How Age & Experience Work Together, Even If They Are Years Apart
January 17, 2017
By Brian Maynor
When you read about mentoring and coaching there are two main stereotypes that keep appearing. One is that older workers contribute general wisdom, and the other is that younger workers can only offer expertise when it comes to technology.
Fortunately that’s not all the different generations have to offer each other. In a recent survey by the London Business School 10,000 people asked to examine their tangible and intangible assets and whether or not they felt they were actively building, maintaining or depleting them. Tangible assets are naturally financial, but intangible assets have three main categories: productivity, vitality and transformational capacity.
It’s no surprise that you need to be actively building both types of assets if you want to have a long and successful career, but there are key differences in how older and younger generations approach each one. These differences are areas where cross-generational mentoring and coaching can be most effective.
Check out the results and see if you agree:
1. Controlling your workload. Older workers feel a greater sense of control over their work. This is often cultivated over years of experience learning to delegate effectively, decline additional demands, and prioritize. Those skills are major assets and could offer immense value to younger workers who often struggle with juggling both the demands of work and life. By coaching younger workers, older ones have the opportunity to understand and empathize with the struggles young workers are facing.
2. Building your network. Success doesn’t happen alone, and that makes a network of support necessary at every stage of your career. When you are starting out, it’s second nature to talk to people, ask for help, and really focus on building a network, but as we age, we get comfortable and our network shifts from cultivation to maintenance. Because this shift happens over time, it’s possible this shift goes unnoticed. Young workers are great mentors and have substantial value to offer when it comes to building diverse networks and regularly engaging them.
3. Establishing financial proficiency. Planning for retirement and establishing your savings really is a skill that you have to learn, so it’s no surprise that older workers have a higher level of financial proficiency than younger ones. Understanding the nuances of investment strategies, 401(k) options, and saving vs. income ratios are skills older workers can readily offer, but they also have a better understanding of personal finances in general. Offering this insight and hands-on assistance to younger workers will not only strengthen the bond between them, it will also establish accountability for present actions.
4. Marketing yourself and your skills. Establishing a reputation use to be based on your work history, resume and tenure, but now those avenues are taking a backseat to social media. Young workers live with social media and have found a way to seamlessly integrate it into all aspects of their lives giving them a broader scope of exposure. Older workers may have a wealth of knowledge and experience to offer, along with a willingness to do so, yet feel frustrated because no one is seeking their help. The reason is often because no one knows it’s available. Learning the ins and outs of social media can be daunting and just ‘one more thing to do’, but that doesn’t have to be the case. Seek out young workers and have them share their ideas on how social media works for you and how to use it in a way that feels natural and effortless.
When we talk about mentors and coaches most often we focus on older workers sharing their wisdom with younger ones, but that is very limiting. Young workers can also be mentors and coaches. The key is understanding the unique skills offered by both generations and a willingness to learn from each other.
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I am always curious to hear from you and what you see in the workplace. Send your questions, comments and pet peeves to [email protected]. Also find each of these storyboards at http://brianmaynor.polyvore.com with links to purchase each item.
About Brian Maynor
Brian Maynor has built a reputation as one of the leading style coaches in the Southeast and is quickly expanding his eponymous company, BRIAN MAYNOR and his FIND, FLATTER & FLAUNT line of image consulting services. A professional with a fresh, upbeat and down-to-earth personality and boundless creative energy, he works frequently with with local celebrities; Fortune 500 companies and nonprofit organizations; modeling agencies; fashion designers; production companies; record labels; media and individuals. A regular contributor to various fashion blogs and online communities, Brian Maynor is one of the most trusted and recognized style experts in the region, utilizing his education and training as a broadcast journalist to serve as a style lecturer, emcee, and commentator for over a decade. He has appeared at fashion shows, expos, and charity fundraisers, as well as events with big brands like Banana Republic, Ann Taylor, Chico’s and Macy’s. His approach is innovative, creative and fashion-forward, balancing fresh, modern styles with classic pieces to keep one’s look grounded. To learn more, visit http://www.brianmaynor.com.
