Old & Young : building creativity together!

Estimated reading time : 4 min.

A few years back, when I started as a consultant at the Paris-based firm Créargie, I took a good lesson on diversity.

• First, the team was gender mixed: 50% women. And I’ll do the math to help you out, that leaves 50% men.
• And most important… Créargie was born in 1968, with 4 generations working together. Set in a beautiful landscape of hair color, this was truly a new generational mix and a professional first for me after 10 years spent in Danone.

Founding and running now Altermakers consulting network, I try to push diversity to the maximum.

Today’s corporate age pyramid, means working with different generations has become a major issue. Know-how and knowledge transfer are key stakes at hand. Legal obligations have seen the day across major companies in many countries.

-    What is a generation? Is this the right way to frame the challenge? 

-    How do our societies view seniors?

-    How can we create concrete meeting places in our companies?

First, let's fight against X, Y, &Z generation baloney.

Do you really think that your birthyear defines you? To help out, we should consider three points: the generation effect, the age effect, the period effect.

1- The generation effect

Demographers refer to a generation as a birth cohort : individuals born in the same time period and who live the same experiences at the same age like historical events, adopting new technologies…They have definitely a few things in common but we shouldn't overestimate the importance of belonging to a generation!

2- The age effect

From the Middle Ages to today, in each age and life stage there is something special and constant. Are today’s children much different than yesterday’s? When you’re 80 years old, your passions will probably have changed and look like the ones of your elderly. And when you’re 80, how will you view youths?

3- The time period effect

The historical time period is an important variable: fashion, the mindset, etc., time period definitely has a strong influence on individuals and their opinions. Compare newspapers issued 30 years ago and today, you’ll see!

Is society afraid of seniors?

Please hide that white hair! Is society afraid of seniors? Sociologists have denounced discrimination toward the elderly, endangering social cohesion. The corporate world reflects societal values. In too many cases, 45+ executives are judged 'has been' or too expensive, and pushed out. The most extreme movements are even pushing for seniors to no longer be able to drive or vote after a certain age! One of my very dynamic senior friends was recently forbidden to teach in a French leading engineering school. Why? Over 70 years old, there's an administrative blocking point.

"Ageism is the oldest racism, the most anchored" (Robert Moulias).

Will the young takeover?

In 2016, speaking before several gray-haired heads of state, Justin Trudeau stated: "Don’t think that the young want to take over. They already have!"

Why do I agree with Justin?

- Authority, at all levels, is being questioned: teachers, doctors, parents and even the boss.

- Whether we want it or not, youths are inventing a new world, and disrupting yesterday – and that's a good idea!

- The values of the youth are easily gaining the heart of older generations : Trincaz and Puijalon believe that "older workers who are still working, obey the diktat of trying to stay young".

2, 3 or 4 generations together for more creativity!

How can we set up places to meet and listen to different generations ?

1-  Free up spaces for younger employees. Help them learn the business and take the reins, build the company they’re dreaming of. Why not launch a special young employee executive committee?

2-  Free up spaces for senior employees. How do they see the company in 20 years (when they’ve retired under the sun)? How do they want to transfer their knowledge and know-how?

3-  Most important, find spaces where younger and senior employees will collaborate.

Beyond their intentions, here are a few simple steps to build mutual respect between generations. 

Promote the passion to transfer knowledge and expertise. Long live co-learning and reverse mentoring!

- At Orano or Orange, motivated tutors take on younger employees.

- Engie launched a reverse digital mentoring, for 25 teams, coupling a leader with a younger employee.

- In my career I often experience and look for ?maximal age diversity? and benefit from knowledge transfer. And each day brings its gifts.

I almost forgot: if you’re like me, neither a young nor old employee, then you’re the conductor and you should fight against age-based stereotypes.

Jean.

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