I wish I could find the research that postulates a ‘gatekeeper’ or bridge generation of about 5 years that acts as interpreter and buffer for the generational shifts that occurred either side of their birth. The gatekeepers understand what’s going on on both sides and often end up as mediators or, if they’re lucky, leaders and unifiers as neither generation can understand the other and struggles to work together.

Being born in 1978, I don’t identify with Gen X (although I understand much of what they do) and I don’t identify with Gen Y (although once again, I at least think I understand what’s going on there, too).

Having rambled all of that, I agree that a lot of it is state of mind and circumstance, not to mention a case of perspective. I’m sure I look Gen Y to the 50+ in my workplace but I definitely feel out of place when talking to the early 20s around me as well who, I am fairly sure, lump me, my mortgage, cynicism and young family firmly in the Gen X camp

So. I’m a gatekeeper. There better be a keymaster around here somewhere or I want my money back…

I certainly changed my attitude to Gen Y-ers after listening to John Hartigan’s comments about embracing them, which he gave during the 2007 Andrew Ollie Lecture. From memory, the main thrust of what he was saying that these are highly valuable employees and organisations should quickly realise that Gen Y-ers can play a valuable part in the creative process and their ‘different’ outlook/approach should be integrated and encouraged, rather than shunned and (in many cases) mis-managed.

Of course, if management structures weren’t predominantly hierarchical, then this may not be such an issue, but that’s another conversation, of course!