Building a better world through mentorships

A generation gap is defined as the differences in opinions, values and behavior between younger people and older people. Frequently, because of a lack of communication and understanding, these differences create divides among the generations. This is often true in the workplace, and especially within agriculture.

The National Dairy Shrine hosted “Bridging the Gap Between Multiple Generations in the Workplace,” a young professionals webinar moderated by Crystal Sinn of Midwest Dairy on Oct. 28. 

Panelists Kristin Paul of the American Jersey Cattle Association, Jacob Pieper of Phibro Animal Health Corporation, and Moriah Brey of Brey Cycle Farm LLC shared their outlook on navigating generational differences and embracing the perspective of all members of their teams.

“Bridging the gap between multiple generations in the workplace is something I think we can all relate to,” Sinn said. “It’s an important and timely conversation, especially in our industry where tradition and innovation often go hand-in-hand.”

Generational misconceptions are an issue at times, Paul said.

“One of the most common misconceptions is that the younger generation isn’t willing to work or put in the time,” Paul said. “The older generation gets the rap that they are set in their ways and aren’t willing to change. One of the ways to address both those misconceptions is to just try and be open and transparent about the situations, to give reminders about what the misconceptions might be. I think being able to meet in the middle is key.”

Paul said finding a balance between generations, while empowering each, helps erase misconceptions.

“Lean into your teammates and let people go where they thrive,” Paul said. “If that younger generation can really run with technology, let them do that. At the same time, recognize that the older generation oftentimes really thrives on some of those tried-and-true methods of communication.”

When it comes to establishing positive workforce collaboration, the three panelists agreed that the younger generation needs to consider how they might build the trust of their more experienced team members. Curiosity, observation and respect all play key roles in earning that trust.

“Be curious about who you’re interacting with,” Pieper said. “Work hard, and when you make a commitment, be sure to keep and honor that commitment. That will help build trust.”

Paul agreed, adding that a willingness to learn from what is heard is paramount.

“Observe and ask all those questions,” Paul said. “Spend more time listening than talking; just be willing to put in the work. Having a strong work ethic is really important.”

Brey encourages young team members to take the initiative to instigate communication.

“You need to not be shy, not scared to ask the questions,” Brey said. “But you need to be respectful and make sure that you are beating to the drum of the system that you are working in.”

Brey reached back in her career path and referred to making a career change from a journalism and marketing-based career into the world of agricultural finance.

“It was a big uphill battle to learn,” Brey said. “I entered the Farm Credit system working with a bunch of tenured men, who coincidentally started their careers in 1981 — the same year I was born. I had to not be shy, because it was very intimidating. You might have all these ideas, but you really need to respect what you’re walking into because first you have to learn the system, you have to understand the whole thing if you want to be well-received — then you can come up with the ideas.”

Mentorship, both formal and informal, can prove beneficial in combating the workforce generation gap, the three agreed.

“Formal mentorships do have a role if there is something specifically that person has a great strength in, and can help fill the gaps you may have in your development,” Pieper said. “But the ones that happen naturally, out of a respect that goes both ways, are the ones you have for a significantly longer portion of your life and make a much greater impact.”

Paul agreed.

“You can learn so much from so many different people, taking little bits and pieces of information from different co-workers,” Paul said.
“I think back over my career with Jersey, I’ve had lots of different mentors. I think you gravitate towards teammates you feel the most comfortable with in those unofficial mentorships.”

Being sincere in learning from a mentor is critical, Pieper said.

“It’s really important that when you seek advice or feedback from a mentor you respect and value, to have trust and faith in the advice they give,” Pieper said. “I have seen those relationships erode when you don’t heed the advice they give — not that you have to follow it word for word, but if you’re truly seeking their input and guidance, have enough faith to go along with the direction they give you.”

Brey added that people should not pass up younger mentors.

“Mentors can be people your same age,” Brey said. “They don’t have to be someone older; they can be someone younger.”

Becoming the mentor in a relationship is an opportunity Brey encouraged people to embrace.

“You wake up one day and you’re the mentor, and you don’t even realize it’s happening,” Brey said. “Our job as mentors is to make the world a better place. … We need to remember all the great things that were taught to us, and we need to share. I have had countless mentors, and at this point, I would call most of them friends.”