Every 20 years or so, we get all flustered as a new generation enters the workforce. A few years ago (and continuing today) that was the Millennials, and back in the late 80s and early 90s it was Generation X. When that happens, the topic of generational differences comes up to the foreground and we study this odd, new generation. When we think we know them well enough, the topic fades a bit, and obviously it will come back when the next generation hits us in a few years. We file our knowledge about that generation in our memory banks and get ready for the new one.

The problem with this approach is that each time a new generation enters the workforce, the previous generations are now in a different life stage. Gen X isn’t the same today as it was in the early 90s. We’re older and typically in positions of more responsibility in our organizations. We’re still Gen X, mind you, but we play out those basic values and characteristics in different ways. So do the Boomers. And so will the Millennials when they hit 40 and start cursing out these new, young, whippersnappers (whatever they will be called) who are entering the workforce and changing things! So it’s never enough, really, just to learn about the new generation that one time when they are in their 20s entering the workforce. You need to keep your eye on the whole system and understand how the generations are relating to each other as they move through different life stages. This is the only way you will be able to leverage generational diversity to your advantage.