How can we make decision-making more future-oriented?

In many businesses, a strict hierarchy still prevails. While experience counts for a lot, it’s important to acknowledge that younger people, especially those who are digital natives, may have more expertise in certain areas such as digitalization and sustainability. 

Be open to mutual mentorship 

To reap the benefits of cross-generational teams, both younger and older workers must be open, and willing, to receive feedback from each other. Many younger people may be reluctant to share their opinions openly with their managers, but they shouldn’t be afraid of making their voices heard, especially on matters where they can bring a fresh perspective. After all, the world started listening to Greta Thunberg when she was just a Swedish schoolgirl sitting in front of parliament to protest the lack of action on climate change. 

At the same time, younger people should recognize that the older generations also have wisdom they can share because of their different life experiences. Cross-generational dialogue shouldn’t be a one-way street but should be about constant reflection and communication. 

Block time to think about the long-term in your calendar 

It’s very easy to get consumed by the franticness of our day-to-day lives. There’s always someone who needs the answer to a question or a problem that needs solving urgently. To make sure that we devote enough time to think about the long-term, it’s important to block the time in our calendars to reflect on the long-term vision for the future. 

One of the seven guiding principles in the New Generational Contract is Hindsight and Foresight: looking back to see ahead. We believe that this is a skill that everyone should cultivate: to understand and build on experiences and insights from the past and look forward by gauging the consequences, both positive and negative, of our actions on the future. This requires thinking, deciding, and acting on multiple timescales and identifying the dilemmas and synergies that may arise from the short-term and long-term. 

The trend is going in the right direction 

We are heartened by signs that business and politics are increasingly bringing younger people into the decision-making process. Organizations have launched reverse mentoring programs, and companies are starting to express an interest in having more age diversity on boards. We hope this is not a fad but that leaders of today continue to listen to the voices of future generations.  

Leading with the next generation in mind 

These three leaders inspired us with their future-orientated perspectives.