Collaboration and differences between generations | Leofwin Visman | TEDxUniversityofGroningen

Summary

Leofwin Visman, managing director at IBM, reflects on his 25-year career with the company, sharing insights into generational differences in the workplace. He contrasts his experience as a member of Generation X with the values and work styles of Millennials (Generation Y) and Generation Z. Visman discusses how understanding these generational characteristics—such as communication styles, career priorities, and work preferences—can help create a high-performing and collaborative environment. Drawing from his experience managing a diverse team in Groningen, he emphasizes the importance of flexibility, feedback, and fostering a culture of mutual respect across generations.

Takeaways

• 😀 Leofwin Visman, the Managing Director of IBM, reflects on his 25-year career with the company and his experience across multiple generations.
• 😀 Generations matter because they shape the way people behave and collaborate, with intergenerational tensions often arising in work settings.
• 😀 Generation X, Leofwin's generation, focused on building a career and was willing to suffer in the short term for long-term success.
• 😀 Generation Y (late 80s-90s) grew up with the idea of improving their children's lives and is known for being excellent communicators and multitaskers.
• 😀 Generation Z, the digital natives, have always been connected to the world, but sometimes struggle with verbal communication despite excelling in virtual connection.
• 😀 Leofwin's transition into managing a team of young, creative developers was met with apprehension, as they feared a corporate culture shift.
• 😀 To ease the transition, Leofwin began by building trust with the team, engaging openly with the Workers Council and making his intentions clear.
• 😀 Generation Y and Z are less interested in traditional career paths and more inclined to take on multiple roles and responsibilities.
• 😀 IBM encourages employees' diverse interests by organizing committees for activities beyond work, such as sports, culture, and video games.
• 😀 Leofwin emphasizes the importance of feedback and creating a safe environment for people from different generations to perform at their best.
• 😀 Successful teams thrive on open communication, understanding generational differences, and creating a culture of mutual learning and respect.

Q & A

What is the speaker's background and role within IBM?

The speaker, Leofwin Visman, is the managing director of IBM, with 25 years of experience at the company. He is a member of IBM's Quarter Century Club.

How does the speaker describe his generation, Generation X?

Generation X, according to the speaker, grew up after World War II and was influenced by the counterculture movements, like flower power. This generation is characterized by a focus on career and a willingness to invest time and effort for career advancement.

Why does the speaker believe generations matter in the workplace?

Generations matter because people from different generations behave differently in specific situations. This can lead to tensions, especially when collaborating between generations.

What are some characteristics of Generation Y (Millennials) as described by the speaker?

Generation Y is known for strong communication skills, multitasking abilities, and a desire to improve their life beyond what their parents had. They are comfortable sharing experiences and connecting with others easily.

What are the key traits of Generation Z according to the speaker?

Generation Z is considered digital natives, meaning they have never lived in a time without computers or globalization. They excel at virtual connections but may struggle with verbal communication.

How did the speaker transition into his new role in Groningen?

Initially hesitant to take on the role in Groningen due to his existing responsibilities, the speaker eventually accepted the position after being approached multiple times. His team in Groningen consisted mainly of younger people from Generation Y and Z.

What challenges did the speaker face when joining the team in Groningen?

The team in Groningen, composed mostly of younger individuals, feared that the corporate culture brought by the speaker would change their existing dynamic. He worked to establish trust and maintain their creative environment.

How did the speaker approach building relationships with his new team?

The speaker took steps to integrate into the team by having lunch with the Workers Council and holding open conversations with managers to understand their needs and expectations. This helped ease the transition and build trust.

How does the speaker perceive work-life balance and motivation in different generations?

The speaker notes that younger generations, especially Generation Y and Z, are less interested in pursuing a single career path and prefer a variety of interests. He mentions introducing committees for sports, culture, and communication to cater to diverse motivations.

What does the speaker emphasize about feedback in the workplace?

The speaker stresses the importance of giving and receiving feedback. He believes that creating an environment where employees feel safe to provide and ask for feedback is crucial for personal and organizational growth.