What stereotypes do you need to overcome to work with multiple generations?

1 Understand the context

The first step is to understand the historical, social, and economic context that shaped each generation. For example, Baby Boomers grew up in the post-war era of optimism and prosperity, while Millennials experienced the 9/11 attacks and the Great Recession. These events influenced their worldview, work ethic, and career goals. By learning about the context, you can empathize with your mentees and avoid making assumptions based on age.

2 Adapt your communication style

The second step is to adapt your communication style to suit your mentees' preferences. For example, some generations prefer face-to-face interactions, while others are more comfortable with digital tools. Some generations value formal feedback, while others seek informal and frequent feedback. Some generations respond well to authority, while others value autonomy and collaboration. By adjusting your communication style, you can show respect and appreciation for your mentees and avoid misunderstandings or conflicts.

3 Leverage the strengths

The third step is to leverage the strengths of each generation and help them develop their skills. For example, some generations have more experience and expertise, while others have more creativity and innovation. Some generations have more technical skills, while others have more emotional intelligence. Some generations have more global awareness, while others have more local knowledge. By recognizing and utilizing the strengths of each generation, you can help your mentees grow and achieve their potential.

4 Foster mutual learning

The fourth step is to foster mutual learning and exchange of ideas between you and your mentees. For example, you can share your insights and wisdom with your mentees, while also learning from their perspectives and experiences. You can encourage your mentees to share their knowledge and skills with each other, while also creating opportunities for cross-generational collaboration. By fostering mutual learning, you can create a culture of diversity and inclusion and enhance your mentoring relationship.

5 Challenge the stereotypes

The fifth step is to challenge the stereotypes that might limit your mentees' performance and satisfaction. For example, you can help your mentees overcome the negative labels that might be attached to their generation, such as entitled, lazy, rigid, or resistant to change. You can also help your mentees break the barriers that might hinder their career advancement, such as ageism, sexism, or racism. By challenging the stereotypes, you can empower your mentees and support their personal and professional development.

6 Celebrate the differences

The sixth step is to celebrate the differences that make each generation unique and valuable. For example, you can acknowledge and appreciate the contributions and achievements of your mentees, regardless of their age. You can also celebrate the diversity and richness of your mentees' backgrounds, cultures, and identities. By celebrating the differences, you can build trust and loyalty with your mentees and foster a sense of belonging and community.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?