Generational Leadership
Take a quick survey of all the people you work with on a daily basis. Chances are you interact with people representing every generation: Baby Boomers, Generation Xers, and the latest addition to the workforce, Millennials.
Ever heard statements like these?
"These millennials just don't know how to work/persevere/dress."
"I don't want to have to pay my dues like the old people. I have something good to say now."
Why do we have to make it about age? Although generation gaps have always been present in the workplace, never have we encountered such differences in values, communication styles, and leadership expectations mixing together on the company stage.
By leveraging two key emotional intelligence skills -- empathy and flexibility -- you can capitalize on the dynamic work environment created from this mix of generations, while minimizing the tension that can arise when different expectations are present.
Here are some suggestions:
- View your leadership style from the perspective of each generation, then from the perspective of each individual. Is it really about age or maybe more about personal preference?
- Ask questions to uncover what your team members value and what motivates them as individuals.
- Value each person as unique and having individual needs, regardless of the generation to which they belong. Ask great questions to understand their perspective.
- Be tolerant of different communication tactics or approaches. Show that you are open to using different methods if it is more effective or efficient.
- Accommodate different learning styles amongst your team, and offer them alternatives (e.g., mentoring, e-learning, hands-on training). You just may see productivity and engagement increase!
- Keep an open mind to alternative or innovative approaches to work. Your way may not be the only way. Ask what are the business necessities and aim for the best way to meet them.
When I dig deeper with clients, I often find that the issues are less about age and generation and more about personal preferences. It's just easier to blame it on age. I hope you will seek to understand the differences and capitalize on the great things each unique individual brings to the work environment.
Great teams are made up of people with diverse talents and perspectives.