As humans, we spend our lives communicating, and as leaders we are expected to use thoughtful communication to convey messaging that’s easy to understand, allays concerns, and is constructive in nature. The most effective way to communicate is to keep in mind who you are communicating with—in other words, know your audience! We live in an unprecedented time in which our society is comprised of five generations—all shaped by the times in which they were raised. Each generation has communication style preferences that dictate how best to manage and effectively relate to them—both personally and professionally.
Gen Z (born after 2000)
It’s been said about this generation that they didn’t choose to use technology, they were born using it. Born in a post Y2K world means they likely do not remember a time in which information or entertainment wasn’t a click away. They think bigger, faster and with far more distractions.
Your Gen Z employees are coming into their own, professionally and seeking opportunities to be held accountable and validated for their efforts. They value flexibility and expect to be presented with opportunities for growth and development to stay engaged. For a 22-year-old assistant professional, this may mean an expectation of opportunities of responsibility for a specific program or event after only a few months on the job. Such expectations may appear premature for a Gen X supervisor, and only increases the importance of proactive communication that clearly defines expectations.
Millennials (born 1980-2000)
Millennials have been the most talked about generation of all time. Born on the cusp of the digital age, they grew up as Internet grew along with them. They are competitive, civic, and open-minded and achievement oriented.
Like Gen Z employees, Millennials seek a challenging workplace full of development and growth opportunities and are likely to leave an organization if they don’t like change. This generation has come into their own professionally, moving into management and leadership roles—they are also the largest generation to hit the workforce. The Millennial racquet sports professional may not embrace the tradition-laden club environment in the same manner as a Gen X or Baby Boomer. Often less formal in their communications, the Millennial takes great pride in their abilities, and results, but may have little time for formalities in their communications.
Gen X (born 1965-1979)
Gen Xers are nicknamed the sandwich generation because they have the most pressure on them from Baby Boomers ahead of them, and Millennials behind them. They often grew up with both parents working and entered their careers during tough economic times.
When it comes to values, Gen Xers value shared responsibility and collaboration. As mid-and upper managers, they are most responsive to those who work to address their needs and take pressure off them. They prefer autonomy and value efficiency. Gen X professionals need to stay acutely aware that to achieve successful relationships with co-workers who were before, and after them, they may have to employ a variety of communication styles.
Baby Boomers (born 1946-1964)
The Baby Boomer generation is currently split between those who have left the workforce and retired, and those who plan on another several years of employment. Baby Boomers value respect and tend to be technologically savvy out of necessity but still lament the loss of in-person communication in a digital age.
Baby Boomers are motivated by loyalty, teamwork, and value maintaining traditions. Most Baby Boomers don’t mind working for a younger manager; however, they do deeply resent it when a younger manager assumes that they have nothing of value to contribute. They know their experience has real value—especially when it comes to navigating inter-office politics. The key communication style with the Baby Boomer generation is the art of listening. A younger Director should ask questions of, and actively listen to the Baby Boomer staff professional who can often provide a perspective never experienced by the Gen X or Millennial Director.
Silent Generation (born before 1946)
According to recent numbers, roughly 2% of the workforce is comprised of the Silent Generation—shaped by the Great Depression, World War II, and massive advances in technology, they value recognition and providing long-term value in the workforce.
These “industry-lifers” place value in personal touches and in-person communication. Chances are, they have been with their company for many, many years and expect that their age and merit-based seniority demands a certain level of respect. An incredible opportunity exists for the team that includes a Baby Boomer or Silent Generation professional. Most facilities and clubs have a high number of players from these two generations who will appreciate the “common-language” that can be found with a staff member of a similar generation.
Where Do We Find Common Ground Across the Generations?
We are more alike than we are different, and the most effective communicators seek to find points of connection with their audience. Points of connection are classified as things such as shared interests, emotions, or stories. Stories draw people in and hook onto others through the shared experience of life. As you strive to bridge the gap across generations, make an effort to find common interest as a point of connecting. Topics around travel, weather, sports, family, or music usually result in shared interests. Topics such as politics, religion or social issues however can only further exasperate an already challenging communication landscape, and should be avoided with clients, students, or members.
It’s Not About You
Keep in mind that when you’re communicating with others, to set your own ego aside and work on empathizing with the person or persons in front of you - take in the perspective of your audience and what is influencing their perception. The most effective communicators realize that communication is a shared experience – empathy brings not only understanding, but shared feelings, letting a true connection happen. Set aside your preconceived notions of your audience and seek to understand rather than insert yourself into the narrative or worse, project your own thoughts or feelings onto them.
Taking the time to listen first, talk second and to know your audience shows a respect for them—for their time, their needs, and even their challenges. Much of the key to effective cross generational communication is taking the time to care about taking the time to see the world through his/her eyes and seeking to understand their world.