A Manager or Supervisor who leads a team with persons of different ages, lifestyles, cultural backgrounds, beliefs, interests, attitudes and personalities knows of the many dynamics it can bring. It requires more than a management degree and managerial experience to inspire the team to work happily together to produce the right results.

Our blog below is the first part of our three-part blog on Leading a Multigenerational Team.

  • What can be more exciting than leading a group of persons who interpret the same information differently? Who lived through experiences of varying extremities?
  • Alternatively, what is more insightful than overseeing a team where each yearns for the entire team to understand and accept their individual differences yet showing little to no interest in trying to understand the other team members’ uniqueness?
  • Has anyone ever had the privilege of witnessing the energy that flows through the room when one team member has a brilliant idea to improve a product or service but refuses to share it with the team for fear of intimidation?
  • Has anyone ever had the honour of witnessing the eager anticipation of team members as they wait for the lunch break or the end of the work day to finally breathe and restore some level of inner peace because they detest being in the presence of their colleagues?
  • What can be more motivating than observing individuals whose varying priority needs determine how they value money and how this affects their behaviour and attitude?

These are just a few scenarios which highlight the diversity which exists among groups of persons working in organisations. As Managers and Supervisors much can be gleaned from these scenarios and much can be shared from your own unique experiences and interaction with your team. Hopefully, the issues raised can be a means of enlightening us and help us to find solutions in the process.

  • 1) We can detect when something is wrong with our team.
  • 2) When there is the presence of trust, it is easier to express one’s opinions and feelings.
  • 3) Being equipped with the relevant information can drastically improve problem-solving and analytical skills.
  • 4) Employees’ biased perceptions could lead to false conclusions about others resulting in negative thoughts and emotions.
  • 5) Diversity is healthy as it can be a catalyst for creativity and innovation providing new learning opportunities for the team.

Having outlined these truths, we now invite readers to share their experience from some of the scenarios which they face with their team and list any other facts they have about managing a multi-generational team.