A friend of mine was, among other things, a cardiologist who graduated from Johns Hopkins Medical School … and did so at the top of his class. And, although he worked and resided in Anchorage, Alaska, he always said ” … if I ever need to be taken to a hospital, I want someone to get my sorry butt on a plane and take me to the Johns Hopkins clinic in Baltimore … rather than the fancy hospital.” “Why” I asked. His response was interesting. At the clinic, he explained, they pair the top med school interns with the most renowned and experienced doctors and in doing so are providing the patient with the years of acquired knowledge with the unencumbered thinking of the newest and brightest. And why wouldn’t any of us want that?
As coaches working in the business environment it is very common today to encounter leaders and their teams that are comprised with individuals of varying generations. Traditionalist (65 and older) are working side by side with the likes of Baby Boomers (ages 45 to 65) and Generation “X”-ers (ages 35 to 45) and finally Generation “Y”s (those under 35). And it is the way in which each group relates to those of another that can determine the nature of the explosion that is created.
If an individual is threatened by another because they have a different approach or different ideas pertaining to resolving any issue, it tends to create close-mindedness and divides the group and the organization. The impact – the explosion – delays rather than encourages progress. It creates potential turn-over at various levels of the organization and in turn, handicaps the progress and rate of progress.
If, on the other hand, one allows themselves to be curious … to genuinely want to hear a new way or new perspective of an approach or a product … regardless of what generation it is … this curiosity has a way of opening doors to paths that only result because everyone values the diversity of opinion, the growth and the exploration. And now you’re creating exploding and exciting fireworks that spell progress and success.
If I want to be in the hands of the most experienced and the latest and unencumbered creative thinking as a patient, does it make sense to treat the business any differently? I, for one, don’t think so. And you?
Good work Mike. I will see you at the 24-Hour fitness on Sunday morning. Intergeneraional coaching is necessary in our community.
I agree with this, and I am a gen-Xer. I think challenges to this intergenerational collaboration go awry when there isn’t a business structure/container that embraces such dialogue. My guess is that most businesses and orgs are losing out because they are heavily either set in a “young” or “old” mode. Or leadership is one way and staff are the other. Thoughts for breaking through this aside from just hiring Third Zone (which I would recommend,of course)?
Thanks for your comment MK. I’m not sure about businesses and organizations being ‘set’ in one mode or the other. I do believe that many organizational leaders simply don’t address this potential issue. Similarly, although many are hired in a leadership position for many right reasons, being effective as a leader doesn’t get a lot of focus which is generally one reason that a coach might be called in. Addressing it is often as simple taking the time to help the full leadership team understand what each person brings to the table and why they were hired. Once individuals understand the added experience and knowledge, they, too, realize the advantage that the organization has gained. When we facilitate this is is ALWAYS eye-opening and valuable. Generally speaking achievement and success soar and that’s truly exciting. Oh yes … and thanks for the Third Zone recommendation :-).