Helping Change Happen
Have you found it frustrating trying your best to support someone who really wants to change – but doesn’t. Have you noticed the more support you give the more frustrated you are and the further they get from the change? What on earth is that all about?
What if it’s the wrong type of support for their generation? The wrong support can actually hinder effective change not help it.
One of the things I consider when working with people who want to change is where they are in the generation game of life. Are they Traditionals, born before 1945, Baby Boomers, born 1946 – 1964, Generation X, born 1965 – 1981 or Generation Y, born after 1981.
Let’s state the obvious – when it comes to change we all have our own approach, motivational drivers, value systems – there’s nothing new there. However, did you know that each generation uses a different prioritising system for change?
How many people in their 60s would be motivated to change by the reward of receiving a few million views on YouTube ? Not that many.
How many people in their 20s would be motivated to change by the reward of a formal letter of acknowledgement from the President? Again, not that many
Get the picture?
Can you spot the different generations by the way they dance ?, the way they communicate ?, how they prioritise their tasks in life ? Chances are yes – there are trends, it is obvious.
To simply acknowledge and respect the difference in generations isn’t enough. While values and beliefs can be similar in families, cultures, teams and businesses– each generation is motivated differently and therefore we have to support how they change differently.
Tip number 1. Consider the speed and style in how you communicate the change! The younger the person the faster, the more informal, the more technological the better. The older the person, the pace needs to be steadier and more structured , formal and best done face to face.
Tip number 2. The younger the person the more value needs to be put on self-empowerment and independence, the older person will value a status change, promotion or new title
Tip number 3. The younger person will approach change in the now – instant reward, fix , Facebook update , the older will approach it with a longer term view – looking at the contribution they can make and legacy they can leave
What I have found works is to respect the intelligence of the individual who wants to change and the generational trends that support them to offer the best, most balanced support for a successful change
Hope it helps you too.
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