Meagan Johnson - Generational Speaker

Solve Your Challenges and Bridge the Gap between Generations at Your Multigenerational Workforce

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Diving into the Olympics: Faster, Higher, Stronger – Together

It’s that special time of the year when America comes together to cheer for the USA for nearly 3 weeks! “The theatrical, four-hour ceremony that aired live on Friday afternoon in the U.S. came in 10 million viewers higher than NBCUniversal’s coverage of the Tokyo opening ceremony in 2021 and more than 2 million higher than Rio in 2016, according to NBCUniversal.” The history behind the Olympics is fascinating and dense!

Olympics: diving in

Olympics Fostered Unity and Understanding

The ancient Greeks believed that the Olympics fostered unity and understanding among others, which is the overall point we want to discuss. The original values of Olympism as expressed in the Olympic Charter were to “encourage effort”, “preserve human dignity” and “develop harmony”. Over time, they have evolved and are now expressed in more contemporary terms as:

  • Striving for excellence and encouraging people to be the best they can be.
  • Demonstrating respect in many different manners: respect towards yourself, the rules, your opponents, the environment, the public, etc.
  • Celebrating friendship, which is quite unique to the Olympic Games – an event that brings people together every few years.

“The goal of Olympism is to place sport at the service of the harmonious development of humankind, with a view to promoting a peaceful society concerned with the preservation of human dignity.”

Today, that same spirit can help us zap the generational gaps and differences we face in our multigenerational workplaces. So, how can we channel our inner Olympians to create a more connected and collaborative environment? Let’s share some ideas… 

Striving for Excellence: In a S.M.A.R.T Way 

It’s important to emphasize that excellence is never about being perfect; perfection is not a realistic goal. Striving for excellence is about growing to the best version of yourself, inside and outside of work.

“We are what we repeatedly do. Excellence, then, is not an act, but a habit.” ― Aristotle

Demonstrating Respect: You & Your Words Matter

In the spirit of the Olympics, respect means valuing everyone, regardless of their background, experience, or opinions.

By fostering a respectful environment, both in-person and online, you’ll create a workplace where everyone feels safe to share their ideas and contribute their unique talents.

Celebrating Friendship: Zapping the Gap Across the Generations

Just like the Olympics bring together athletes from all walks of life, our workplaces are best suited when they reflect openness and diversity.

By embracing the Olympic values of excellence, respect, and friendship, we can transform our workplaces and the future generations to come. We tie our time together with the new Olympic motto, as of July 2021: “Citius, Altius, Fortius – Communiter” “Faster, Higher, Stronger – Together.” 

National Parents’ Day: Gratitude for All Moms & Dads

From CEOs to cashiers, doctors to delivery drivers, teachers to tech entrepreneurs, an estimated 150 million Americans share one common job: being a parent. 

We’re all aware about Mother’s Day and Father’s Day. But did you know about Parent’s Day? Parent’s Day is nationally observed every year on the fourth Sunday in July! This year, Parent’s Day falls on July 28th. 

National Parents' Day

The first National Parents Day was celebrated on July 28th, 1995. Nearly 30 laters later, so much of our world has evolved. With that being said, it’s important to pause and consider that parenting styles are not static and continue to evolve. Like generations, parenting styles are influenced by historical events, changing values, societal norms, technological advancements, and so much more. Let’s take a look at some of those influences and how they’ve shaped our parenting styles… 

The Greatest Generation

The Greatest Generation (Born between 1900 and 1925)  Aka “G.I. Generation, the WWII Generation” 

Major Life Events:

Parenting Style: 

  • A strong emphasis on discipline, obedience, and traditional values. Because of the economic hardships, this generation emphasized the value of being resourceful, saving money, and living within their means. They also instilled a strong sense of patriotism in their children, emphasizing loyalty to the country and a willingness to serve in the military if needed. 

The Silent Generation

The Silent Generation (Born between 1928 and 1945) Aka “Traditionalists, Radio Babies”

Major Life Events:

Parenting Style: 

  • This generation strongly adhered to traditional gender roles, with fathers typically as the breadwinners and disciplinarians and mothers focusing on homemaking and childcare. Children were expected to contribute and help with tasks like cleaning, cooking, and caring for younger siblings. Open communication about feelings and emotions were uncommon. 

Baby Boomers

Baby Boomers (Born between 1946 and 1964) Aka “Boomers, Trailblazers, Hippies” 

Major Life Events:

Parenting Style: 

  • Many Boomers prioritized their careers, which led to the rise of “latchkey kids” who spent significant time unsupervised. Compared to previous generations, Boomers were more open to communication and discussion with their kids. However, the power dynamic remained largely parent-centric. A smaller subset of Boomers adopted a more relaxed approach, allowing their kids more freedom and autonomy to explore and learn from their own mistakes.
Parents' Day

Generation X

Gen X (Born between 1965 and 1980) Aka “Latchkey Kids, MTV Generation” 

Major Life Events:

  • MTV Culture
  • Rise of the Internet
  • Watergate Scandal

Parenting Style: 

  • Gen X parents place a high value on independence and self-reliance. They encourage their children to think for themselves, make decisions, and learn from their mistakes. Their own experiences growing up as “latchkey kids,” often with working parents and less supervision than previous generations, heavily influenced their approach to parenting. They encourage passions and interests through extracurricular activities, hobbies, or self-directed learning.

Millennials

Millennials (Born between 1981 and 1996) Aka “Gen Y, Me Generation” 

Major Life Events:

  • The Great Recession
  • September 11th
  • Rise of Social Media

Parenting Style:

Generation Z

Generation Z (Born between 1997 and 2012) Aka “Gen Z, iGeneration, Zoomers”

Major Life Events:

  • Never knew a life without cell phones and digital media
  • Election of Donald Trump
  • COVID-19 Pandemic

Parenting Style:

  • Gen Z parents prioritize open and honest communication. They believe in creating a safe space for their children to express their thoughts, feelings, and concerns without judgment. They’re more likely to discuss sensitive topics like mental health, sexuality, and social justice with their kids at an early age. Gen Z parents are highly aware of social issues like racism, inequality, and climate change. They strive to raise their children to be socially conscious, empathetic, and accepting of diversity. 

Phew… what an evolution!

As we can see, we’re all shaped by significant historic milestones, technological advancements, changing values, and more. It’s important to respect our differences and the value we each bring through our vast individual experiences. Whether it’s a biological parent, a grandparent, or a special parent-like figure in your life, make time to let them know how much they mean to you. Today, tomorrow, and every day, we honor and celebrate the role of a parent! 

July’s Lessons on Independence and Inclusivity

Independence and inclusivity is about being able to live life on one’s own terms. To pursue one’s passions and contribute meaningfully…

Happy (almost) 4th of July!

When most of us think of July, we think of yummy bbqs, fun fireworks, and beautiful parades. While all of this is fun, we want to highlight that July is also Disability Pride Month. We get an opportunity to honor the history, achievements, experiences, and struggles of the disability community. 

The Ever-Changing Face of Independence

July is a month that beautifully highlights the evolving nature of independence. In today’s world we recognize that independence isn’t just about political freedom. It’s about being able to live life on one’s own terms, pursue one’s passions, and contribute meaningfully to society, regardless of our abilities or backgrounds. This all-encompassing definition is beautifully embodied in the Paralympic athletes who are redefining what’s possible and inspiring us in many ways!

Just as our understanding of independence and inclusivity continues to evolve, so does the workplace. Rigid hierarchies and one-size-fits-all approaches are no longer viable or sustainable options. Our 2024 workforce is filled with different generations, diverse abilities, and endless perspectives. When employees feel empowered to make decisions, take ownership of their work, and contribute their unique talents, they become more engaged, innovative, and productive. This translates to a more resilient and successful organization! 

independence and inclusivity

5 Workforce Inclusivity Tips

  1. Embrace Flexibility: Just as Paralympians train in diverse ways to achieve their goals, recognize that employees have different needs and preferences when it comes to how and where they work. Offer flexible work arrangements and be open-minded. Cultivate an environment where everyone feels comfortable asking for what they need to succeed.
  2. Foster a Culture of Learning and Growth: Independence isn’t about figuring everything out on your own. It’s about having the confidence and resources to learn and grow. Encourage continuous learning and development for all employees. Provide mentorship opportunities, and create a culture where mistakes are seen as learning opportunities.
  3. Celebrate Individuality: Are you recognizing and celebrating the diverse perspectives in your organization? Encourage employees to share their stories, celebrate their cultural traditions, and bring their whole selves to work.
  4. Cultivate Accessibility: Ensure that your workplace is accessible to people with disabilities, both physically and digitally. This is not just a legal requirement. It’s an essential step towards creating a truly inclusive environment where everyone can participate fully.
  5. Lead with Empathy and Understanding: Remember that everyone’s journey to independence is different. Lead with empathy, create a culture of psychological safety, and foster open communication where everyone feels comfortable sharing their challenges and seeking support.

Celebrating Independence and Inclusivity – Together

This July, as we celebrate America’s independence and the inspiring achievements of Olympians and Paralympians, let’s encourage celebrating in the workplace.

Here are three suggestions:

Remember that an inclusive workplace is one where everyone feels empowered to take chances, use their voice, and be themselves. Let’s celebrate the evolving nature of independence and create a work culture where everyone can shine! “True freedom is not primarily a freedom ‘from’ external restraints or a freedom ‘to’ enact our own will but a freedom ‘for’ something greater than ourselves.”

Juneteenth: A Time for Reflection and Action Across Generations

It’s June 18th, 2024 and as a collective we have a responsibility to continue sharing our stories and history. Together we reflect on a momentous time and honor Juneteenth aka Freedom Day, Jubilee Day, Emancipation Day and Black Independence Day. For over 150 years, Juneteenth has held a sacred place in many Black communities. It commemorates the day in 1865 when enslaved people in Galveston, Texas, finally learned of their freedom. A delayed but momentous moment occurring after the Civil War and over two years following President Abraham Lincoln’s Emancipation Proclamation.

Despite many obstacles, Juneteenth continued to be celebrated in many communities, often through church gatherings, picnics, and parades. It serves as a time to reflect on the past, celebrate freedom, and inspire hope for the future. In the 20th century, the Civil Rights Movement brought renewed attention to Juneteenth, as activists recognized its significance in the fight for racial justice.

Juneteenth

“President Biden signed legislation in 2021 that made Juneteenth, which falls on June 19, a federal holiday, after interest in the day was renewed during the summer of 2020 and the nationwide protests that followed the police killings of Black Americans including George Floyd and Breonna Taylor.”

This landmark decision marked a significant step towards acknowledging the contributions of African Americans and honoring their history.

How Can WE Contribute Today? 

Each generation carries unique perspectives, and Juneteenth is a powerful connection point for shared empathy and unity.

Here are some ways each generation may contribute: 

Baby Boomers:

Gen X:

Millennials:

Gen Z:

How Can Your Company Acknowledge Juneteenth?

“Juneteenth is an excellent time to take a closer look at your policies and programs, examine your data, and check in with workers. According to our 2021 study, Stepping up for Equity, many companies are still missing important opportunities to get feedback from Black employees.” There are many meaningful ways to mark this important day:

  1. Support Employee Resource Groups (ERGs): If your company has ERGs focused on diversity and inclusion, empower them to lead Juneteenth initiatives. This is a great way to amplify diverse voices and ensure authentic representation.
  2. Company-Wide Communication: Send out an email or internal newsletter including the significance of Juneteenth. Encourage employees to learn more and participate in any planned activities.
  3. Lunch and Learn Sessions: Host a virtual or in-person session where employees can celebrate Juneteenth, discuss how we can each do our part, and share our own personal experiences.
  4. Volunteer Opportunities: Partner with local organizations that support African American communities. Encourage employees to volunteer their time or participate in fundraising efforts.
  5. Celebrate Through the Arts: Organize book clubs or discussions around books by Black authors that explore African American history, culture, or contemporary issues.

Let’s Make Juneteenth a Year-Round Effort 

Despite personal and generational differences, there’s a shared recognition of Juneteenth’s importance as a day of remembrance, celebration, and education. Each generation is instrumental to the ongoing conversation about racial justice, albeit with unique perspectives and approaches.

By understanding and appreciating our diverse perspectives, we can foster a more inclusive and meaningful observance of Juneteenth, promoting dialogue, unity, and collective action towards a more equitable society. Today, tomorrow, and year-round. It’s a friendly reminder that while our journeys may be different, our destination is the same.

Zap The Generational Gap … from a Gen Z Perspective

Taylor Lopez came to work for me part-time while she was still in high school. She performed a lot of the time consuming tasks I did not have time to do. Running errands, addressing postcards and shipping products. Even though I speak about working with the multiple generations, I know I can always learn more. Taylor was a great teacher and helped me understand some of the challenges young people face when planning their future. On the flip side I hoped I provided her with professional guidance, like how to ask for a raise! It has been inspiring to watch Taylor graduate from college and move on to working full time for a nonprofit. In this article I asked her to share some of her generational insights as she navigates her first few years working in the “real world.”

Zap The Generational Gap

👋🏼 My name is Taylor Lopez and I am a Gen Z’er.  I graduated from the University of Arizona in Spring 2021 and took a gap year after graduation to guide me in my next steps when I was feeling uncertain about my future goals. For the last two years, I have worked at a nonprofit organization affiliated with Arizona State University. An international organization, serving students at 850 different universities across the globe. I specifically work as a Community Engagement Manager – developing micro communities, leading a social impact Cohort, teaching educational courses and increasing our presence on the Downtown campus. My work is emotionally draining and fulfilling in an indescribable way. I have the opportunity to make a difference in students’ lives at ASU. 

When viewing my lens through a generational perspective, much comes to mind. Our staff, made of 6 women, is composed of two Gen Zer’s (including myself) and four millennials. Our students are exclusively Gen Z’ers. I have observed generational communication differences between myself, my colleagues and the students.

First, I have found my communication style to be significantly different from my boss. Hm, how much does our generational difference play a role in this? I am a straight shooter… saying what I mean, when I mean it. I have not found this attribute to get me into any trouble. However, I noticed (specifically during my first year at the organization) that my supervisor was keen to beat around the bush.

For example, when I wasn’t engaging a high enough number of students, she was nervous to have a conversation with me. Instead of saying that she needed me to see more students, she spent time asking me if I was doing okay and how the work was impacting me mentally. Although this was much appreciated, I am most receptive to feedback upfront. This culture of “beating around the bush” no longer exists between myself and my supervisor. She and I have adjusted to one another’s communication styles and have found a happy medium. 

One way that our team has been able to streamline communication amidst our different generations has been through an activity that we did in August 2023 during re-onboarding. The whole team was given different questions (provided by our Executive Director) to reflect on and discuss.

The questions were as follows:

  • “What was most important to you when beginning your first job post-grad?”
  • “Where did you feel supported by the team?”
  • “Where did you feel there were gaps?”
  • “What can we as an organization do, moving forth, to better introduce someone to the team?” 

The team spoke for an hour and a half about our questions. My colleagues who did not start their careers at our nonprofit shared their own experiences in their first roles post grad. A common theme amongst the entire team was that each of us values human-centered work. I noticed one major difference between my style and my Executive Director and Assistant Directors styles. Both of them shared that one of their top priorities when starting their first job post grad was to have the opportunity to work collaboratively with professionals. Holding this conversation with the team allowed us to understand one another’s internal motivation for work. 

In addition, as a Community Engagement Manager, I coach and mentor a variety of student leaders. One of the student leaders I work with, Mark, is an Engagement Chair. His role is to hold events on campus and build further connections with the community. Mark, in parallel to a variety of our other student leaders, has difficulty taking accountability. In mentoring him, I learned that I had to provide consistent support (calling him when there was an event coming up, asking if the event was on his calendar, asking who he had outreached to).

I noticed a clear lack of initiative. Mark did not respond well when I explained to him “I am here to support you but you need to take more accountability.” Mark responded by explaining “You are giving me too much work, I feel overwhelmed.” I asked him how I could help, and he did not know how… revealing something unknown to me.

How to Provide the Right Support

Oftentimes the students I am mentoring need additional support in their lives. Whether that means in an academic setting, a pastoral setting, in a mentorship setting, etc. Yet, they have difficulty asking for help and directing themselves. Students, just like Mark, do not know HOW to ask for help, WHY to ask for help or WHEN to ask for help. 

I found myself thinking how can I better coach Mark? Do our differences in work style have to do with our generational differences? I paused. After working with my supervisor, we created a game plan. One actionable step that I took was to assess Mark’s strengths. I used the “High 5” strengths test and “Strengths Quest” assessments. After Mark took the assessments, I compared my strengths with his within four different categories: doing, feeling, motivating and thinking.

Mark scored higher in the feeling category, with his top strength being the “Empathizer”. The description of the empathizer is as follows:  Empathizers are great at noticing how others feel and using this understanding to do something good. They are frustrated when asked to disregard feelings and emotions and follow strict logic instead. I scored higher in the motivating category with my top strength being the “Self Believer.” The description of the Self Believer is as follows: Your objective is to bring confidence. While you might not know what the future is going to bring, it does not disturb you. Somewhere deep in your mind and heart, you know – no matter what happens, you will go through it. 

Mark and I discussed our results to better understand one another as leaders and as individuals. We also discussed how to make sense of our results when collaborating. Another actionable step we took was to discuss multiple case studies. We discussed the following case study: “You are tasked with planning a celebratory event on campus and engaging 20 students. How are you looking at the event as a leader? What are your first steps? What is your timeline? Where and when should I support you? Where is your leadership style involved?” Our proactive communication allowed Mark to be further successful during the remainder of the year. 

As I prepare for my third year working at the nonprofit, I am thinking about innovative ways to help on-board one of our new hires, Theo, a recent 22 year old graduate of Cal Poly SLO. One piece of information that is at the forefront of my mind is that Theo’s freshman year at university was during the height of COVID.

I am thinking about the following questions:

  • “How did the pandemic impact Theo’s college experience?”
  • “How is Theo’s mindset going into his first post-grad role similar or different from what mine was?”

I have had two phone calls with Theo, getting to know him and determining how to welcome him into our workplace. Eager to see what perspective Theo brings to the team, as our team is always looking for new ways of understanding.

How to Zap The Generational Gap

In conclusion, when thinking about how to take action in mending generational gaps, there is much to keep in mind. Our main tools currently are guided and strategic conversation and strengths assessment. I am continuing to learn that there is no “right answer” for how to create the most cohesive multi-gen team possible, yet we can always try!