A more positive outlook. Intergenerational – part 2

On a daily basis, the news is awash with negativity. Of course, there are the international conflicts and climate change, but there is also the seemingly inexhaustible flow of stories related to gender, social class, out-of-work youngsters and non-hate crimes which consume aeons of police time.

I find it debilitating and unhelpful!

However, from the feedback I receive, I deduce that my Blogs tend to be read by academics and other ‘thinking’ people – many of whom are in a position of influence. So, is it time that we should seek to change the narrative? Possibly to move it a fraction of a point from negative to positive? This is what thought leadership is all about, and those that have reasonably comfortable lives almost have a duty to help dispel the all-pervasive negativity that seems to permeate public dialogue at this time.

I wrote about ‘accidental managers’ at the beginning of the year; in the meanwhile, I have met more examples than I would have wished. My view is that we value ascription far too highly and what we really need is ‘action value’. There will always be accidental managers – those who have not had important work on development and skills – and, by far the most important, those who have missed out on emotional intelligence lessons in the school of life. This is also where ageism originates.

Ageism is fierce, and sometimes it comes from the places you least expect. I was interviewed by my Alma Mater early in the year on this subject and even since, I have had three more instances that add to the story:

A comment from a self-appointed 40-something expert executive VA: ‘Talking to people in working mode is too much for me!’.

Another one from a consultant on longevity: ‘If you are financially comfortable in your Q3 (i.e., 50+), you’d better stop working’.

And more recently, in a questionnaire to help with an interview, the 60+ group was totally missing.

This stereotype thinking is so prevalent in current research – and, surprisingly, that it is perpetuated by the experts on the topic. There is a solid contingent of 55+ who have built new ventures who are able to and do share experience, coach, mentor and help others.  Patrick Dunne’s statement resonates: ‘There is no fixed age for achievement’.

So, I have a plea for my professional friends (both academic and non-academic) of all ages: we need to talk about approaches and solutions; to learn from the curiosity of lateral thinkers, from cross-cultural generalists and history alike. It is time for positivity and collaborative leadership if we want to be effective for both us and for others.

Who have I learned from and collaborated with in the past year? Many, yet none of them is a stereotype!

• I have learned much from an ambitious young apprentice and her cross-cultural family’s solid intergenerational act as a cohesive unit. A most enjoyable experience with productive dialogue, visibility, collaboration and inspiration from their respective realms, all within the 25 to 50 y.o. range.
• 38+ y.o. MBAs and EMBAs are seekers in their own way, wanting the new ascriptive letters but mostly needing clarity, inspiration and direction.
• A 40+ y.o. intrapreneur with whom I collaborate to accelerate one product from lab to market.
• My loyal customers and friends, ranging from 17 to 70 y.o. inspiring in all possible dimensions. Some I meet in person; others are enrolled and are having fun in my ‘Realise Your Future Image’ programme.
• My mentees are in search of re-defining their personal brand and getting better equipped for (a) transitioning to a totally new role, and (b) advancing up the ladder. Every story is unique, as is their commitment to own their own success.
• My 2-year-old grandson is learning that it is possible to fit wooden triangles into circles as a more engaging and sensorial alternative to watching Teletubbies.

What do I wish for more in the intergenerational spectrum

Pushing the criticality of coaching for collaboration, co-creation, and connection.

Similarly, the vital construction of authenticity for genuine diversity and inclusion. The silos are really problematic; we need more agility, more plans workshopped, and more thinking outside the box. Hint to all the friends reading this. 

Mutual mentoring: learning from my younger apprentice friend who leads an ERG with 1,000 members; I would like her to take the stage at the next conference and a next generation board position. We need to cultivate such powerhouses to propel toward a more progressive and inclusive future.

Contribute to genuine, operational inter-generational alliances.

More involvement in the bolder and constructive dialogue on age-inclusivity. Rather than complain, accelerate and catalyse change in rising relevant leadership for the complex problems which require solutions.

Inspire others to run family businesses – those that are humbler, passionate, and have a strong work ethic. Because they put their money where their mouths are, they tend to have a deeper purpose and commitment to the long-term. They are faster at decision-making; they have strong core values and motivations; they tend to have a collaborative leadership style with accountability; they have greater influence and a unique, inimitable culture.

This is my personal call to arms: those of us that have the knowledge, background, experience and capability to raise the discourse from the current, semi-dystopian level to a more positive and hopeful outlook really should speak up and not behave as the silent majority that are a little too comfortable in their own environment.

Personally, I feel highly motivated going into 2025. I continue to learn and grow on the foundation of my relevance and strength and hope to continue contributing to finding solutions and innovative approaches to mission-critical, intergenerational challenges.

Ultimately, history repeats itself: my aim is to become ‘a good ancestor’ (a term used by Roman Krzanich. I highly recommend his book)

For now, I invite ageless professionals into our program ‘Realise Your Future Image’. There is something for every stage you are going through! Like a Japanese ritual of walking in someone else’s shoes, you can realise your future image – inside out. Just don’t leave it too late – or wait for the next crisis to do so.