News from Jo Smith Associates

Gen Y, the oldest of whom are now 27, is arriving in the work force en masse and we're hearing more and more about the challenges of managing and integrating this group that rivals the Boomers in size.

Though some of the challenges are unique, i.e. different norms and methods of communicating, good management and leadership methods are effective regardless of generation. Here are a few reminders:

1) Recognize commonalities and build on them. Using lawyers as an example, lawyers love the law, they love intellectual challenges and helping their clients solve problems. What binds the people in your firm, regardless of generation? Examples can be broad, as those above, or they can be unique to your firm, such as loving innovation or loving tradition. Whatever the members of your firm value, regardless of generation, provides an opportunity for strength.

2) Recognize differences and embrace them. I believe it's the job of each younger generation to challenge society with such questions as "Why do we do this?" "How can we do that better?" and so on. Instead of being threatened, it's the job of older generations to seriously evaluate the questions, suggestions, and norms of newcomers and to judiciously incorporate those that lead to improvements, even paradigm shifts. What does Gen Y know how to do that the older generations don't? An obvious answer is the many ways they use technology for communication. Consider asking them to teach the older members of the firm. They'll appreciate the recognition and all will benefit. In return, enlist your older firm members to mentor the new arrivals with experience that only they can pass along.

3) Recognize that generational differences and commonalities are generalizations. They exist not in a vacuum, but are part of an overlapping weave of traits and behaviors. People are unique and they uniquely reflect multiple influences. For example, preliminary research indicates that personality trumps generation in determining behavior. Other factors that influence behavior include gender, race, ethnicity, geography and much more.

4) Use good management and communication skills to manage individuals. Know the people who work with you, especially those who report to you. It isn't enough to know their job description and their skills. Know what they want to achieve, what they want to learn, what motivates them. How can you help them achieve their goals while simultaneously meeting the needs of the firm? Utilize and grow their strengths. Welcome suggestions and remember that we can all learn from each other, regardless of lines of authority. Praise often and publicly and correct sparingly and privately. These are methods that respect people and are effective without regard to generation.

Build on commonalities, embrace differences and manage people well and your multiple generations will be a priceless asset.