How can you manage conflicts with colleagues from different generations?

1. See it natural. 2. Acknowledge and understand these colleagues’ specific multi-dimensional background. 3. Unite them with a common vision and goal. 4. Allow equity, fairness and ‘common good’ approach in all your engagement. Recall, their needs will be peculiar. 5. Be a transformational and inspiring Leader. 6. Be involved in their individual professional and personal growth. 7. You are now left with a formidable, trans-generational, and inspired team with an unprecedented diversity for performance and impact. 8. Importantly, remember not to ‘get lost’ in the process!

Most people have a genuine desire to be heard and understood. They want to know they matter (their ideas matter, their perspective matters, what is important to them matters). The best strategy is to be open and curious. Genuinely take an interest. Encourage and demonstrate conversation where individuals seek to understand. Focus communication with genuine curiosity. Spend time listening to the other person's perspective, acknowledge & validate their viewpoints, show appreciation for what they offer with their perspectives, ask questions to dive to deeper levels of a conversation. Look for the common ground and look for opportunities where you complement each other.

Avoid assumptions or generalizations. Create opportunities for dialogue, understanding and shared experiences. There are organic ways to bring people together to do great work while intentionally creating perspective seeking and sharing.

Gestionar conflictos intergeneracionales requiere empatía y comunicación efectiva. Primero, reconoce las diferencias y busca entender las perspectivas únicas que cada generación aporta. Establece un terreno común y fomenta el respeto mutuo. Implementa una comunicación clara, evitando jergas y enfocándote en los intereses compartidos. Promueve la colaboración mediante proyectos que valoren distintas habilidades y conocimientos. La mediación y capacitación en diversidad también pueden ser útiles para mejorar la comprensión y el trabajo en equipo entre generaciones.

Molto d'accordo su quanto detto. Aggiungerei anche un conflitto generazionale dovuto da mancanza di esperienza da parte di junior e di resistenza al cambiamento da parte dei senior.

Managing conflict with colleagues from different generations involves fostering open communication, understanding generational differences, and finding common ground. Acknowledge diverse perspectives, be flexible in your approach, and seek compromise. Encourage team-building activities that promote collaboration, helping bridge generational gaps and create a more harmonious work environment.

Precisely. Whether you are in the younger age group or older age group, or middle age, if you can adapt and compromise, you won’t and can’t go far in the organisation. It’s like a dead end waiting for you. It’s also resetting the mindset, stripping away the ego, and grounding yourself. It’s a tough thing to do, and this is a difficulty even amongst top management. Just wouldn’t adapt, and these people, can cause the downfall, and high turnover of employees. I always believe, it begins with the top to set the appropriate culture in adapting. Something all organisations should need to look into.

All generations, older or younger, go through changes and adaptations. We have first to learn how to empathize so we will be able to connect and communicate with our colleagues. Using non-violent communication can be a great tool for moments like this. It will teach how to approach your colleague in a non-violent way and to understand beyond emotions what is really happening.

Primeiramente é orecisso estimular a compreens?o mútua entre diferentes gera??es, possibilitando a coexistência de métodos de trabalho tradicionais e novas abordagens inovadoras. Isso n?o apenas minimiza as tens?es, mas também cria sinergias entre as gera??es, resultando em equipes mais fortes e empresas mais resilientes.

I have had to learn how to interact with people and communicate through language, economic and generational barriers. The most important lesson was looking at the world 'from outside of my head' and not allowing my personal perspectives to get in the way of good discourse.

Aqui é importante pensar em uma gest?o de conflitos intergeracionais a qual ajuda a aproveitar a experiência e o conhecimento das gera??es mais antigas, ao mesmo tempo em que permite que as gera??es mais jovens tragam novas perspectivas e tecnologias. Isso pode levar a um ambiente de trabalho mais rico em habilidades e expertise. Quando as diferentes gera??es aprendem umas com as outras, a organiza??o se torna mais ágil e apta a responder às mudan?as do mercado.

Who has a "generational difference" with you? Your manager? If he's younger than you are, what's the "social custom" in your country? How widely is that situation accepted, i.e. how much "social stress" could this arise? Your collaborator? If he's older than you, the situation is the opposite. How do you, as a manager, face his natural tendency to "I've more experience than you?". How can you leverage that, instead?