Bridg­ing the gen gap

Friday - - Behaviour -

A quiet word to any Mil­len­ni­als… Life coach Deena (left) of­ten sees peo­ple in their for­ties and fifties who are hacked-off with work, and Mil­len­ni­als are of­ten the prob­lem. ‘Older work­ers don’t tend to feel threat­ened,’ says Deena, ‘just an­noyed and frus­trated. What I hear of­ten is that Mil­len­ni­als lack ma­tu­rity and they should lis­ten more. Most of th­ese clients want Mil­len­ni­als to learn from the mis­takes of older em­ploy­ees and show a lit­tle re­spect for their wis­dom.’

She says that when the ta­bles are turned and she’s talk­ing to Mil­len­nial clients, the ad­vice she is most likely to dis­pense is: ‘Cre­ate your cred­i­bil­ity.’ ‘Mil­len­ni­als can’t just march in think­ing they know it all,’ she says. ‘They need to be hum­ble, cu­ri­ous, ob­ser­vant and be will­ing to learn.’

By do­ing this, she says, older bosses and col­leagues will recog­nise their com­mit­ment and cre­ate op­por­tu­ni­ties for them. Also, says Deena, Mil­len­ni­als who are will­ing to learn from older col­leagues will likely find that the lat­ter are re­cep­tive to a few ‘mod­ern’ ideas, too. In this way, the two groups can ef­fec­tively men­tor each other.

Adds Lee Poyn­ter, global head of de­sign at cre­ative com­mu­ni­ca­tions agency Crowd, who have of­fices in Dubai, the US and the UK: ‘We find that se­nior team mem­bers’ com­mer­cial and cre­ative ex­pe­ri­ence is as in­valu­able as the drive to con­trib­ute and the tech­no­log­i­cal savvy that the younger team mem­bers bring to the ta­ble. Both groups can def­i­nitely ben­e­fit from each other’s ex­pe­ri­ences.’

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