Mentoring & Generation

The MC at a recent conference joked about generational issues in the workplace: "Gen Y, shut up ... it's not your turn to lead ... Baby Boomers ... why don't you just retire and let us get on with it!" It sounded to me like a Gen Xer with classic middle child syndrome and an interesting take on an environment replete with challenges and opportunities. How do we get the most from the intergenerational mix?

Demographic Snapshot

In Australia, Boomers do still dominate the workplace, despite being outnumbered by younger people because of their entrenched work ethic and grip on senior management roles, on boards of directors and shareholders.

Gen Xs are in the prime of their lives. Sharing more of their predecessor's views on work than Gen Y, Gen X may be just as uncomfortable as Boomers with younger contenders. However, Gen X grew up in an unstable world. They became self-reliant and resourceful. Flexibility is their strength.

Gen Y is smart, savvy and streetwise, well educated and enthusiastic but only about what interests them. Loyal to their friends and natives of a digital world, seldom meek, they know they'll inherit the earth, or what's left of it, and they don't want to wait!

The world has changed
With more of the population seeing their 60th birthday than ever before, it is reasonable to expect Boomers to be retiring...but not yet. The GFC halved many nest eggs, skill shortages created demand (despite ageism) and anyway, they're not ready to let go - sixty is the new forty, right?

Gen X is focused on career and family. The parents of Gen Z want flexible work to help balance their lives and income to manage life after work. Gen Xs are life-long learners, they are the great adapters.

Gen Y's major change, revealed in research by Alicia Curtis, is that before the GFC Gen Ys would leave if they didn't like the job, the workplace, the boss or their peers. Now they may need to stay and work through their difficulties.

Mentoring Strategy

Gen Y's reduced mobility and need to develop skills to achieve their aspirations, Gen X's commitment to career/life balance, and Boomer's proclivity to stick around and prove they still have something to give, will feed a growing desire for mentoring. Post GFC, may see slightly less emphasis on attracting and retaining talent and an imperative to develop people's potential and build organisational capability to thrive in a new world.

Age Is Just A Number

Generations are shaped by their environment not their age. Inevitably, any discussion of groups succumbs to over-generalisation. Our similarities are far greater than our differences. Leadership, teamwork and collaborative learning span ages, culture and gender. Openness, communication and non-judgmental attitudes foster relationships that can realise human and organisational potential. That's how mentoring works!

References
http://www.abs.gov.au
http://www.mccrindle.com.au/wp_pdf/NewGenerationsAtWork.pdf
http://www.aliciacurtis.com/

View Ann's interview with Alicia Curtis of YGen Club here.