Abstract
Inter-generational leadership has been defined as leadership aware of the generational differences and their potential contributions, where leaders from different generations are clearly identified and mutually respected. Intergenerational leadership becomes more crucial as the current workforce is historically unique in its age diversity, in part thanks to higher life expectancy and delayed retirement. The generational mix comprises Baby Boomers, X, Y (aka millennials), and the emerging Z. In some cases, the Silent Generation (“Maturists”) is also in the blend. This poses new challenges and opportunities for managers and leaders. Further, the relationship with technology is particularly pertinent, as the speed of this evolution and its impact on so many aspects of life is arguably the most profound. Hence, adopting a systematic literature review with content analysis, the aim of this chapter is to enhance the understanding of intergenerational leadership, and its role in improved knowledge transfer.
TopBackground
Intergenerational leadership refers to leadership defined by conscious generational awareness; by clear identification of leaders from various generations; by proactive, meaningful engagement between leaders across generations; by cross-generational partnerships on thought leadership and practice; and by mutual respect between leaders. Intergenerational leadership is politically horizontal, not vertical. The constituents of generations in the workplace include:
Young people: This is a complicated category to define. We acknowledge that youth intersects with identity, is variably understood across cultures, and has categories within it. For the purposes of practicality, however, young people are defined here as people below the age of 35.
Young professionals: Young professionals are typically understood as qualified/degreed, early career professionals. This definition needs to be widened as we acknowledge the vast income inequality that exists across the globe which limits professional development opportunities for many young people. Many young people are pursuing careers and professions on the ground and need a degree or certificate. There are also many young people pursuing positive change that is qualified and working in many areas and disciplines. Taking a cue from the etymology of the word professional – “to declare openly.” A young professional is defined here as anyone in their early working life who consistently and openly promotes and/or practices professional and discipline conservation and promotes excellence.
Senior professionals: These are professionals with more than 15 years of experience and are typically responsible for mentoring young professionals.
Key Terms in this Chapter
Globalization: Worldwide integration and development, the process enabling financial and investment markets to operate internationally, largely as a result of deregulation and improved communications.
Leader: Head, superior, a person who rules, guides, motivates, encourages, stimulates and inspires others.
Borderless World: A borderless world is a global economy in the age of the internet that is thought to have removed all the previous barriers to international trade.
Innovation: Something new or different introduced, it is the act of innovating which includes introduction of new things or methods. Innovation is also introduction of a new idea into the marketplace in the form of a new product or service, or an improvement in organization or process. The process of translating an idea or invention into a good or service that creates value or for which customers will pay.
Creative: Ability to transcend traditional ideas, rules, patterns, relationships, or the like, and to create meaningful new ideas, forms, methods, interpretations, etc. It includes originality, progressiveness, or imagination.
Decision-Making: A rational and logical process of choosing the best alternative or course of action among the available options.
Strategies: Method chosen and plans made to bring about a desired future, achievement of a goals or solutions to a problem. Strategies are a result of choices made. It is that set of managerial decisions and actions that determine the long term performance of a business enterprise.
Motivation: The act or an instance of motivating, arousing desire to do, creating interest or drive by incentive or inducement. It is also a psychological that arouses, sustains and regulates human behaviour.
Individual Competence: Refers to the capacity of individuals/employees to act in a wide variety of situations. It’s their education, skills, experience, energy and their attitudes that will make or break the relationships with the customers and the products or services that are provided.