Jason Dorsey says there are five generations working in the world today. Look at the birth years and fill out the table below, identifying yourself and each person on your team along with the generation each person represents.

• Generation Z: 1996–Present
• Millennials: 1977/1981–1995
• Generation X: 1965–1976/1980
• Baby Boomers: 1946–1964
• Traditionalists: Pre-1946

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In what ways have you and/or your team experienced generational tension?
 

Trends that Shape Generations
Jason says the number one trend that shapes generations is parenting. What was your family’s parenting philosophy and how did it impact your view of leadership? Here are a few questions from Jason to get you started:

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• • Is a particular job beneath you?

• • Should you go into debt to go to college?

• • Should you go to college?

• • What is acceptable risk?

• • What is unacceptable risk?

According to Jason, a second trend that shapes generations is technology. He says, “Technology is only new if you can remember the way it was before.” Reflect on your relationship with technology.

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  • When you were a child:

• • Where did you go to get information?

• • What devices helped you communicate?

• • By what methods did teachers share information with you in school?

• • How did you listen to music or consume visual content?

How does your relationship to technology impact the way you lead and/or what you expect leadership to look like?

A third trend that shapes generations is geography: urban vs. rural and differences between countries. How have you seen geography play a role in generational distinctives in your place of work?

Action Steps
Jason provides three action steps to help generations work together better on teams. Discuss how you can take action in these areas today.

1. Provide specific examples of the performance you expect. Jason says, “The language of leadership varies in interpretation by generation, gender, and geography.” What are some areas where performance expectations have been misinterpreted in the past? How could your communication be clearer in these areas?

2. Non-linear messaging. Millennials and Gen Z do not think linear. They are outcome- driven. They need to see the end first and then they will follow every step. What are some areas where linear thinking has caused challenges on your team? How could your messaging change to be more natural for Millennials and Gen Z?

3. Provide quick-hit feedback. Baby Boomers and Generation X were taught: “If your boss is talking to you, you’re doing something wrong.” Millennials and Generation Z were taught: “If your boss is not talking to you, you’re doing something wrong.” As a team, spend some time talking about your feedback preferences. What are some ways your team is doing well in engaging all generations
and in what ways could feedback happen differently to better engage everyone on your team?