Written by: Alexandra Elinsky, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
How do you get workers to see eye-to-eye when they come from different generations? We dive into the why behind intergenerational coaching.
Different generations bring with them complex history, dynamic perspectives, and unique needs. Managing this can be like trying to herd a group of housecats.
Human resource departments address these needs, but that doesn’t mean they always do it well. They can sometimes trip up on their own generational shortcomings, failing to understand the very people they’re supposed to hire and train! If you’re one such business wondering how you’re going to coach new executives and managers despite generational gaps, continue reading.
We’re going to examine how to properly coach across generational gaps, from the psychology behind each generation to common pitfalls made by today’s leaders.
What Does Today’s Workforce Look Like?
It’s a small wonder why so many businesses are struggling to attract, hire, and retain. The challenges of today’s workforce are a once-in-a-lifetime occurrence for the American labor market.
Several generations work under one roof these days. It’s a unique challenge that causes human resource departments to tap into coaching methods that weren’t required just a few decades ago. Millennials are today’s largest workforce by a significant margin, clocking in at around 35% of the American working population. Executive coaching and employee coaching are how you set up success for all to follow.
The Unspoken Diversity
Diversity conversations have rightfully been brought to task concerning hiring, from gender to ethnicity. When it comes to generational gaps? This detail is brought up much less.
Diversity is a major part of what makes a business succeed. McKinsey’s ongoing research has consistently found gender-inclusive and ethnic-inclusive companies to outperform their less diverse peers in several key areas. A major reason is the diversity of perspective and skillset that comes with searching outside the usual talent pool.
This goes for diversity in generations, too! Coaching won’t truly stick in a given worker unless you reach them where they are. What are the main differences between the generations and how can you address this when coaching them for leadership positions?
1. Baby Boomers Need a Helping Hand
It’s a well-known misconception that Baby Boomers aren’t contributing as much to the workforce as Millennials and Gen Z. While their numbers are fewer, their influence ripples through many industries.
Baby Boomers are known for staying at jobs longer and focusing on more traditional concerns such as housing and taking care of children. They’re often highly experienced and tend to have specialized insight to offer. Coaching across the generational gaps means being aware of how these concerns affect how people think and approach problems.
Common issues facing Baby Boomers during coaching include:
Low engagement in their daily duties
Feeling out-of-place concerning new technology or new work approaches
Concerns about achieving long-term goals, such as retirement
Are you frustrated with the outcomes of your recent coaching investments? Empower HP offers basic and executive-level coaching services to train your employees more effectively.
2. Millennials Lean Toward Flexibility
Often juxtaposed as the antithesis to Baby Boomers, Millennials are a stout and demanding generation. This can often reflect in their leadership style when coaching.
Millennials have been branded the job hopping generation for their more flexible and personalized approach to the workforce...a trend that’s been met with mixed response! When coaching a manager or executive from the Millennial generation, it’s imperative you be aware of why they lean toward career mobility. Common issues that can come up while coaching Millennials include:
Lack of consistent communication between teams
Inconsistent business values
Inadequate compensation
These issues can be with other team members or even with your own coaching habits. What’s important is to meet people wherever they are, even if you feel they should be further ahead in their journey. Think about the last time someone was patient while teaching you a new skill: how did that make you feel?
3. Gen Z Blossoms With Potential
Baby Boomers and Millennials tend to take up a lot of the attention during hiring, retaining, and coaching conversations. The oldest members of Gen Z are in their twenties, so you’ll be running into them more than you think!
While Gen Z isn’t as commonly represented in coaching conversations, they still need to have their needs addressed. They’ll be making up 25% of the workforce in just a few years and, unsurprisingly, come with their own unique challenges. When coaching a potential leader from Gen Z, keep in mind that they:
Tend to be more risk-averse than previous generations, which can affect leadership decisions down the line
Are more likely to juggle work and school, stretching them for time
Often line up closely with Millennials in terms of career mobility and values
Conclusion
Coaching across generational gaps is the furthest thing from a one-size-fits-all formula. It requires you to be sensitive to people’s differences and embrace them wholeheartedly.
Baby Boomers are still a significant chunk of the job market, though their gradual retirement will pave the way for more executive Millennials and Gen Z. The latter generations are known for being more career-mobile, risk-averse, and challenging than their predecessors.
Once you better understand where your prospective employees are coming from, you’ll be able to connect with them meaningfully on future business challenges. Don’t navigate today’s murky employment waters without a helping hand. Contact Empower HP to improve your business’s productivity and team collaboration.
Alexandra Elinsky, Executive Contributor Brainz Magazine
Dr. Elinsky lives to support professionals of all levels from all walks of life to book a call on her calendar, use this link – https://calendly.com/teamempoweryou/60min Dr. Alexandra Elinsky has a Ph.D. in Industrial Organization Psychology from the Chicago School of Professional Psychology and is a trained Executive Coach, Corporate Trainer, and Researcher. Dr. Elinsky is the owner/founder of Empower Human Potential LLC and owns/operates another event planning business that builds confidence and leadership skills in children and teenagers. Dr. Elinsky has 10+ years of professional business and corporate experience and has built both of her businesses from the ground up with nothing short of patience.
