Twin Talk

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“Twin Talk” we call the phenomenon that we talk to those who are alike. Not solely, but over-proportionally. This can happen and has been proven to be the case with a number of attributes, some we already have talked

How do you measure the success of a culture transformation? When everywhere in the company the same and wanted language is spoken.

Well, then there is a problem here, if we mainly talk to those who are alike.

One of the 6 use cases on Human Network Analysis is pattern detection. You look at the collaboration data and categorize according to certain attributes.

Twin Talk, those high in the hierarchy talk to those high in the hierarchy.

Well, then there is a problem, if those high in the hierarchy decide on the ways of working of those low in the hierarchy.

Twin Talk, those in one Functional Area talk mainly to those in the same Functional area.

Well, then there is a problem in Develop, Sell, Deliver flow (Process Flows in Ericsson - not published on Linkedin)

In other words, in other times we have looked at vertical and horizontal siloes (not published on Linkedin.

Twin Talk, males talk to males and females talk more to females.

Well, then there is a problem with gender differences in the Social Capital

Twin Talk, those new to the company talk mainly to those also new the company.

Well, then there is a problem with slow buildup of Social Capital with tenure.

Along with tenure often goes the generation. Here we are once more confirming the Twin Talk phenomenon, and relate it to two aspect, where this radio silence bears relevance and business impact.

First the facts:

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Older people talk more to older people and younger people talk more to younger people, Twin Talk

This HBR article offers three approaches for organizations to support better mental health and more productive conversations across generations going forward. They are making the point that there is a stronger need for conversations across generations for the sake of the mental health in the company.

If this is not enough this Forbes article is stressing the point of economic health of the company in the crisis of Baby Boomer retirement. Boomer Brain Drain, when knowledge and expertise is leaving the company big time, and no one has catered for it and secured the knowledge transfer.

But as long as people talk, there is hope, even more so, when they talk with each other. This HBR article points out how to nurture multi-generational collaboration and communication:

-????????? Encourage non-traditional (reverse) mentoring

-????????? Focus on common ground to build trust

-????????? Build bridges across communication divides

-????????? Promote managers who engage multi-generational teams

-????????? Extend respect and appreciation for the contributions of older employees

-????????? Create psychological safety and encourage candor

-????????? Think outside the box to engage long-tenured employees

What is the concrete call for action on the generational Twin Talk?

-????????? Acknowledge the importance of bridge-builders and foster them (another perspective that supports the new species of bridge-builders)

-????????? Establish an Ericsson-wide mentoring program (this is happening, while you read this blog post)

-????????? Manage the brain drain and secure the knowledge transfer for those who are leaving

-????????? Establish reverse mentoring for Executives: Why reverse mentoring works and how to do it right (HBR)

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Perhaps we find another person / some other person to bring their perspective to this age thing.