Bridging cultural differences

- Diversity in the workplace is a popular topic these days. It usually points to gender, race, and sexual orientation. However, one dimension of diversity seems to fly under the radar, age. We live in a unique time where three, four, in some cases, five generations may be present in a company. Each group draws on unique wisdom influenced by their upbringing. The synthesis of combining these viewpoints can have a massive impact on the organization. Looking at each age group, you can clearly see that their values, communication styles, and even life stages are profoundly different. Baby Boomers, born around 1946 to 1964, are heavily influenced by the Vietnam War and Civil Rights, and were raised with the notion of the American dream. They gain much of their self-worth from their career, and they value success. Gen Xers, born somewhere between 1965 and 1980, are known as latchkey kids, because as times changed, women started working outside of the home. They were heavily influenced by the high divorce rates of their Boomer parents, and therefore thrive in autonomy but also value work-life balance. Millennials, born around 1981 to 1995, were shaped by the new world of digital media, 9/11 terrorist attacks, and the first Black president. Because of this, they aspire to change the world for good and value things like ambition, individuality, and meaningful work. There are a ton of great resources out there to help you better understand the personalities and life stages that align with the various generations. But let's focus on two ways you can help bridge the generational gaps with a growth mindset, communication and collaboration. Assumptions and snap judgments are the most common barriers to communication. The stories we make up in our mind prevents us from leaning in and getting to know one another better. You may be quick to assume that someone younger than you doesn't have enough experience to add value to a situation or someone older than you has outdated skills and won't be able to contribute to the project. Set aside time for your people to get to know someone they otherwise might not interact with. Put them in pairs, for example, a Gen Zer with a Baby Boomer, and encourage them to learn about one another, their family, their upbringing, their hobbies, favorite aspects of their job. This simple activity is powerful. When we as humans engage in casual, meaningful conversations, it erases preconceived judgments and deepens our understanding and connection to one another. You could even take it a step further by requiring individuals to seek guidance from someone younger or someone older than themselves when working on certain tasks or projects. Which brings me to my second point, collaboration. If you work in a company where multiple generations are present, this strategy is solid gold. Everyone should be given the opportunity to present creative thoughts, constructive feedback, ideas, or concerns. Each generation has their own knowledge and life experiences to offer, and often that information transfer is untapped because it's blocked by limited thinking. Fostering a work environment where differences are valued and respected instead of dismissed and downplayed will help to bridge the generation gaps. The reality is that in an inclusive environment where everyone is heard, better decisions will be made. When you utilize the diverse viewpoints and skills of different age groups, you have massive potential to deliver remarkable results.