Letter from the President: Who Are You?

Much has been written and debated about leading the various generations now found in our workplace.  How do we apply that knowledge and awareness to coaching?  How do you coach to the generation sitting in front of you?  It has been said that good coaches meet their client where they are.  Might be hard to do if you are a member of the silent generation or a Boomer trying to effectively coach a Gen Z.  Or vice versa, if you are the Gen X coach with a Boomer sitting in front of you.

But, perhaps we overcomplicate our differences.  A good coach listens, reflects back to the client and allows the client space to consider and determine their path forward.  Does it matter what generation you and your client are?

• Traditionalists (born before 1945) may have extended their career for economic reasons or because they are not prepared to pivot to retirement. They may need help in re-shaping a personal end-of-career vision. 

• Boomers (born 1946 -1964) may be setting high expectations about the last phase of their career years, competing for a limited number of leadership positions.  Helping some redefine success can be of value.  Going deep with self-awareness, creating or redefining expectations that continue to provide meaning can help rediscover ways to stretch in new ways.

• Gen Xers (born between 1965 - 1979) are fiercely independent, skeptical, and resourceful and place a high value on professional development.  They are generally open to coaching that can help their aspirations become a reality. They like self-assessment, feedback, and development plans when they are focused on advancement.  

• Generation Y or Millennials (born between 1980 and 1995) are quintessential multi-taskers and the first generation born into a technology culture. They are a generation of entrepreneurs who are inspired and motivated by other bright people and enjoy working in teams. They are also the generation that has defined work/life balance. 

• Generation Z (born between 1996 and 2010) have never known a life without technology. Beyond prizing their tech, Gen Zers also value their company's culture, trust authority and are community focused. Like their millennial predecessors, Gen Zers want vibrant, collaborative spaces and teams and immediate feedback. However, Gen Zers also identify as scrappier than millennials. They have a "self-made" attitude and value healthy competition.

Each of the five generations in today’s workforce defines “work” differently, requiring diverse coaching techniques. Each generation has a unique perspective of what job satisfaction, work ethic and professionalism mean to them. I repeat, we meet each client where they are and, although generally will conform to how their generation is defined, each is absolutely unique.

How has your coaching practice been influenced by generations of clients? 

Donna Yurdin, ICFTN President