Building trust between generations is everyone's responsibility. Here are six ways to get started in building trust between generations/
1 – Reverse mentoring. Mentoring is valuable and often viewed as an older person offering wisdom and advice to someone younger. There is little doubt about the value of this type of mentoring relationship. Another approach gaining steam is reverse mentoring. Leaders and managers from older generations are receiving advice from Millennials on a variety of topics. This is where trust takes root. Whatever our role or our generation, we need to engage in a mentoring relationship and reverse mentoring will build long-lasting trust. Reverse mentoring is about learning and forming trust between generations.
2 – Imagine a round table. It is unfortunate that many conference tables are rectangular. We choose sides. Someone sits at the head of the table. It sets an implied structure. Instead, we need to imagine a round table. All voices have an equal say, an important insight. Round tables set the mindset of openness and drop our role, organizational, and generational stiffness. Free-flowing exchanges and open mindsets create trust between generations.
3 – Focus on individual uniqueness and talents. Generalizations don’t always apply and can be distracting from what someone’s talents, perspectives, and gifts can bring to the work to be done, the problems to be solved, or the initiatives to be achieved. Take time to know an individual; it is about empathy in action. It is about developing trust between generations.
4 – Ask a question to learn. We are good at talking at another person. How good are we in asking questions to learn more about another? We need to do less talking and more asking of meaningful questions. To learn something about someone, it takes more than one question. Ask ten questions… maybe twenty! Good questions lead to good conversations. Good questions coupled with undistracted listening leads to better trust between generations.
5 – Move beyond the headlines. It may be better to just ignore the headlines. A recent article triumphantly said “Millennials Now Bringing Their Parents Along on Job Interviews.” If you read deeper, the percentage was small and no context was provided. In the Wall Street Journal article on this topic, it went deeper into how family involvement helped in attracting and retaining quality talent. Regardless of the surveys of the moment, we cannot get caught up in the headlines. Digging deeper into the information raises our awareness and understanding. More importantly, skip the surveys and join a group of Millennials in a conversation; it will be much more valuable and build trust in much better ways.
6 – Focus on character and less on characteristics. Character matters most. Many Millennial characteristics are highlighted, and some are really about how previous generations have parented. In other words, the “characteristics” really are a reflection on what Boomers and Generation X did as parents. It’s not about Millennials but the impact of parenting ways. We need to move beyond the intense focus on characteristics and focus more on character.
Via Anne Leong, Denis Pennel