But.

(You knew that was coming.)

You know, I’m getting a bit tired of hearing people criticize, stereotype, and, sometimes, bash the young folks in the workforce, whether it is young learning professionals or young learners.

Don’t stereotype me.  Ask me.  Learn my story.

Let me tie this to something that President Clinton shared in his keynote last night, because I was sitting in the front row saying out loud, “Oh, yes -- exactly!”  He shared his experiences growing up poor in a time before television, so their primary form of entertainment was telling stories.  You have to learn to listen to a story before you can tell one, he said.  And he discovered that everyone has a story.  Maybe they are not yet ready or able to tell it because of their life experiences.  But they have a story.  And this was one of the things that drove him to help and serve others, ultimately as the president.

This is similar to my philosophy around getting to know my learners, who are primarily software engineers, managers, or directors.  And here is the thing -- I have very different hobbies, life views, and areas of expertise than these people.  So I made it a goal to find something in common with every single learner that I encountered.  

It’s not as hard as you think.  I’m able to learn so much about each of them, to engage with them, and to empathize with them.  And we connect, person to person, Googler to Googler.

So when I hear some of the common stereotypes about new grads or folks like me who are in our 20s (including but not limited to entitlement, very high expectations, don’t use traditional means of communication, have different life goals, lazy, dress improperly, etc.), my first reaction is to seethe.

But, as I realized last night, anyone who makes these assumptions isn’t interested in hearing someone’s story.

Don’t stereotype me.  Ask me.  Learn my story.

Something we often talk about at Google is this -- Assume the person you’re working with is smart and reasonable.  So if you see or hear something that doesn’t make sense, ask.  Most likely you lack context, experience, or perspective that would help.

What’s more, these stereotypes were (are) being spouted by learning professionals.  These are the people who are supposed to adapt to learners in front of them, to engage them, and to help them reach their goals.

Are there individuals who are in my generation who lack listening skills?  Certainly.  Do I have peers who have horribly high expectations without the skills to back those up?  Yes.  Could some of us benefit from some coaching or mentoring to understand how to be sensitive of certain work practices? There is always room for improvement.  Am I perfect? Heck no!

Yet as a smart, motivated, and metacognitive young professional, I take great offense that some people lump me in with a large generational group that they dismiss.  I won’t sit down and give you all of the ways I meet or break any stereotypes because that’s not the point.

Anyone -- anyone -- who uses those sorts of stereotypes isn’t ready to hear someone’s stories or challenge their beliefs.  I don’t care what your age is.  I’ve watched peers stereotype those in other generations too -- and I always say -- “Why don’t you talk with Jane and learn about her perspective?” or “What else might explain John’s response?”

In a sound-bite, Tweet-deck, fast-moving culture, it’s so much easier to categorize -- and, quite honestly, our brains are working against us.  We’re made to categorize, recognize patterns, and move on.

Think, though, of the impact that negative comments can have.  Think of how discouragement and negative comments can kill enthusiasm and injure hope.

So, my dear Learning 2011 colleagues, I have just one request to all of you when it comes to dumping on us whipper-snapper young’ins -- or anyone, for that matter.

Stop it.

Don’t stereotype me.  Ask me.  Learn my story.

Cheers,
Sarah