One of the consistent lenses I use to view life through is that of generations.
It comes as a natural part of my curiosity of life, as I am interacting with 5 generational cohorts in my family: my parents and in-laws are from the GI Generation; I am a Baby Boomer; my oldest son and one daughter-in-law are Gen Xers; my other three children, two daughters-in-law and one son-in-law are Millennials; and my 6 grandchildren are Gen Zers. Even though we are spread out across three states (and occasionally, around the world) and do not get to interact as much as we would like, the personal level of generational differences is obvious.
Take the same dynamics as above – 5 generations – and move them into the institutional world, say a church setting, and it won’t be long till you have a generational collision.
If you are a leader in ChurchWorld, how do you deal with the fact that, for the first time in our history, we can have five separate and distinct generations working alongside each other in our churches? The 5th generation, born since the mid-2000’s, is not far behind in taking up a leadership role.
Generational differences are important, but it is all too easy to stereotype these differences. The only way we’ll ever build bridges between generations is to stop stereotyping and get to know who these generations really are and why they are that way.
An interesting book on the subject: Sticking Points – How to Get 4 Generations Working Together in the 12 Places They Come Apart, by Haydn Shaw. Here’s a teaser:
For the first time in history, we have four different generations in the workplace (and five in families). These generations might as well be from different countries, so different are their cultural styles and preferences. Of the four approaches organizations can take to blending the generations, only one of them works today. Focusing on the “what” escalates tensions, while focusing on the “why” pulls teams together. Knowing the twelve sticking points can allow teams to label tension points and work through them—even anticipate and preempt them. Implementing the five steps to cross-generational leadership can lead to empowering, not losing, key people.
How many different generations do you regularly interact with?
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