Topic 2 The intergenerational approach in group management
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Managing different groups of people when they have never met before needs planning and preparation, regardless of the circumstances or context. Bringing people of different generations together requires additional attention, particular care should be taken as prejudices/preconceived ideas may arise between different generations and communication styles and expectations may also vary considerably vary according to age.
FIVE BASIC PRINCIPLES TO BE OBSERVED IN THE MANAGEMENT OF INTERGENERATIONAL GROUPS:
- AVOID STEREOTYPES: During intergenerational practices, certain age-related stereotypes may be unintentionally reinforced, positive qualities may be attributed to entire groups, such as “all older people are wise” or all “teenagers use new technologies very well,” etc. Although positive stereotypes may seem harmless, it is important to recognize that all stereotypes can have a harmful effect.
- STIMULATE DIALOGUE: By promoting the formulation of questions, encouraging discussion, providing encouragement and valuing all opinions.
- EMPHASIZE LEARNING: Ensuring that participants are clear about the objectives of each activity; Including a reflection at the end of the activities; Adopting multidisciplinary perspectives.
- THINK “SUSTAINABILITY”: Using teaching materials that are accessible, flexible, and easy for everyone to use.
- DESIGN DEVELOPMENTALLY APPROPRIATE ACTIVITIES: Considering participants’ strengths and limitations (in terms of mobility, experience and cognitive functioning).
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“The group is something more, or better, something different from the sum of its members, has its own structure, special purpose, and details relationships with other groups. What constitutes its essence is not the similarity or dissimilarity found among its members, but their interdependence”
Intergenerational practices may run into different kinds of barriers, there may be barriers between organisations, between partnerships, but above all between individuals:
- Participants’ sense of inadequacy regarding the proposed learning activities
- Presence of prejudice, negative attitudes or mistrust between generations
- Presence of different communication styles, including the use of terminology and jargon typical of one’s own generational group
- Different perception of time and therefore of the duration of learning activities
- Presence of physical or practical barriers, such as access to buildings, transport and mobility of some participants, etc
GOOD PRACTICES FOR MANAGING INTERGENERATIONAL GROUPS:
- Establish clear expectations and roles for each group member. Make sure everyone understands their responsibilities and how their work contributes to the team’s success.
- Encourage open communication and collaboration. Create an environment where everyone feels comfortable sharing their ideas and opinions.
- Respect different perspectives. Acknowledge that different generations may have different ways of looking at things and be willing to listen to each other.
- Leverage the strengths of each generation. Each generation brings unique skills and experiences to the table. Find ways to capitalize on these strengths to create a stronger team.
- Celebrate successes. Celebrate the successes of the team as a whole and recognize individual contributions. This will help foster a sense of unity and collaboration.
- Provide feedback. Give constructive feedback to help team members grow and develop. This will help ensure that everyone is working towards the same goals.
GENERAL TIPS FOR MANAGING INTERGENERATIONAL GROUPS:
- Creating zone: Formal and informal social activities; Team works including different generations; Operations including different generations; Matching experienced employees with novices; Social platform and social portals;
- Acting according to generational differences: Speaking generations’ language; Emphasizing the importance of experience to younger generations; Making evaluations by taking generational differences into consideration; Developing communication models which are suitable for generations;
- Increasing motivation: Giving responsibilities; Making elder generations feel valuable; Dividing workload suitable for generations; Making assignments and giving guidance based on technology and experience to elder generations;
- Supporting personal development: Encouraging elder generations to be innovative and technology-lover; Supporting guidance and counselling; Analyzing the needs by evaluating participants’ level of knowledge;
- Creating intergenerational respect and understanding: Avoiding behaviors and use of language that causes generational conflict; Improving empathy skills; Considering everyone’s ideas.