they say – someone needs to love –

and poets search for particulars –

bees lighting on hyssop, two-inch

rainfall in a drought, the overwhelm

smell of the oriental lily. Even the puny

buttercup gets a line, the fluting male

cardinal’s call two or three, and fading

stubbornness of a golden rose a sonnet.

I understand seeking resilience,

what’s sacred just outside the door

or in the first cup of coffee. A balm

we need for the flaying we take

day after day as hot skies

taunt dry lake beds. Where we lose

count of the dead or dying.

A little girl with pink bows on her pigtails

walks the mall holding her mother’s hand.

I was once that girl

and once that mother.

They smile at each other

in the smell of cinnamon rolls.

Despite sugar spreading in air,

my gut churns. Shootings,

Roe gone, world-wide over-the top

sweltering. I can’t see one detail here

that transforms my fear into cheers.

Maybe outside, transient mirage

pools on the freeway. Chicory’s blue.

The struggle of my hardy pond lily

to bloom in so little water,

hard work to live three days.

Silent 1924–1945

Boomer 1946–1964

Gen X 1965–1980

Millennial 1981–1996

Gen Z 1997–2012

This article is based on a study from 2022–23. CoGenerate (formerly Encore.org) commissioned NORC at the University of Chicago to find out what a nationally representative group of Americans think about cogeneration — a strategy to bring older and younger people together to solve problems and bridge divides.

Download the full report here: https://cogenerate.org/wp-content/uploads/2024/03/Young_Leaders_Executive_Summary-1.pdf

The results of the research showed that the strongest interest in working across generations for change came from Gen Z (76%) and Millennials (70%), with the most interest coming from POC.

In the fall of 2023, CoGenerate interviewed 31 Gen Z and Millennial leaders aged 18-31, a diverse group in terms of gender, race/ethnicity, geography, sexual orientation, and economic status.

“The young leaders we spoke with were positive, constructive and insightful. In many hours of conversation with them, we heard eight consistent themes.”

1. Generational conflict? Not always.

2. Personal connection before collaboration. Always.

3. No one wants to be dismissed because of their age.

4. Cash over compliments.

5. Young leaders aren’t afraid to talk about mental health.

6. Productive conflict? Digital natives have few models.

7. “Paying your dues” isn’t working.

8. The future of leadership is cogenerational.

“People always put us down, just because we get around. Things they do look awful cold, hope I die before I get old.” (The Who, “My Generation”, 1965)

This was us, Boomers. Our mantra was “Don’t trust anyone over 30.” Now we are looking at life from the other side of 60. Does the same degree of conflict between generations exist now as what we may have experienced in the 60s? Anecdotally, based on a quick internet search, the answer seems to be: no, not really, but there is less generational conflict within families in the US. The first recorded use of the term Baby Boomer was in 1963; before that we were either the old or the young. Now that we have five groups, the differences (and conflicts) are highlighted more often in the media. And here is probably a good place to point out that these so-called conflicts can be as diverse in subject and scope as the population of the world. Just saying.

Where do we start? At home, among friends, in our communities. Conversation involves listening and talking, especially listening. If it doesn’t already exist, we need to build trust, understanding, empathy. We need to move beyond stereotypes and assumptions, find common ground. Only then can we begin to work together to find solutions and actions that are relevant to our community and needs. The climate emergency affects people in different ways, and it is important to find ways to work with others, to bring hope and a shared sense of responsibility, to each other and in common cause.

“You are too old to understand/be able to do something.” Really?

“You are too young to understand/be able to do something.” Really?

Be optimistic and keep an open mind about what others are capable of doing. We are working together for change!

Most of us Boomers are not getting paid for the activism work we are doing. We are volunteers. We have pensions, Social Security, financial investments, own our homes—are maybe even debt-free. Millennials and especially Gen Z do not have financial security, they are struggling just to pay rent. Don’t expect them to have much time to “volunteer”. Do find ways to pay them for their activism work whenever possible. Help them with introductions and opportunities so they can use their talents to build credibility and support.

Many young people are living with anxiety—fear of failure, fear of being further marginalized by older generations who may have maligned their identity in the past, fear of having their feelings and emotions trivialized by an older generation who were taught to minimize their own emotions. Even with the best of intentions, to tell a young person that the responsibility for the future is now in their hands can create even more anxiety. Cogenerational activism is most effective if the partners work together as equals with respect and care and support.

Gen Z and Millennials are often referred to as “Digital Natives” meaning that they started life with internet. A lot of their relationships—particularly with peers—and especially the confrontations and conflicts in those relationships— have been experienced remotely, privately, from behind the protective cover of the screens of their phones and computers. Many have experienced cyber-bullying, threats of cancellation for expressing the “wrong” opinion. Conversely, if someone “says” something online they disagree with, they can either ignore it or delete it. Many have not learned how to disagree in person without taking it personally. This means we need to be thoughtful in our engagement and criticism, and build trust in our relationships with them on a personal level. Take time to share personal interests and experiences before getting down to business. Listen. Don’t criticize the person, criticize the merits of the argument.

As Boomers, we need to recognize that the world as seen today by Gen Z and Millennials is not the world we started out with, in terms of economic opportunity, values, and what one considers as success. If we showed up early and went the extra mile, we could reasonably expect to be able to buy a house, raise a family, and enjoy ourselves in our later years. With little hope of home ownership and always in debt, Gen Z and Millennials have different ways of measuring quality of life and success. They live more in the present. Instead of criticizing them for not working hard enough, we should perhaps try to learn something from a life view that does not prioritize financial goals over quality of life.

As the philosopher Rick Moody put it, “More so than any other age group, those who are old today have lived lives in which economic abundance has been based on carbon pollution. More than younger people, they—that is, we—bear disproportionate responsibility for the problem.”

Start by talking about the climate crisis in your circles of influence. Studies show that only 37 percent of Americans often discuss the climate crisis among family and friends. As Boomers, one of our greatest assets is our deep networks, and the younger generations know this. We can continue to build and expand and strengthen our networks by including younger generations. The term cogeneration in the energy sector refers to the sharing of power. Intergenerational relationships involve slowing down to create deeper and more resilient bonds that can survive difference and even conflict. With trust and hope, anything is possible.

Start the conversation. And then listen.

Essay and graphic by TA Creatives member Nina Zurier 

ninazurier.com