Communication Breakdown?
By Melissa Lourenco | July 22, 2009
BNET Australia Contributors
Aussie Rules
Biography
BNET Australia Contributors
Brian Haverty is editorial director for CBS Interactive Australia and is responsible for the company's BNET and ZDNet Australia sites.
Robert Gerrish is a coach, author and professional speaker and the founder of Flying Solo, an Australian online community for solo business owners.
Melissa Lourenco is the HR manager for CBS Interactive in Australia.
Chris Golis is the author of The Humm Handbook: Lifting Your Level of Emotional Intelligence. He runs seminars and workshops on EQ.
Suzi Dafnis is Community Director of the Australian Businesswomen's Network.
Yvonne Adele helps organisations build a culture of ideas by teaching people at all levels to access their untapped creative thinking skills.
I was watching Talkin’ ‘Bout My Generation the other night and found myself playing along at home. It was interesting to see how distinct and unique some elements of pop culture are between the Baby Boomers, Gen X and Gen Y.
The same can be said about the different generations in the workplace.
There are plenty of articles, essays and white papers on this very subject — documents where they try and pigeonhole the workforce into these three generational categories.
Though the specific dates seem to be debatable, I’ve tried to combine a few identifying descriptions into a simple table:
| Baby Boomer | Gen X | Gen Y |
| 1946-1964 | 1965-1980 | 1981-1994 |
| I Love Lucy | Happy Days | Friends |
| Beatles | Madonna | Eminem |
| Earn it | It’s not everything | Give it to me |
| Take a job for life | Want work/life balance | Expect to change jobs regularly |
| Live to work | Work to live | Live then work |
| Process-focused | Desires autonomy | Values teamwork |
| Doesn’t like change | Comfortable with change | Thrives on change |
| Loyal | — | Tech savvy |
Please note that the above are gross generalisations because everyone is still an individual and is affected by their own unique set of work and life experiences.
All the literature I’ve come across stresses that a “one size fits all” approach to managing these different generations is not recommended. I have to say from personal experience, I agree with them.
But, without getting too much into the positives and negatives of each generation, are there things an employer can do that would be embraced by all? Here are a few ideas:
- Now that the Baby Boomers are getting older, there is a need to address work/life balance issues for all generations — helping Baby Boomers ease into retirement, creating family friendly policies for Gen X and giving Ys flexibility to suit their social lives.
- It’s often said that Ys prefer a positive and fun environment — I believe the Baby Boomers and Gen Xers welcome this, too.
- Ys are motivated by learning/gaining knowledge — this is a great opportunity for Baby Boomers and Gen Xers to share their professional and personal skills and experiences, and to grow and develop in the process.
- Try some crossover techniques that will get everyone involved — if Ys prefer instant messaging-type communication and Baby Boomers would rather communicate in person, you might want to try “Face-to-Face Fridays” and “IM Mondays” to get both groups interacting better.
No matter how you feel about Gen Y stereotype, they will indeed be the workforce of the future. At this point in time, Baby Boomers are hitting retirement age so businesses are now faced with challenges dealing more with Gen Y. Businesses that are actively developing strategies to attract and retain Gen Y will arguably have a competitive advantage.
If you’d like to hear more about some of these strategies, Phil Dobbie from BTalk Australia goes into more detail in the following podcasts:
I believe it is important to treat Gen Ys as colleagues rather than beginners or kids, encouraging them and capitalising on their skills and knowledge. Personally, I have to thank the Gen Ys in our organisation for sharing their knowledge on the latest software and this includes, believe it or not, Twitter! (Follow me: Meli55a)
Talkback 8 Talkbacks
RE: Communication Breakdown?
very good article!! this is so true on the Gen Gap mindset
chleoku@...
07/23/2009 03:14 AM
RE: Communication Breakdown?
It is Gen X who are the most fearful when it comes to change. Good baby boomers thrive on change and the rest openly say they can not change which leads them to change.
Gen Xs find it extortionary hard to change. They are so stuck and afraid, as to why that is I am not 100%. I do believe that they are afraid to loss what they have worked for.
So here it is Gen X ? It is ok to change. If you dont you may loss out in this fast passed world.
Yes I am Gen Y. What I have written above is what I have observed over the passed 3 yrs working directly in change and improvement.
Just relex and enjoy what you may learn
Gen Xs find it extortionary hard to change. They are so stuck and afraid, as to why that is I am not 100%. I do believe that they are afraid to loss what they have worked for.
So here it is Gen X ? It is ok to change. If you dont you may loss out in this fast passed world.
Yes I am Gen Y. What I have written above is what I have observed over the passed 3 yrs working directly in change and improvement.
Just relex and enjoy what you may learn
Haych
07/27/2009 06:52 PM
RE: Communication Breakdown?
I agree with Haych. I would say Gen X would struggle more with change, though I think that it is Age issue more than a generational issue. Some (certainly not all!) people may simply want to resist change when they have hit middle-age. I think it will happen to Gen Y as well.
Incidentally Haych, as Gen Y, would you ever watch Friends? I would have associated it more with late Gen X-ers.
Incidentally Haych, as Gen Y, would you ever watch Friends? I would have associated it more with late Gen X-ers.
Nugby
07/27/2009 08:16 PM
What a load of Rubbish
Anyone that is acting on and/or attempting to conduct sensible and meaningful communication, that makes assumptions based on an age, race or gender stereotype has a major intellectual and attitude problem. Lets hope their not someones manager.
Sure I guess across a broad spectrum there tends to be a belief that we have a greater propensity for Maslow's safety needs during times of uncertainty (as we age) rather than a massive desire for new risky ventures. Their are however plenty out there that will still "have a go" as they say. I'm 59 and my wife's 53 and we are living and working in our sixth country in fifteen years. I have younger members of my family group living in Japan, Singapore, London and Australia.
I also have young acquaintances (in their 20's) that live three miles (kilometers if your prefer) from mum and dad and who are unlikely to go anywhere.
Want to solve your communication problems... overcome your intellectually unsound stereotypes!
Ric-orglearn.org
Sure I guess across a broad spectrum there tends to be a belief that we have a greater propensity for Maslow's safety needs during times of uncertainty (as we age) rather than a massive desire for new risky ventures. Their are however plenty out there that will still "have a go" as they say. I'm 59 and my wife's 53 and we are living and working in our sixth country in fifteen years. I have younger members of my family group living in Japan, Singapore, London and Australia.
I also have young acquaintances (in their 20's) that live three miles (kilometers if your prefer) from mum and dad and who are unlikely to go anywhere.
Want to solve your communication problems... overcome your intellectually unsound stereotypes!
Ric-orglearn.org
rictownsend
07/27/2009 08:43 PM
RE: Communication Breakdown?
Nugby, I would say late gen Xers as well and maybe early gen Ys. As for me I didnt get into it. (I am a early gen y)
Ric, Generational behaviours are broad spectrum, there is basic traits that will occur within each band that have been shaped by evens of there time.
When you say that someone has major intellectual and attitude problem, you, yourself have just stereo typed someone by making a generalised assumption based upon your own ideas and experiences. There are a great deal of people that consider generational differences within the workplace a subject worthy of discussion and attention.
Yes I am one of them, it is important. It is not the only factor that should be considered and it should not be the ?be all and end all? of someone?s managerial style and knowledge base.
I work with on a daily basis all generations. There is a difference.
I do expect more from baby boomers Ric. You have displayed one of their treats in your post ? ?It is my opinion therefore nothing else matters or could contradict it?. Before you bight back, my pervious manager and mentor was 61, (the same age as my dad in fact) and he was one of the most forward thinking people I have met to date. However he did have a fatal floor; once there was a decision made or idea confirmed that was it, the be all and end all. No matter the science or engineering or the cultural issues we in counted the decision stuck. It did come back to get him on 2 occasions but he kept doing it. No matter what we said he could not see it any other way until he came to the conclusion and made the change.
Ric, Generational behaviours are broad spectrum, there is basic traits that will occur within each band that have been shaped by evens of there time.
When you say that someone has major intellectual and attitude problem, you, yourself have just stereo typed someone by making a generalised assumption based upon your own ideas and experiences. There are a great deal of people that consider generational differences within the workplace a subject worthy of discussion and attention.
Yes I am one of them, it is important. It is not the only factor that should be considered and it should not be the ?be all and end all? of someone?s managerial style and knowledge base.
I work with on a daily basis all generations. There is a difference.
I do expect more from baby boomers Ric. You have displayed one of their treats in your post ? ?It is my opinion therefore nothing else matters or could contradict it?. Before you bight back, my pervious manager and mentor was 61, (the same age as my dad in fact) and he was one of the most forward thinking people I have met to date. However he did have a fatal floor; once there was a decision made or idea confirmed that was it, the be all and end all. No matter the science or engineering or the cultural issues we in counted the decision stuck. It did come back to get him on 2 occasions but he kept doing it. No matter what we said he could not see it any other way until he came to the conclusion and made the change.
Haych
07/27/2009 11:52 PM
Stereotypes and Examples
Stereotypes and group norm assumptions are undesirable in human relations and dangerous if they influence a boss's management attitudes and practices.
Each individual responds to situations (and communication - messages) differently because the range of experiences is so vastly different for all and situations vary infinitely regardless of generations. It is now and has always been bad practice to categorize people. If we are to lead people we need to understand their individual desires, wants and needs. Can I suggest SLII by Blanchard is a good basic place to start.
Individual's motivations and acceptance of communication will differ from person to person.
Example:
We are talking to three 25 year olds... Our message is say... "times are tough and the project is behind we are going to work through the weekend and have a drink and BBQ at my place 4.00 pm Sunday". Number one is male and single and driven by interesting work and referent power associations with his boss... he thinks 'OK no big deal that's good for me I will probably learn some good stuff'. Number two is a male married with a very pregnant wife and a one small child, looking to providing safety and support for his family, he thinks 'oh no how am I going to explain this to my wife and who will look after the 1st child as she goes to her doctor for the planned tests'. Number three is a female competitive, highly success driven, looking for a promotion and thinks "this is great, a chance to to shine plus socialize with the team and the boss". All the same generation.
One final point, a particular personal experience or even set of experiences with one 61 year old boss/mentor cannot be used to judge an or explain or typecast an entire generation. Its just not sound thinking. I'm the same age as your old boss and perhaps my experiences personality would have mean nothing was "stuck", (perhaps it was a communication problem).
Ric orglearn.org
(ps great and stimulating conversation though)
Each individual responds to situations (and communication - messages) differently because the range of experiences is so vastly different for all and situations vary infinitely regardless of generations. It is now and has always been bad practice to categorize people. If we are to lead people we need to understand their individual desires, wants and needs. Can I suggest SLII by Blanchard is a good basic place to start.
Individual's motivations and acceptance of communication will differ from person to person.
Example:
We are talking to three 25 year olds... Our message is say... "times are tough and the project is behind we are going to work through the weekend and have a drink and BBQ at my place 4.00 pm Sunday". Number one is male and single and driven by interesting work and referent power associations with his boss... he thinks 'OK no big deal that's good for me I will probably learn some good stuff'. Number two is a male married with a very pregnant wife and a one small child, looking to providing safety and support for his family, he thinks 'oh no how am I going to explain this to my wife and who will look after the 1st child as she goes to her doctor for the planned tests'. Number three is a female competitive, highly success driven, looking for a promotion and thinks "this is great, a chance to to shine plus socialize with the team and the boss". All the same generation.
One final point, a particular personal experience or even set of experiences with one 61 year old boss/mentor cannot be used to judge an or explain or typecast an entire generation. Its just not sound thinking. I'm the same age as your old boss and perhaps my experiences personality would have mean nothing was "stuck", (perhaps it was a communication problem).
Ric orglearn.org
(ps great and stimulating conversation though)
rictownsend
07/29/2009 03:31 AM
Stereotypes and Examples pps
pps "have mean nothing was" should be... "have meant nothing was"... Ouch my wife is right... I definitely must have had an "elderly moment" 
Ric-orglearn.org
Ric-orglearn.org rictownsend
07/29/2009 03:38 AM
RE: Communication Breakdown?
Great example Ric, Internal motivation/desire plays a major part, it was a good way to explain it.
There are just so many factors that you must be aware of to be an effective leader & manager.
As far as a possible communication breakdown with my old boss, it is possible. There were only 2 incidents that come to mind out a large number of success stories. I do think that the engineer and I did make ourselves pretty clear at the time but I do think we should have come from another angle and pushed a little harder. (I was the 25 yr old father in your example at the time). Internal motivation - I must succeed to prove myself and I must tread carefully to maintain my livelihood!
Cheers
There are just so many factors that you must be aware of to be an effective leader & manager.
As far as a possible communication breakdown with my old boss, it is possible. There were only 2 incidents that come to mind out a large number of success stories. I do think that the engineer and I did make ourselves pretty clear at the time but I do think we should have come from another angle and pushed a little harder. (I was the 25 yr old father in your example at the time). Internal motivation - I must succeed to prove myself and I must tread carefully to maintain my livelihood!
Cheers
Haych
07/29/2009 09:13 PM
