Introduction
The concept of intergenerational dynamics is an examination of how differences in generations’ perspectives, preferences, and expectations impact how individuals interact. The role that generational differences play in many work settings has received increasing attention in both the popular press and academic literature.1–3 Discussions about potential generational differences may be of particular importance as institutions strive to foster a more inclusive, collaborative workforce.4
The theory behind viewing interactions through a generational lens is predicated on the belief that shared experiences, with relation to popular culture, world events, and emerging technologies during youth have a common impact on adult preferences and expectations. While differences between generations’ views and the challenges these engender is nothing new, we currently live in an unprecedented time in which at least five generational groups are regularly interacting in society. These groups are generally considered, traditionalists (born 1925–1945), baby boomers (born 1946–1964), generation X (born 1965–1980), millennials (born 1981–2000), and generation Z (born 2001–2020).4 Multiple surveys have suggested that workplace conflict could be attributed to or exacerbated by generational differences.4–7 However, others have expressed concerns about formally recognizing or teaching about intergenerational dynamics as it could lead to stereotyping.2
Due to the criticality of effective interpersonal interactions, there is likely no area in which an understanding of generational differences is more imperative than in the health professions. The ability of providers and patients to communicate effectively, determine goals, and develop a shared plan for promoting health and managing disease requires a fundamental understanding of each other’s point of view.8 As such, knowledge of potential generational tendencies may be of value for healthcare…