How to Bridge the Generational Divide

The issue so many organizations face when it comes to the future of talent, leadership, and creating long-term growth through generational cooperation, can be summed up by looking at two dominant leadership philosophies.

Philosophy #1: COMPLIANCE

The Compliance philosophy puts a high value on the structure of the institution and a reliance on the hierarchy within that institution. Being a valued employee or team member in this environment means you are good at receiving and executing orders and staying within the bounds of your job description. 

A perfect example of this is the military. The military needs this type of structure to be efficient and effective in their mission.

The upside to this philosophy is...

It creates a certain level of familiarity and predictability as it relates to the day-to-day operation. 

The downside to this philosophy is...

The long-term success of the organization rests squarely on the shoulders of leadership.

Philosophy #2: CONTRIBUTION

The contribution philosophy puts a high value on individual talent, creativity, and team member’s ability to bring more to their role than what they were initially hired for. 

Being a valued employee or team member in this type of organization means that you are actively looking for ways to contribute to the growth and success of the organization without first needing to be prompted by the leadership. 

The upside to this type of philosophy is...

It creates a strong sense of ownership among individual team members over the short and long-term success of the organization. That in-and-of itself tends to create greater employee satisfaction and engagement. 

The downside to this philosophy is...

There still needs to be clearly defined boundaries and expectations in order to reap the benefits of a highly engaged and creative workforce.

The general assumption is that younger workers prefer the “contribution” philosophy and older workers prefer the “compliance” philosophy, and this is why so many organizations struggle with attracting and retaining younger talent. This assumption, like most, is an oversimplification of the issue. 

It’s not an “either / or." It’s “and / both.” 

In order for your organization to grow and thrive, you must have a balance of both philosophies that compliment rather than compete with each other.

We all want the freedom to contribute our best and feel that we are making an impact in some form or fashion. But in order for that to become a reality we all need structure and systems in place, especially if we hope to stay engaged and enthusiastic over the long-term.