I just finished a really good book - Black Power, Inc. by Cora Daniels.  Ms Daniels, a writer for Fortune Magazine, speaks in candid fashion about Blacks in corporate America, specifically those high achievers between 25 and 40 years old.  She describes how many in the younger generation now view success in business as the key to uplifting Black Americans in the future.  Daniels, a member of the “first generation to be born and raised after the end of the civil rights movement,” also provides her observations of the generation immediately preceding hers:  Blacks who were the first beneficiaries of integration into large corporations and organizations. 

Ms. Daniels’ book, Black Power, Inc., caused me to reflect on a couple of things.  The first - being Black in corporate America, and secondly, what I’ve noticed about Blacks in there 20’s and 30’s who work there.  The third item - how inter-generational communication is crucial to the plight of young and old, regardless of race.

Some Observations About Race

I was surprised and fascinated by the candid insights that Ms. Daniels and her peers offered, specifically with regard to race, success, and life in corporate America.  Why?  Mainly because the views described by those in the book were so different from what I’ve seen and heard from people in the post civil rights generation.  An example of this is one of the main themes of the book - that members of the post-civil rights generation are driven by race.  They want to move beyond Black rage and take action - controlling assets, wielding influence, and creating institutions that will have a significant impact on communities around the country for some time to come.

The fire described in the bellies of this generation of people is different than what I’ve experienced while mentoring, managing, working, and interacting with these very talented young people.  Many do have a strong entrepreneurial spirit, a desire for power, lust for benefits that accrue to those at the highest levels of organizations, and aspirations for a happy personal life to go along with an over-achieving career.  Unfortunately, many do not have the strong cultural sense and community concern that Ms. Daniels describes.

In fact, what I see often is a struggle with issues concerning race.  Many of the post civil rights professionals (aka Generation X and Generation Y) actually believe that race is no longer a factor.  It’s not a factor, that is, until something strange happens at the job.  Then the question of why something negative may have happened includes all kinds of possibilities.  Other questions get asked – Why am I not getting as big a bonus?  How did he or she get promoted before me?  Why the transfer from a line position to a staff job? Where’s my golf, dinner, country club, gala….invitation?

Counter to what many in Ms. Daniel’s interviews noted, I’ve seen a lot of young people who do check their race at the workplace door.  They worry about being too Black. 

When Generations Talk 

Wait a minute!  Maybe my view of this younger generation is wrong.  How much time have I spent really speaking with young people.  I don’t mean lecturing, running meetings, observing from afar, reminiscing, or telling stories.  How often have I really engaged these post civil rights young people in meaningful dialogue and really listened? 

As I read Ms. Daniels’ observations and characterizations of my generation, it struck me that the communication divide between our generations is huge – much bigger than it ought to be.  Maybe it’s just the people we both know.  My crowd could just happen to be much more like post generation folks described in the book, and the post generation people that were interviewed could just happen to be totally different from the younger people I know.  Either way, the gap between generations appears to be huge and in need of serious repair.  Understanding racial issues is just one of the many gaps that exist.

What happens when Generations Talk?  History is understood and given clarity and context. The present is understood in a deeper way and suddenly how we got to this point makes a lot more sense.  The future offers possibilities for what could be especially good or unbelievably bad. People learn more about each other, and more about what they need to learn.  Respect is gained.  Awareness increases. Relationships improve. 

Leaders and managers in both large and small organizations are often unaware and oblivious to the fact that many of the people they depend on to accomplish goals and objectives have come from different eras.  People from one generation may think or assume that younger or older work associates have similar aspirations.  And they don’t.  Values, even those that are seemingly the same, have different meanings.  

Take the issue of family.  In my generation, family typically meant mother, father, sister, and brother.  It was pretty common for dad to work and mom to be at home.  Today’s understanding of this basic social unit includes many other variations – single parents, grandparents, stepchildren, same sex parents, and many other combinations that are much more of what my generation might consider to be extended family.  Leaders, managers, partners, and co-workers now must think about the diversity of family units in the discussion of benefit plans, workdays, careers, and a host of other items.

Business relationships can also benefit from improved inter-generational dialogue.  The result of spending time getting to know those not from your time includes:

·        Stronger one-on-one communications

·        Better understanding of individual perspectives

·        Heightened awareness of specific needs and wants 

·        Closer, more meaningful relationships

·        Improved organizational performance 

The Wayback Machine 

Recently I made reference to the “Wayback Machine” in a conversation with a younger associate and it was only when I focused on his blank stare that that I knew my age was showing.  He had no idea of what I was talking about.

The “Wayback Machine” came from a cartoon that I used to watch growing up.  The star was Mr. Peabody, a time traveling dog, who along with his pet boy Sherman, would travel back in time to experience historical events first hand.  It really hadn’t dawned on me that someone 25 years old would not be able to relate this cartoon to the particular situation we were in.  It was a lot like me having to translate lyrics from a rap song and having to explain what the words meant.  I wouldn’t be able to do it.

Imagine if this person had known about Peabody’s Improbable History and the Wayback Machine.  Or even been able to describe one of his favorite episodes?  We might have had a much different kind of conversation.  More enjoyable?  Probably.  More meaningful? Maybe?  A feeling that we had something in common?  Definitely.

When we stop to learn more about what people from other generations have to say we create the opportunity to develop common ground.  Expanded common ground gives us the chance to get to know one another better.  Our similarities bring us closer together.

Closing the Divide

Here are some ways to start closing the gap with other generations:

• Go Somewhere Different – attend events where you know that people will not be like you.  This might be a charity dinner, organizational meeting, professional group, or political fundraiser. 

• Expand Your Committee – Unfortunately, we all end up on committees.  Look at the diversity of the committees you are involved in and seek out members that will bring different perspectives and points of view.

• Network at Business Sessions – We all attend a number of events and the tendency is to gravitate to the folks we know.  At your next event, make it a point to spend time with people that you don’t know.  Take the time to really listen to what they have to say and you might be surprised at what you’ll learn.

• Maximize Social Events – Weddings, picnics, parties, graduations, and other gatherings of families and friends offer a wonderful opportunity to spend time with those from different generations.

• Mentor or be Mentored – Working with people one-on-one in a mentoring role is a great way to have consistent dialogue with those older or younger than you.  Remember, you’re never too old to be mentored!  

A Final Thought 

Make it a point this week to close the gap between generations.  Spend time with someone older or younger than you and really listen to what they have to say.  You’re sure to close the generational divide by doing so.

And take the time to buy and read Black Power Inc.  There’s so much more covered in a book written by a powerful voice from the younger generation.