“I don’t want to live with a bunch of old people” – Creating Intergenerational Connections!

I have discussions often with people about senior housing options.  Sometimes the discussion is with family, and sometimes the discussion is with an elder adult.  Even if the elder adult is in his or her late 80’s or older, the biggest downside comment about senior housing I hear is, I don’t want to live with a bunch of old people.”   

In a recent conversation, sure enough, I heard it again.  “I don’t want to live with a bunch of old people – drooling, useless, put away with other old and useless people.”   I reached for the person’s hand, and I said, “That would be a horrible existence! I don’t want to live with a bunch of old people either!”

This opened our conversation to talk about how our society has changed over the past 50 years.  Families no longer live in close proximity to one another.  The adult children of the elder generation are usually in situations where both partners work, and they are also dealing with childcare or college for their children.

Psychologists refer to the cycle of life as an arc.

You are born, you grow, you live, and then at a certain age…40 or 50 perhaps, you have an ‘over the hill party’ and you begin to decline and die around age 70 or so. At least that is what societal norms would have us believe.

However, people are now living into their 80’s, 90’s, and into the next century. The leading thought today is that as human beings we continue to evolve and grow into Elderhood and beyond.  It is not an arc, but a circle. We have more time and opportunity to build communities as we all evolve as human beings.

New Intergenerational Families in Relationship with one another

Today, we have 5 generations working and living together in long-term care, with our greatest generation (average age 84 -87 years old).  A person who decides to move into a senior housing community will today find themselves surrounded by a new intergenerational family.

This gives us opportunities to harvest and unleash the power and creativity of an intergenerational team that may inspire and transform eldercare as a vibrant, interesting, and forward-thinking community of people.

The Millennials and Zillennials (Generation Z), along with the Boomers and Generation X have the honor to connect, build relationships and learn together to support one another on this shared life journey to learn about and experience this wonderful developmental stage of life called elderhood. A bonus for all of us is a chance to learn from the wisdom and experience of elders – the 5th generation in our workplace!

  • The Traditionalist (born between 1900 – 1945 – The elders we serve! ages 70- 100+)
  • The Boomers ( ages 54-73 in 2018)
  • Generation X (ages 38-53 in 2018)
  • The Millennials (ages 24-37 in 2018)
  • The Zillennials (Generation Z) (ages 6 – 23 in 2018)
It is time for us to reexamine and empower these generations, and embrace new leadership styles and cultures as thought leaders in the industry.

Traditionalists, Baby Boomers, Gen X, Millennials, Gen Z – ranging from a generation born in the fallout of the Great Depression to a generation who has never known life without iPhones and social media, there are few commonalities between these five generations.

While each one is increasingly unique, there is one characteristic that each of these five generations shares – they are all co-participants in today’s workforce.

Let’s take advantage of this opportunity to inspire our teams to work together to create an intergenerational family within a culture of caring in our Senior Housing Communities.

Elders do NOT need to feel like they are “living with a ‘bunch of old people’ – but are part of a vibrant, productive, happy family of all ages!

For the first time in history, we have five generations side-by-side in the modern workplace.

Longer lifespans, delayed retirement and an eagerness to begin working earlier are just a few of the reasons we are seeing a greater span of generations working together than ever before.   Each generation is prominent and unique – and have power working together as a family.

  • Generation Z: They may be young, but they are entering the workforce earlier than most.  Gen Z is coming into our communities with a strong entrepreneurial drive. They will be your early adopters and mentors and teachers when you install a new EMAR or Electronic Record system or implement technology for your Elders to stay connected to families.
  • Millennials aren’t just working for the money, but also for a bigger, common purpose, so establishing a core purpose and living the mission as a role model is a sure way to attract Millennials. Show them that their coworkers are intelligent and talented people to work with. Give them more value and opportunities to learn at work, and acknowledge them when they do well and give them feedback when they need to improve.
  • Gen X: To appeal to this generation, it’s best if a leader is direct with them regarding feedback on their performance, allow flexibility for work-life balance and reward hard work. They desire intelligent authority figures to respect and learn from.  Generation X is driven by results and often succeed when given a project deadline with little structure and the flexibility to work when they think is best.
  • Boomers: A teaching opportunity can reinforce the boomer’s importance in the workplace, teach the younger generations, bridge the gap between the two, and promote collaboration – something boomers often value greatly.
  • Traditionalist: One of their most prominent and defining characteristics is a strong work ethic; since they grew up in the aftermath of the Great Depression, they often see working as a privilege.    The Elders are the ‘HEART’ of your Community Family, and they can have a purpose by being included in the interviewing of a new team member, or teaching a life skills class to your care team, or working with a team on a community outreach project. Perhaps they would like to form a ‘Wisdom Circle’ where they can teach and guide some of the care team members. They have a prominent place in the family.

Multiple generations living and working together create a sense of safety, love, and belonging, and builds self-esteem. It gives everyone opportunities to learn from one another and hear different perspectives on the same ideas.

Celebrate the unique strengths of each generation and empower them to learn from each other to create a more collaborative, engaged environment. When care teams, families, and residents care for each other; have more opportunities to learn; are engaged and making a difference – overall happiness increases – now, that is a family to be proud of!

 


Jean Garboden, Director of Education & Innovation at Compass Senior Living

About the author: Jean Garboden, Director of Education and Innovation,  is an Elder Advocate and Eden Alternative Educator with over 30 years’ experience in not-for-profit and for-profit healthcare organizations. She is honored to lead the mission and values culture development for Compass Senior Living in Eugene, Oregon. Jean lives in Las Vegas, Nevada where she enjoys the weather and volunteers with the Nevadans for the Common Good, advocating for caregivers and elders in southern Nevada

 

 

What is the Perennial Generation

“That which seems the height of absurdity in one generation often becomes the height of wisdom in another.”Adlai Stevenson

So much is written today about how to recruit, educate, and inspire the Millennial generation.  We have talked about it in our leadership team meetings, and we have examined our policies and procedures.  I asked our payroll specialist to run a list of our 600 employees by age and found that 52 percent of our employees are under age 35.  According to the Pew Research, Millennials are now the largest labor force in the United States at 53.5%.

We researched things that would attract Millennials such as

  • Fair working salary and benefits
  • Flexible work schedule
  • More frequent feedback and coaching
  • An authentic mentor-leader that inspires them to greatness
  • A cause greater than themselves
  • Opportunities to continually grow and learn.

As I looked at this list, I thought to myself, What is good for the Millennials is actually good for  all of us!”

I also realized that our society has begun to label and judge prospective employees by their generational characteristics. We all read about Millennials as ‘tech savvy,self-centered, lazy, entitled, know-it-all.’ Generation X  is referred to as ‘cynical get-it-done innovators’, and Boomers as ‘idealistic, dependable  work ethic.’  If we, as a society, and in our business, label people in generalizations, we lose the insight into the capabilities of each person to be instrumental in creating successful workplaces.

My role in our company is education and innovation.  As I travel around the United States and connect with the care teams, I found that these labels are simply labels. In fact, each individual is truly unique.  I have worked alongside some amazingly committed 25-year-olds –  and I  have worked with some 55 year old Boomers who did not have a good work ethic.  So the stereotype is just that.

I also learned, that no matter what the age of a person, there is a desire to be inspired by leaders who allow them to grow, learn and discover their paths to becoming the best they can be.  Most also want to be a part of a cause greater than themselves. They want to find their tribe within the workplace where they feel valued, protected, and loved.

In examining and studying the Millennials, I had an ‘aha about our roles as leaders. The Millennials shined a new light on my own discriminatory language and perceptions. Although I am an elder advocate, and I have spent years speaking out against ageism and labeling elders based on their age or  cognitive or physical capability – I have been guilty of applying ageism prejudices when categorizing our team members into age groups and stereotypes.

I decided, “Labels be-gone!”  It is not about the generational differences, it is about our leadership and our power to transform ourselves and others by our words and actions!  I recently heard a term referring to people as perennials’, meaning people who can cross over different age groups, and are able to relate to everybody.

Gina Pell, Content editor for The What – a clever list for curious people gave this definition:

Meet the Perennials. We are ever-blooming, relevant people of all ages who live in the present time, know what’s happening in the world, stay current, and have friends of all ages. We get involved, stay curious, mentor others, are passionate, compassionate, creative, confident, collaborative, global-minded, risk takers who continue to push up against our growing edge. We comprise an inclusive, enduring mindset, not a divisive demographic.”

Yes!  There is no need to label people – we are all ever-blooming and growing! We are perennials.  What a beautiful way to frame a workplace, with people of all ages, backgrounds, experience, and talents.

Inclusive – not divisive.

As a family of perennials – elders, middle-aged, and  younger people come together as one to care for and grow one another in an intergenerational vibrant community making friends of all ages.  This shift in thinking requires wise and courageous transformative leadership, an open mind, and a full heart. Together really is better.

The challenge to each of us as leaders in senior housing is to put away discriminatory labeling of others and work together. We must  create communities where elders, families, and employees are growing, teaching, discovering, experimenting, contributing, and trusting one another to do the right thing in the spirit of honor and love.

Trusting relationships are the most basic of human needs and the strongest foundation for caring for one another.


Perennial Definition:

1. lasting for an indefinitely long time; enduring: her perennial beauty.
2.having a life cycle lasting more than two years.
3.lasting or continuing, as a stream.
4.perpetual; everlasting; continuing; recurrent.

 11062337_10206528118188840_645394201235573404_nAbout the Author: Jean Garboden is the Director of Education and Innovation at Compass Senior Living, located in Eugene Oregon. Jean is an Elder Advocate and Eden Alternative Educator with over 30 years’ experience in not-for-profit and for-profit health care organizations. She is honored to lead the mission and values culture development for Compass Senior Living. Jean lives in Las Vegas, Nevada where she enjoys the weather and volunteers with the Nevadans for the Common Good, advocating for caregivers and elders in southern Nevada.

What do Millennials and Zillennials (Generation Z) know about old people

 Millennials and Zillennials (Generation Z),  are the next generation of workers in eldercare!  They will reshape the workplace, bringing with them energy and a desire to make a difference.   Millennials and Zillennials matter!

If you’re not familiar with the term “Generation Z or Zillennials,” you will be soon enough. It refers to a wave of young people on the verge of supplanting Millennials as the prime movers in the workforce and society at large.

 I  teach and grow care teams and their leaders in the senior housing industry, and I often hear Senior Housing leaders lament the lack of work ethic of those under age 35.  The reality is that 78% of new hires in senior care in the United states are Millennials as reported by McKnights Long-term care survey in 2015.

It is time for us to reexamine and understand these generations, and embrace new leadership styles and cultures as thought leaders in the industry.

Today, we have 4 generations working together in long-term care, serving our greatest generation (average age 84 years old). This gives us opportunities to harvest and unleash the power and creativity of a multi-generational team that may inspire and transform eldercare as a vibrant, interesting, and forward thinking community of people.

The Millennials and Zillennials, along with the Boomers and Generation X have the honor to work and learn together to support elders on their life journey at this wonderful developmental stage of life called elderhood. A bonus for all of us is a chance to  learn from the wisdom and experience of elders – the 5th generation in our workplace!

  • The Traditionalist (born between 1900 – 1945 – The elders we serve! ages 70- 100+)
  • The Boomers ( ages 52-70 in 2016)
  • Generation X (ages 36-51 in 2016)
  • The Millennials (ages 22-35 in 2016)
  • The Zillennials (ages 4 – 21 in 2016)

As I have been teaching, listening, and learning with the millennials, and their younger counterpart, the Zillennials, I  recognize that they have some particular characteristics  that will reshape the workplace  – such as their ambition and desire to keep learning and move quickly upwards, as well as their willingness to move on quickly if their expectations are not being met.  Millennials want a flexible approach to work, and very regular feedback and encouragement. They want to feel their work is worthwhile and that their efforts are being recognized.

The companies that have already been the most successful in attracting talented Millennials are naturally innovative employers who are never restrained by ‘how things used to be done’. These companies are not specifically targeting Millennials, but their culture, leadership style, and approach to recruitment and retention naturally appeal to the Millennial generation. And because of that, they are able to take their pick of the best younger talent around.

It is not too late for those of us in senior housing to gain the loyalty  of Millennials who seek employers with similar values according to the Deloitte Millennial Survey 2016Thus, those organizations that are guided by strong core values may be less likely to lose their Millennial employees. We have an opportunity now to connect with these next generations to work alongside us as innovators and shapers of the future!

Millennials show us what ‘old’ looks like, and their lives and perceptions are changed!

 

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About the Author:    Jean Garboden is the Director of Education and Innovation at Compass Senior Living, located in Eugene Oregon. Jean is an Elder Advocate and Eden Alternative Educator with over 30 years’ experience in not-for-profit and for profit health care organizations. She is honored to lead the mission and values culture development for Compass Senior Living.  Jean lives in Las Vegas, Nevada where she enjoys the weather and volunteers with the Nevadans for the Common Good, advocating for caregivers and elders in southern Nevada.  She spends her leisure time with her husband Art, her dog Max, her cat Molly, and a 50-year-old desert tortoise named Myrtle.