Bridging the generational gap in the workplace | Mitch Lomazov | TEDxBradenton

Summary

In this compelling story, the speaker reflects on their first job experience, highlighting the generational differences in the workplace. From nervously approaching a potential employer to navigating the workforce as the first Gen Z employee, the speaker discusses the varying values and behaviors across generations. They emphasize the importance of understanding these differences to bridge gaps in the workplace, drawing on both technological innovation and traditional methods. Ultimately, the speaker calls for leaders to adapt, build bridges, and empower the next generation to carry forward the legacy of progress and innovation.

Takeaways

• 😀 A first job can be nerve-wracking, but direct communication and follow-up can make a lasting impression.
• 😀 Adapting to the values and communication style of older generations can lead to job opportunities and success.
• 😀 The speaker was the first Gen Z individual to enter the workforce, experiencing generational differences in work values.
• 😀 Different generations in the workplace often think their way of working is the best, creating potential conflicts and misunderstandings.
• 😀 A consulting experience highlighted the gap between Gen Z's innovative ideas (like automation) and older generations' preference for traditional methods.
• 😀 Generational differences in the workplace are not only about values but also the behavior patterns formed during each generation's formative years.
• 😀 Understanding a generation’s formative experiences, such as their exposure to technology, can help explain their approach to work.
• 😀 The speaker grew up immersed in technology, while other generations were accustomed to paper-based systems, which influenced their comfort with risk and innovation.
• 😀 To bridge generational gaps, it’s important to look beyond values and understand the behaviors shaped by each generation's experiences.
• 😀 Successful leadership requires adapting to diverse generational values, building bridges, and fostering collaboration across age groups.
• 😀 Leaders must embrace the strengths of each generation—resiliency, work ethic, innovation, and social impact—to create a more dynamic and effective workplace.

Q & A

What was the speaker's first job experience, and how did it shape their understanding of generational differences?

The speaker's first job experience was at the age of 16 when they approached a man named Ken to ask for a job teaching gymnastics. This experience highlighted the difference in how younger generations approach job applications, relying on direct communication and follow-up, while older generations may have used different methods. This taught the speaker the value of adapting to generational norms.

How does the speaker describe the initial reaction of the older generation to their idea of automating the workplace?

The speaker describes how their proposal to automate and streamline processes with technology was met with resistance from the older generation. They were seen as being reckless rather than innovative, showing a significant generational gap in how technology and risk were perceived.

What does the speaker believe is the key to bridging generational differences in the workplace?

The speaker believes that the key to bridging generational differences lies in understanding the formative experiences that shaped each generation's values and behaviors. By recognizing these influences, people can adapt and build collaborative solutions that respect the strengths of each generation.

How does the speaker's background in technology influence their approach to work?

Growing up in a world immersed in technology, the speaker viewed automation and tech as secure and reliable, which influenced their approach to work. They saw technological solutions as opportunities to innovate, whereas older generations, having seen the challenges of early tech, were more cautious.

What was the response of the older generation to the speaker's desire to digitize and automate the workplace?

The older generation viewed the speaker's push to digitize and automate the workplace as a risk rather than an improvement. They preferred traditional methods, valuing the security and reliability of paper-based systems, which led to a misunderstanding of the speaker's intentions.

What did the speaker learn about the value systems across different generations in the workplace?

The speaker learned that each generation brought different value systems to the workplace. Some valued work ethic, others focused on social impact or innovation. Despite these differences, every generation believed their approach was the best, which created both conflict and opportunities for growth.

How does the speaker suggest leaders should approach the challenge of generational differences?

The speaker suggests that leaders should not simply enable each generation's way of doing things but instead build bridges to foster collaboration. By understanding the behaviors and values of each generation, leaders can help create a unified approach that leverages the strengths of each group.

What example did the speaker provide to show the gap in perspectives between generations in the workplace?

The speaker shared an example where they suggested automating a workplace process and moving it to the cloud, only to be met with resistance from the older generation. This demonstrated how different generations had differing views on technology and risk, with the older generation seeing it as a potential threat.

What role did formative experiences play in shaping generational differences in behavior?

Formative experiences, such as growing up in a time with or without technology, played a significant role in shaping generational behavior. For instance, the speaker’s familiarity with technology influenced their comfort with automation, while older generations, who experienced the challenges of early tech, were more cautious about its adoption.

What final message does the speaker convey about leadership and legacy?

The speaker emphasizes that in order to build a lasting legacy, leaders must adapt to the values and behaviors of newer generations while respecting the wisdom of older generations. By doing so, they can create a pathway for innovation, preserve knowledge, and empower future leaders to continue the work.