Ageism in the workforce is palpable. I have many clients experiencing it right now - getting phased out because they’re viewed as not tech savvy or sharp enough. Not only is that biased and discriminative, it’s just not true. But some work environments minimize this subset of the workforce so much that the workers begin to dummy down their own performance to play it safe and in that self-sabotage state live up to the stereotype they’ve been dubbed. Viscous.
People in their 50s and 60s taught themselves how to use computers, survived wars with resilience and without the post-war armed services suicide rates we are seeing today, are loyal, can handle conflict, have no problem cold calling, can negotiate, can start and carry a conversation longer then a minute, can close a deal, and can build alignment. They also have institutional memory and want to serve and develop others. Is there no value for these skills? Of course there is. But just as our culture...
I hear so much in our culture about the differences in the generations. I even hear people identifying themselves by a generation. I think it’s wise to understand people’s differences but I think identifying someone’s behavior with a certain generation is no different than identifying them with a race, religion, sexual orientation, or national origin.
When I hear, “Millennials are the way they are because their parents spoiled them” or “Boomers can’t keep up with technology” I wonder how comfortable people would feel saying, “Hispanics are the way they are because their parents spoiled them” or “Catholics can’t keep up with technology.” Calling out by generation to make a point is elitist, discriminating and insulting.
When you find in a conflict that you are putting someone in a generational box before you characterize them ask yourself,
“What do they really need me to understand about...
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