Q: With every working generation, there are changes in what is motivational (e.g., Boomers vs. Gen Xers). As the mix of the generations (and cultures) continues to increase, and new cohorts enter the workforce, what approaches can we use to take advantage of this diversity to build organizational performance?

A: Synergy is celebrating diversity. So, involve people in the question you are asking and let them come up with their recommendations. Initially, start with small groups of three or four people so they are authentic and genuine in their communication and not “politically correct.” Then, let each small group share analyses and recommendations and begin to synergize at a higher level the question you are asking.

The key to this generational question is to be synergistically resolved through deep cooperation and authentic communication. Employ a great deal of empathic listening and restating another person’s point until that person feels understood. This takes a different mind-set and skill set.

How do you use diversity (the mix of generations, cultures etc…) to build organizational performance? I would love to hear from you.

This question and answer with Dr. Covey was featured in the January 2009 issue of Training Magazine.

Hidden agendas undermine authentic communication. Listening to the opposing opinions with the intent to understand and empathize builds trust. Remember empathy is not sympathy or agreement-simply understanding their perspective. Test this from you own experience. You trust people that authentically express their true opinions more than those that hide them and tell you what they think you want to hear.

Your greatest high trust relationships are based on open communication.  It’s good to work with those that see things differently as that fuels innovation and invention.

Author: Greg Link, The Global Speed of Trust Practice Leader at FranklinCovey