There is a lot of focus on generations, generational differences, and generational leadership internationally as we see 4-5 generations in the workplace - and many contribute with definitions, descriptions, and recommendations. It can be difficult to navigate through all this information - and it can be challenging to assess how the descriptions of different generations fit into your own context.
Naturally, we experience generational differences, national differences, and individual differences when working with international groups and global mentoring programmes - and one thing we can certainly conclude: all individuals are unique!
The differences among all these unique individuals arise through the context and environment in which each individual grows up - their upbringing, their education, and their families. Whether a person was raised in the outskirts of London with conservative parents or in Chelsea with affluent, intellectual parents - to highlight some stereotypes - it undeniably shapes that person’s values, behaviour, and outlook on the world. Similarly, whether growing up in the vibrant cultural scene of the '60s or during the economic and social changes of the '80s, it leaves a lasting impact.
Evidence-based research demonstrate significant differences between generations. But research is also biased in terms of who conducts it, what questions they ask, and to whom, so regardless, it is recommendable to take a critical approach to the various generational descriptions.
A research project in collaboration with IMD including more than 23,000 responses to a specific personal profile, reported no significant difference between Baby Boomers and Generation Z, but when it comes to younger generations, the differences become more and more significant.
Thus, Millennials have a greater need for clear information and instruction. They want to understand how to perform tasks, and they do not like to be informed at the last minute about a task that needs to be done.
In mentoring, it is relevant to understand how generational differences can influence the mentor/mentee relationship. There is research showing that different generations can be very skeptical of each other. But there is also research showing that most value collaboration with other generations and see the importance of generational diversity in their teams.
THINK ABOUT which generations you belong to and what it means/has meant for your collaboration?
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- How are/were you similar and different based on your generations?
- What challenges did it present, and what have you learned from each other?
Life is not linear
However, there is also another dimension we can look at to understand each other across differences, and that is life stages. The Danish Financial Union (Finansforbundet) published a very interesting brochure in 2008 - a Life Stage Catalogue - which is still available on their website (in Danish).
It makes sense to look at life stages when we can see that life is no longer lived "linearly." It is no longer just childhood, adulthood, and old age that are the only defining life stages. Life stages are also about what happens in our lives, and it is not as dependent on age. Life stages cannot be described as youth, where I study and maybe find my life partner; my first job and maybe here I find my life partner; then I get married, have children, advance in my job, the children leave the nest, and I retire.
Life and career no longer follow a predictable trajectory. Perhaps I meet my first life partner while studying in East London, and we start a family. However, circumstances change, and we part ways, leading me to find a new partner with whom I blend families. This might prompt us to leave the corporate world behind and venture into sustainable urban farming in Hackney. But then, a former colleague from my previous workplace persuades me to join a startup developing eco-friendly products. This illustrates how life's path is no longer straightforward. Additionally, with younger generations expected to work into their 70s, the scope for varied career paths widens even further.
Life stages
Therefore, it is relevant and interesting to look at life stages, and the Financial Union describes them as follows:
Caregiving stage - where there is a need to take care of relatives. This is often for a limited period, and it is often women who take on this task.
Living Life stage - where leisure activities are the focus of life. Typically these individuals do not have dependent children, and wants flexibility in relation to the workplace to have time for their leisure activities.
Full speed ahead stage - where the focus is on job and career. These individuals work a lot and many hours, and typically hold a managerial position.
Development stage - where focus is on challenges and professional development. These individuals work a lot, but do not aim for promotions.
Reflection stage – where the individual is well-established both professionally and privately, does not experience major life events, and may lack new challenges.
Body says stop stage - where the individual has poor health due to, for example, wear and tear, stress, depression, or accident and therefore is at risk of having to give up their career.
Will it all stage - where the individual feels torn between ambitions in relation to work, family, and leisure, often experiencing lack of time, which is especially relevant for women with ambitions in both career and family.
Turbulence stage - where the individual experiences several important events happening simultaneously, which has consequences in relation to the workplace. This is often experienced by middle-aged individuals.
THINK ABOUT which stage you are in right now, and which stages have you experienced so far, and what significance it has/had for your mentor/mentee collaboration.
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- What stage is/was mentor in, and what does/did it mean for the collaboration?
- What stage is/was mentee in, and what does/did it mean for the collaboration?
