The Global Financial Crisis of 2008 altered the plans of many intending retirees. Some retirees we have coached have added up to 7 years to their career plans as a direct result. Suddenly, some were left with Superannuation balances of half the size and facing a retirement of very meagre standards compared to that intended only months previously. As a result, those Baby Boomers who had intended on retiring, found themselves unable to ‘accept the gold watch', instead delaying their retirement.
The impact on baby Boomers created a domino effect, where Gen X’ers, who had been eyeing off a promotion, now found themselves faced with an indeterminate period of stagnation. To add further insult to injury some felt they now had Generation Y snapping at their heels, also looking for career development opportunities. The GFC resulted in an instantaneous ‘bottle-neck’ in some organisations.
Two years on, has the situation resolved itself? Articles since the one in the Courier Mail suggest not. Certainly, our interactions with employers and HR Managers confirms that this continues to be a focus or an issue that needs to be managed. In many cases this situation is now more pertinent than ever, with Gen X’ers becoming impatient
to take the next step, following an initial acceptance that they may have to tread water. How long will they continue to do so? The L.E.A.D. survey group recently stated (based on their survey results) “In the decade ahead, our leaders and managers face their biggest challenge ever. They will have to discover how to create the workplace of the future – a workplace that effectively caters for increasingly diverse groups such as Generation X, Generation Y, Generation Z and Baby Boomers” (A Decade of L.E.A.D. – Looking Forward, Looking Back, July 2010).
So, how do employers and managers deal with this situation effectively? Open Communication, Career Planning and Workplace Support may hold the key.
This ‘Battle of the Generations’ primarily plays itself out in three (3) key areas:
1. Change Management – moving from one rung to the next on the corporate ladder
2. People Management – the effective management of a diverse team, each with their own individual goals and aspirations
3. Issues Management – effectively dealing with issues (such as conflict or restructure) in a timely manner
Providing people with support in and around these key areas while working with them to develop strategies to minimise the impact of any generational conflict is possible. With effective communication and support, each member of an organisation can continue to be fully productive, motivated and committed to the organisational objectives, despite the pressures associated with possible conflict between generations.
COACHING PROGRAMS
Coach & Co. has developed Coaching programs around each of the above three (3) key areas. These programs provide the support required to negotiate this area of potential conflict by:
- Developing Communication Skills
- Building Rapport Skills
- Creating Clarity of thinking
- Creating Awareness of own Behaviours
- Identifying Hotspots, Agendas, Derailers
- Skilling in Team Alignment
- Assertiveness not Aggressiveness
- Staying Focused on Solutions
To find out more about these 6 Step Programs, please CLICK HERE.
If generational management is an issue of interest for you, please also refer to the following links:
