilient generation for navigating change. They tend to be the most educated of all the generations in today’s workforce. Generally due to having helicopter parents who guided the majority of their lives through school, sports and recreation.

Millennials can be more demanding than other generations, however, they tend to set goals to attain the lifestyle they desire and work hard to achieve those goals.

Millennials are tech-savvy and socially connected. Communication is best received by text messaging, instant messaging, and email. They are best led by providing ongoing feedback and coaching. Pairing them with Boomers in mentorship programs may be beneficial. Leaders should anticipate the need for flexibility with work schedules.

Gen Z

Gen Zers are the largest group of the four generations in the workforce. They are fiercely independent and have a strong desire to work independently. They rely heavily on smartphone devices and apps in the workplace. However, they prefer a more face-to-face communication style to combat the challenges of interpreting written communication.

Gen Zers are best led by providing clear communication through social media, instant messaging, or text. They appreciate transparency from their leaders. Recognition and instant gratification are important for them. Gen Zers respond well to deliberate and consistent coaching with clear advancement opportunities.

Leaders in today’s workforce must “Create a respectful, open and inclusive environment where workers of all ages and cultural backgrounds can share who they are without fear of being judged, “fixed,” or changed” (Jenkins, 2019). Employers are going to need to adapt to the creation of flexible work environments that place value on all individuals.

References

CFAES. (2019). Leading Across Generations. Retrieved from file:///C:/Users/jdeitrick1/Downloads/ES_V7_2019_Wolfe2%20(1).pdf

Jenkins, J. (2019, January 24). Leading the four generations at work. Retrieved from American Management Association: https://www.amanet.org/articles/leading-the-four-generations-at-work/

Businesswoman blindfolded standing near a deep pitfall in the town

Common Pitfalls for Leaders to Avoid

For anyone who has been in a position of leadership, you know that it’s wrought with daily challenges. There are pitfalls around every corner, and if you’re not prepared to deal with them, they can have disastrous repercussions. Terry Tennant, a leadership expert was quoted during a presentation stating “the measure of a good leader is how well their team functions without them” (Association of Equipment Manufacturers, 2019).

To create and maintain a high-functioning team, leaders must develop and consistently support an environment conducive for employees to excel. However, in order to accomplish that task, recognizing and navigating around these common pitfalls is essential.

Delegation

Delegating work can be difficult for some leaders. In some cases, they may fear that it will appear as though they are not productive enough. In other cases, there may be control issues or beliefs that the leader can complete the work faster or with better quality than someone else could.

In order to be truly effective, leaders must first alleviate themselves of the daily tasks which can overwhelm and retract from concentrating on the bigger picture. By developing and properly training employees to complete smaller tasks, leaders are able to free up time that can be focused on other goals.

Micromanaging

Does anyone prefer a leader who scrutinizes every task they complete or constantly criticizes their performance levels?

No!

Leaders must be focused on employee performance in order to drive productivity. However, the approach of micromanaging should be avoided. Instead, leaders should focus on the bigger picture of improving performance for the whole team. Whether it be through effective coaching, improving team motivation, improving communication, or process improvement, leaders need to trace back poor performance to the root cause which in most cases is a leadership issue, not an employee issue.

For example, if your employees don’t know what to do or how to accomplish a job, leaders should evaluate both the training program and communication processes for improvement instead of micromanaging your individual employee’s performance.

Use of Authority

Properly using authority for some leaders can be very difficult. To avoid this pitfall leaders should avoid asserting authority. Instead, focused efforts should be on providing meaningful coaching and consistent feedback to the team.

The most effective leaders build trust and credibility by completing their commitments. In other words, if you say you’re going to do something, then do it. Additionally, recognition for the team is an incredibly powerful tool to help build motivated teams. Leaders should look for opportunities to present meaningful recognition to all staff. The greatest leaders know what motivates every employee on their team, and use their authority to bring out the best in all of them.

Few things are as impressive as a high-functioning team. It doesn’t happen overnight. It takes a tremendous amount of skill. These skills can be developed with practice and with the ability to recognize the numerous pitfalls which inevitably pop up out of nowhere.

References

Association of Equipment Manufacturers. (2019, August 5). Leadership pitfalls to avoid at all costs. Retrieved March 7, 2022, from AEM: https://www.aem.org/news/leadership-pitfalls-to-avoid-at-all-costs

What are the characteristics of a good leader?

According to the Center for Creative Leadership, the best leaders possess 10 essential leadership qualities.

• Integrity
• Ability to delegate
• Communication
• Self-awareness
• Gratitude
• Learning agility
• Influence
• Empathy
• Courage
• Respect
(Center for Creative Leadership, 2021)

For some individuals, these traits come naturally. Otherwise known as natural-born leaders. But, in many cases, such as my own, practice and ongoing learning are required. My experience as a leader in healthcare has taught me that being able to recognize what others need from me as their leader on a more individual level, is one of the most powerful traits I can develop.

Learning Agility

Everyone is different, with different needs from their leaders in order to feel successful in their work life. The challenge is to learn and understand those individual needs, and then provide the traits necessary to lead those individuals towards both organizational and individual success. A significant amount of emotional intelligence is necessary along with varying degrees of communication styles that will match the expectations of the individuals.

Communication is tricky

Over communicating could be perceived as an insult or belittling for some staff because they “heard me the first time”. Others require repetition because they are apprehensive of asking clarifying questions for fear they may be viewed as unintelligent. Ensuring openness and respectful interaction between all individuals while maintaining high levels of empathy towards their challenges will result in improved communication for all.

Gratitude for the win

Doesn’t everyone like to hear that their leaders are proud of the work they are accomplishing?

I have yet to meet an individual who does not.

Not everyone likes to be called out in front of a crowd of their peers though. In fact, I’m one of those people. I much prefer when my own leader takes the time to pull me aside to recognize the work that I’m performing.

I can’t underestimate however the importance of learning the preferences of the team members and ensuring that time is allocated to recognize them for all that they do.

Respect & Integrity

Two of the most important aspects for any leader to be successful. You must be respectful in all of your interactions. Being respectful of your team members builds trust and creates an improved working environment.

Integrity as a leader should be a “no-brainer”. Leaders should have a firm grasp on both the upstream and downstream perceptions of their integrity. In order to be a good leader, you must be honest and as transparent as possible. Employees respond better to leaders who have built trust by doing the right things for the right reasons.

References
Center for Creative Leadership. (2021, August 23). What Are the Characteristics of a Good Leader? Retrieved March 2022, from Center for Creative Leadership: https://www.ccl.org/articles/leading-effectively-articles/characteristics-good-leader/