You're working with people from different generations. How can you avoid misunderstandings?

Your first step as a competent cultural leader is not to assume context, values, or influences based on the year someone was born. Toss out the notion that someone's age determines and shapes work ethics. This is ageist and makes assumptions based on stereotypes. Treat folks as unique individuals, taking the time to get to know them. Ask what their values are. Treat them as humans first.

In my experience, one can work well with people from any generation if one seeks first to understand each individual’s perspective. This means taking time to ask questions and really listen to responses. Then, it’s also key to be flexible and open to learning new ways of thinking. Once we value each person’s contributions and perspectives, cross generational work is joyful.

Different generations communicate differently and also value the workplace differently. Instead of setting a policy that everyone needs to respond on slack, come together as a team and decide what is the best way to communicate with each other. Is a text and follow-up with email. Is it a phone call then an email? Take into consideration the end result of what you are trying to achieve as a team and move forward from there to rely on each person's strength. Before you start working set the expectation for communication, timing, process, and results. Once you everyone has agreed to the above that helps the project. Set the expectation for the culture in the office as well. Music, No music....

Drawing on my extensive experience with hundreds of organizations & insights from my book “Reframing Generational Stereotypes,” the key is: 1)Integrate a Multigenerational lens into the EVP 2)Emphasize that generational diversity enriches teams with varied thoughts, experiences, & innovative capabilities. Replace stereotypes with archetypes 3)Promote cross-gen understanding - 96% of employees are unfamiliar with other gens' context 4)Develop spaces for sharing stories & experiences 5)Launch programs that foster intergen collaboration & learning 6)Use purpose as a glue to unite generations 7)Advance mobility programs that enable every gen to thrive 8)Give leaders the means to manage a multigen team & turn diversity into a unifying force

I've overseen various #generations concurrently across different companies. Fortunately, I've consistently been in contact with the #youngest generation. It's a challenging task as it requires grasping their #learning styles, #communication methods, and #values. Once you understand these #fundamentals, you can begin to align them with other groups.

In my experience, Gen Z abhor rule based system. Instead, they applaud a purpose driven communication. I was successful in getting the buy-in (individual or large team) each single time i took efforts to feed the underlying curiosity for context and purpose. It’s equally important to treat your youngest employees as a professional adults. Showing care is often admired, involved leadership may be valued but ‘parental guidance’ style of communication or micromanagement is counter productive.

Clearly communicate goals, expectations, and responsibilities to avoid confusion. Provide specific instructions and feedback to ensure everyone is on the same page.

Enhance communication by clearly outlining goals, expectations, and responsibilities to prevent any misunderstandings. Offer precise instructions and constructive feedback to guarantee that all team members are aligned and understand their roles effectively.

Understanding the communication styles of different generations is essential for effective collaboration and delegation. As a representative of Gen X I slowly adjust my communication style to Gen Z that is highly comfortable with digital communication channels such as text messaging, email, and instant messaging platforms. I am trying to utilize these channels for delegating tasks and providing updates more than formal face to face meetings. I am also trying to to keep instructions concise and to the point. Gen Z tends to prefer shorter, more direct communication, and so called 'unnecessary details' tend to overwhelm them and they quickly get distracted.

Different generations may have different preferences and expectations for how they communicate at work. For example, older generations may prefer more formal and structured communication, while younger generations may favor more casual and collaborative communication. To avoid misunderstandings, try to adapt your communication style to suit the situation and the audience. For example, use more direct and clear language when communicating with older generations, and more expressive and empathetic language when communicating with younger generations. Also, be mindful of the channel and frequency of communication. For example, use email or phone calls for more important or urgent messages, and text or chat for more informal or quick messages.

In order to respect the values, we must teach the values: -What are common generational themes that need to be considered (without feeding into stereotypical narratives-we can ask ourselves, what does the research say about this?). - Who is creating this content? Is there accurate and diverse representation in the content delivery? -How do we define and foster respect? What can someone do if that boundary is breached? -Finally, how do we celebrate our differences and employ them to be professionally useful?

You can get through anyone, no matter the generation, when you show genuine respect for their values and points of view. Getting the “best of both worlds” so to speak, is knowing when good principles transcend time and technology advancement. In other words. Everyone involved has a piece of the puzzle.

Navigating generational diversity in the workplace hinges on understanding and respecting the unique values shaping each generation's perspective. I have previously led a regional research project on genarational diversity. Our findings showed that misunderstandings often arise from deep-rooted value conflicts, not immediately apparent yet crucial in shaping interactions. Acknowledging the inevitability these conflicts without judgment is key. Respect must be mutual, transcending age and hierarchy, to foster an inclusive culture. Strategies like cross-generational mentorship and open dialogue can preempt conflicts, emphasizing mutual learning and collaboration.

Navigating generational diversity in the workplace relies on comprehending and valuing the distinct values influencing each generation's outlook. Drawing from my experience leading a regional research project on generational diversity, we uncovered that misunderstandings often stem from underlying conflicts in values, which may not be immediately evident but significantly impact interactions. Recognizing the inevitability of these conflicts without passing judgment is crucial. Respect should be reciprocal, transcending age and hierarchy, to cultivate an inclusive culture. Implementing strategies such as cross-generational mentorship and fostering open dialogue can proactively address conflicts, emphasizing mutual learning and collaboration.

Respetar los valores en el marco de nuestra conversación es esencial para cultivar relaciones genuinas y construir un entorno de confianza. Al reconocer y honrar los valores de cada individuo, fomentamos el respeto mutuo y promovemos una comunicación más efectiva y armoniosa

Feedback preferences may be influenced by many factors—not just generational influences. Everyone benefits from feedback—learning consists of making mistakes, getting feedback, and making changes to be more successful. So, while it’s good to consider generational trends, it’s critical to ask individuals what each wants and needs.

With five generations in the workplace for the first time, we have more opportunity than ever to learn from and with each other - if we allow and enable that to happen. It also begins with asking different questions - from 'How can we avoid misunderstandings?’ which implies negativity and conflict - to ‘how are we unlocking the strengths of our diversity in all its dimensions?' It is time to move away from the stereotype-fuelled discourse and social clickbait, and to reframe the narrative. Let's consider what we can all do in our organisations to embrace this as an opportunity - in better knowledge transfer, in how we look at succession, in how we co-create, in how we problem solve - together.

I agree 100%—embracing diversity and seeking to learn from those who provide different perspectives is a means to success and learning. I try to surround myself with others who are different from me on work projects—since a diverse team gives the best opportunity to address complex challenges. As a less experienced person, I often sought mentors with more experience. Now that I’m the one with more experience, I try to serve as a mentor but also to learn from those newer to the world of work, as this keeps me on my toes and helps me refresh my knowledge and skills.

Recognize and utilize the strength an intergenerational team brings to the table. Evaluate your work from each diverse perspective to identify gaps in knowledge or approach. Redefine what success looks like from multiple vantage points to ensure any outputs are well received from individuals of any age demographic. Interrogate your process and work to understand whose voices and points of view are represented and whose are excluded. Diversity in a team is undoubtedly regarded as an asset, but all too frequently definitions of diversity are too narrow, only accounting for race and gender.

My point of view would be as follows: Provide opportunities for learning: Encourage cross-generational mentorship and knowledge-sharing to foster understanding and collaboration. Communicate clearly: Be explicit in your communication and avoid assumptions about shared knowledge or experiences. Be open-minded: Recognize and respect diverse perspectives, values, and communication styles. Listen actively: Pay attention to what others are saying without interrupting and seek clarification if needed. Find common ground: Focus on shared goals and objectives to bridge generational differences. Offer flexibility: Be willing to adapt your approach to accommodate different working styles and preferences.

Spend a lot of time listening. You can often say more by listening than by speaking. Imagine how much listening you should do. Triple that. (I'd love to be able to say this is my practice. It is an aspiration.)

One thing I found helpful, is to be open-minded: Keep an open mind and be willing to learn from others, regardless of their age. Embrace diversity of thought and be receptive to new ideas. It gets people open about their thoughts and helps in removing assumption-based mindset.