Bridging the gap between generations!

“I have never talked so much about feelings in my whole career as a leader, as in the recent years!”

Being in my forties, I have experienced different leadership styles and also been through different trends of leadership development. I have experienced from the control-command type, autocratic and directive, to transactional, and then to transformational and nowadays more of agile and servant leadership.

And hearing what this leader shared, it also made me think of the generational development and the gap there is between which creates such fascinating dynamics and at the same time challenges in cross-generational communication in the workplace.?

For my own sake I ChatGPT-ed what are the generations called and their specifics:

- Baby Boomers (1946-1964): Known for their strong work ethic, loyalty, and preference for face-to-face communication.

- Generation X (1965-1980): Often seen as independent, resourceful, and valuing work-life balance. They prefer direct and efficient communication.

- Millennials (1981-1996): Tech-savvy, value-driven, and collaborative. They appreciate feedback and seek meaningful work.

- Generation Z (1997-2012): Digital natives who are pragmatic, socially conscious, and prefer visual and interactive communication.

The Communication Conundrum

When you read the following, hopefully it will give you a different perspective and a deeper understanding to what each generation prefers. Of course, there are always exceptions to the rules, so take these with a bit of salt!

1. Preferred Communication Channels

???- Baby Boomers: They value in-person meetings and phone calls. Email is acceptable but less preferred for important discussions.

???- Gen X: Email is their go-to, but they appreciate concise and clear communication. They also value face-to-face for critical matters.

???- Millennials: Instant messaging and collaborative platforms (like Slack) are popular. They value quick responses and regular feedback.

???- Gen Z: Texting and social media are second nature. Video calls and visual content (like memes and videos) resonate well with them.

2. Feedback and Recognition

???- Baby Boomers: Prefer formal, structured feedback sessions.

???- Gen X: Appreciate straightforward, constructive feedback without the fluff.

???- Millennials: Thrive on regular feedback and positive reinforcement.

???- Gen Z: Value instant feedback and public recognition through digital platforms.

3. Work Values and Expectations

???- Baby Boomers: Value stability, hierarchy, and a clear chain of command.

???- Gen X: Seek balance, flexibility, and are often skeptical of micromanagement.

???- Millennials: Desire purpose, innovation, and opportunities for growth.

???- Gen Z: Look for authenticity, diversity, and ethical practices in their employers.

Bridging the Gap

Observing the differences above, one would think that it's an impossible mission especially between Baby Boomers and Gen Zs. Sometimes, even as a Gen X, I find it so hard to keep up with all the new apps and new ways of doing things. There is simply so much going on in all kinds of channels.

What I would recommend and here is from experience and not ChatGPT ;-) (though it is super helpful for a lot of things):

1. Be Curious and Embrace Diversity: True sometimes, difficult to keep up with all the fast changes AND still be open to being curious and to recognise, celebrate and invite the diverse perspectives and strengths each generation brings to the table. It will only be a win-win situation! Can't stress enough to know your people! Know their needs; what support looks like for them; what do they recognise as appreciation and recognition: all human beings are different regardless of the generation we belong!

2. Customise your Communication: Notice what works with your team members. This might mean integrating multiple channels and being open to new forms of interaction. It might also mean that you not only use Slack, Teams and emails, but also calling or meeting someone face to face or other ways your teams agrees on.

3. Create opportunities for cross-generational interactions: like mentoring, team building, training, discussion boards, task forces where members of the team from all generations are invited to participate. A lot can be gained from these activities, not only bridging the knowledge gaps, but also creating deeper understanding and mutual respect.

True it can be challenging at times, and keep in mind that this can only be one aspect of miscommunication. This might be a surface level issue with deeper underlying issues that need to be addressed.

I believe that once you have a team that is clear and committed to their common goal, and there is trust and respect, generational differences, like any other form of diversity, become enriching advantages rather than problems to solve!