Are We Too Focused on the Generational Differences?
Over the past few years, we have learned more about the differences between people from the four generations (Traditionalist: Born 1925-1945; Baby Boomer: Born 1946-1964; Generation X: Born 1965-1980 and Generation Y or Millennial: Born 1980-1994) in the workforce and the impact it is having on managing, recruiting, hiring and productivity.
In business, we deal with differences in culture, background, life experience, work- style, leadership style and, as noted above, generational distinctions. Have we spent as much time learning about these differences or do we just find the people from generations other than our own more interesting? Isn't this really all about simply honoring each other's differences -- given all the diversity we encounter?
Maybe we are missing the critical issue. Perhaps we should not be as focused on the generational stereotypes, but more on how we deal with others who behave (or view the world) differently than we do.
Below are some tips about learning to work with others and to avoid seeing differences as a problem:
Putting people into generational "boxes" can be used as a way to label others rather than getting to know them. If we can use the information about the various generations as a starting point and rely more heavily on building relationships and honoring differences, we will have our focus in the right place.
COPYRIGHT AND PUBLISHER INFORMATION
© Carole Rehbock. All rights reserved worldwide. No part of this publication may be reproduced without express written permission from the publisher.
In business, we deal with differences in culture, background, life experience, work- style, leadership style and, as noted above, generational distinctions. Have we spent as much time learning about these differences or do we just find the people from generations other than our own more interesting? Isn't this really all about simply honoring each other's differences -- given all the diversity we encounter?
Maybe we are missing the critical issue. Perhaps we should not be as focused on the generational stereotypes, but more on how we deal with others who behave (or view the world) differently than we do.
Below are some tips about learning to work with others and to avoid seeing differences as a problem:
- Ask questions to find out about the other person: their values, their attitudes, what is important to them, their work style, how they like to communicate, etc.
- Be curious about others and avoid judgments of right or wrong
- Be in a win/win mindset when in problem solving or challenging situations
- Learn to collaborate with others without assuming you both have the same expectations and goals
- Invest time in building relationships whether by Skype, text, phone or in person
- Look at what can you can learn from another person to better understand them and yourself
- Avoid needing to be "right" in a conflict situation and realize this is most likely stemming from a difference
- Look for what you can appreciate about the other person and acknowledge their contribution.
Putting people into generational "boxes" can be used as a way to label others rather than getting to know them. If we can use the information about the various generations as a starting point and rely more heavily on building relationships and honoring differences, we will have our focus in the right place.
COPYRIGHT AND PUBLISHER INFORMATION
© Carole Rehbock. All rights reserved worldwide. No part of this publication may be reproduced without express written permission from the publisher.