Coaching between Generations

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October 8, 2009 - Steven P. Degelsmith, Ph.D.

Coaching leaders who may encounter as many as four different generations by day’s end is a challenge and an opportunity. These leaders may have to interact with others as old as their grandfather or father, or someone their own age or someone as young as their daughter or granddaughter.  Developing the ‘art’ of working inter-generationally takes understanding and patience. Coaching on the issues of how these ‘other’ generations think, act, dress and work is essential in order for a leader to earn trust, respect and credibility.

The four generations are delineated in this way: 

• The Veteran or Traditionalist Generation: born prior to 1945. Some are still working into their mid and late 60’s. Pre-retirement; lots of knowledge
• The Baby Boom Generation: born between 1946 and 1964.  Upper and middle management; yields influence and power; hard work and loyalty are highly valued
• Generation X: born between 1964 and 1978.  Largely middle management and ‘up-and-coming’ leaders; Grew up in the information revolution.
• Generation Y (also Nexters, Millenialists): born after 1978.  Entering the workforce having just graduated from college or graduate programs in the past few years; entry level with some entitlement

Learning what’s important to these ‘other’ people is the key to not only getting along but even benefiting and prospering from each others’ strengths and knowledge.  Coaching can help by providing strategies for the leader to capture and leverage the assets of each generation who work under him or her.

Here are a few tips on what each generation tends to value.  This information can be used to develop effective coaching relationships with those of another generation or help a leader being coached on the best strategies to be successful across the board.

Traditionalists

• Take time to be personal and personable

When managing:

• Allow socializing between tasks
• Give symbols of recognition/honor their work
• Facilitate the passing of knowledge/experience

Their greatest challenge:

• Dealing with change and anticipating retirement

Baby Boomers

• Honor their knowledge/experience; offer inclusion

When managing:

• Offer public/company ‘supported’ recognition
• Get consensus/seek their feedback and input
• Reward strong work ethic/long hours/loyalty

Their greatest challenge:

• Uncomfortable with conflict; demand respect from younger workers; anticipating retirement and want a smooth route

Generation X

• Believe that competence carries more weight than age or tenure
• Seek a sense of family at work; camaraderie

When managing:

• Give projects and independence/autonomy to direct them
• Allow time to pursue other interests at work
• Provide flexible work schedules to help balance career and family

Their greatest challenge:

• Work/life/family balance; strong sense of entitlement

Generation Y

• Socially committed and team-oriented – be interested in their causes

When managing:

• Make opportunities equal; especially education/skill-building ones
• Provide flexible work schedules to help balance career and family
• Create a team approach –  open, interactive office space design, team projects

Their greatest challenge:

• Contrariness; self-absorbed; stronger entitlement than Gen X; resistance to paying dues

The workplace of the near future will be undergoing a significant and evolutionary change as the Veteran and Boomer Generations retire over the next 5-20 years.  During the transition, relationships at work may be strained, and it will be critical to understand the mindset of those ‘other’ generations in order to navigate through it. 

The overall challenge will be to see how each generation is able to put forth and appreciate its own contributions while respecting the contributions of the other generations.  Coaching to this end will likely bring about stronger working relationships and reduce the friction that naturally occurs between people of different ages.  It will be up to each leader to seek out the best parts of those ‘other’ generational co-workers and for managers to find new ways to lead the future generations.

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Dr. Degelsmith is an executive coach affiliated with OI Partners-The McGuire Group in Los Angeles, CA. For further information please contact sharvey@oipartners.net or (866) 586-2100.