Building a Bridge over the Generation Gap

I had indicated that this blog would have more in it then just topics dealing with explanations on how to find and understand financial success. So I will begin my first post along those lines.

Through my studies in marketing I was introduced to many interesting strategies, theories and principles. I studied many past events in corporations’ lives and created my own solutions to problems presented in in-depth case studies. One of the most intriguing thoughts that I came across in a couple of papers I read was one about how one can better set themselves up for success in the business world. It was based on looking at the daily relationship that the “generations” have with each other in the business world, both internally in a company and externally with customers or partners.

“Generations:” the distinctive gaps that we have in age in our society; you, no doubt, have heard of them. Traditionalists, Baby boomers, Gen-Xs and Gen-Ys are the 4 main generations in today’s workplace. The papers’ basic themes were that to fast track your success, you need to understand that the person you are sitting across from more than likely has a completely different outlook and perception on how to achieve the same form of success than you do. There are different ways of completing the same task and still come to the same outcome: Work styles, control styles, language, tools, processes, habits, etc. vary from person to person, from generation to generation.

Consider these traits where you are a Gen-Y and your boss or team member is a Baby Boomer.

You:

High value on helping others.
Consider getting along with a widely diverse group of people very important.

They:

Grew up in a time of great social change.
Believe in value of self-fulfillment and personal gratification.

An excellent quote from the book Geekes and Gezers: How Era, Values and Defining Moments Shape Leaders by Bennis and Thomas (2002) sums the generation gap up nicely:

"Our youngest leaders matured in the glow of computer screens; our oldest in the shadow of the Depression and World War II. With these two dichotomies of knowledge base, private and government officials need to focus on maintaining a vibrant and competitive edge; understand the organizational culture in the context of utilizing their generational competence; commit to strengthening the relationship between office teams; set up success measures and track progress, and play to the strengths of each generation and embrace generational differences and similarities to build generational competence.”

Would you not agree that if you understand the best way to frame your ideas to get a positive reaction from your team member or boss you’re more likely to find success. The difficulty is found in each individual’s desire to impart their own way of doing things.

Because if it doesn’t work out it always seems to be the other person’s doing. They didn’t understand. They’re out of date. They only care about themselves. It is impossible to work with them, we tell ourselves.

We have to get outside of what we know and understand. This means, for Gen-Ys realizing that this world didn’t start 25 years ago, and for a Gen-X ideas didn’t run dry in 1982 and new processes can still be created.

Each side can bring their positives to the relationship and create the ever so profitable symbiotic relationship by working in harmony. It is the equation to success new and old, experience and enthusiasm, creativity and strategy.

Next time you’re talking to another generation, be that one. You might be amazed at what happens.

But can you see past your own conceded generational traits?

Have a great week!

Matthew George