My holidays are deeply steeped in memories of baking, cooking, and family meals. Some of my favorite memories are cooking with Grandma. In her kitchen, she told stories about people I never knew, where recipes came from, and who made family favorites to bring to the house on a birthday or when a relative died. She was a world-class storyteller.
In our kitchen conversations, Grandma shared secrets about ingredients and measurements for red cake and jam and pie crust and biscuits that I’d never find on a recipe card. There is not a single high-tech solution that could ever replace those conversations or those experiences. No amount of executive visibility or digital content or high-end video production engages people like good old 1:1 mentoring.
Before the holidays I shared my top insights for being prepared for strategic communication challenges in 2019. Cooking with grandma is a timely example for why Knowledge Transfer was first on that list - storytelling and knowledge transfer are synonymous!
Since the mid 2000’s people have been speculating what it will mean to have 5 generations working side by side. That day has come. In 2019, a slice of generational workforce diversity will represent employees born before 1946 and after 1997. Traditionalists, Boomers, GenX, Millennials, and Gen Z -- we’re all in this together!
In March, 2018, Deloitte published a fascinating article on human capital discussing the importance of organizations accommodating an aging workforce. They share compelling reasons why the workforce is aging - from retirement savings gaps to the little-known fact that older people are among the most entrepreneurial workers across age groups. Whatever the reason, coupled with Millenials taking leadership roles and Gen Z chomping at the bit to make their own way, organizations have a rich tapestry of knowledge to share across generations.
Case in point: in Grandma’s kitchen, I learned to never just scoop out flour with the measuring cup. It must be spooned in and leveled off with a knife for a more exact measurement. Grandma learned something from me too, though. I taught her that an iPhone can record kitchen conversations for posterity’s sake and that Siri is a fabulous source for odd measurement conversions.
Knowledge and experience come with age and represent more than institutional (or kitchen) knowledge. Cumulative wisdom from elders represents a way of working, the how-to knowledge, values, and the “why” we work. Leveraging storytelling helps these lessons resonate across generations and can help companies engage a diverse age range of employees while imparting important knowledge and values.
Storytelling and information sharing goes both ways, though. That’s an important point not to overlook. What skills can up-and-comers share with older employees to help continue developing older employees’ career paths and enhance technological savvy? Educating a broad base of employees in technology and “new” skills fuels innovation and new ways of thinking across the organization.
What role might communicators play to help bridge these gaps, foster multi-generational engagement and even build brand?
Listen. Storytelling falls flat if no one listens. As a communicator, listening is a pivotal responsibility. Partner with HR and D&I to listen to the stories that older employees have to share. Pair these experienced leaders with younger mentees to help create an engaged, and collaborative multi-generational workforce.
Recreate storytelling moments. When you hear good stories, invite a pair of employees in a mentoring relationship to share what they’ve learned with the broader organization.
Think low-tech. C-3PO’s retelling of a Jedi battle to the Ewoks in Return of the Jedi is a low-tech solution from a high-tech movie. Low-tech storytelling brings people together face-to-face and enhances the power of once upon a time.
Survey says? Ask employees how they would like to share stories and learn more about new technology or the “how” to get specific jobs accomplished. Listen to their solutions and find meaningful ways to engage and realize their ideas.
Go public. If entertaining and knowledgeable storytellers and mentor/mentee relationships emerge, consider sharing them with customers, partners and the public as a way to develop employer brand and rethink the standard go-to corporate storytellers (hint: it doesn’t always have to be a C-suite leader).
If you'd like to continue the conversation, comment below, follow me or connect via my website. I'm happy to share ideas and welcome your insights too.
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