Learn effective management skills for a new era, join our Intergenerational Leadership series. The third video of the series, "The Generations & Feedback," will enlighten employers on how the generations see FEEDBACK differently and also some tips and tricks on how to increase your effectiveness with feedback from a generational as well as good communication. Tweet
Searching the web we found these great examples of intergenerational conflict in the workplace. After watching the video, can you tell us what are the typical characteristics and needs of each generation? Click on the picture or link below. YouTube video – Generational Diversity Tweet
By Ronnie Weiss June 2008 The connected age can feel overwhelming for many of us. Often it feels like learning to speak a whole new language. Must I really Google and blog? What is the latest gadget? Do I really need to carry a computer in my palm at all times? How will I keep up with all this information? Do I really need to know all this to live my day to day life? All of these technologies are still relatively new and unregulated so, of course, they must be used with caution and common sense. And none of them takes the place of face-to-face conversations and relationships. But this intense information age is not going away, it’s not slowing down and it is worth trying to stay up to date in order to take advantage of the benefits of these new technologies. Becoming successful in the connected age goes beyond knowing what buttons to push. It is about becoming more open and connected to ideas and people. What might motivate us to take this leap? What are the benefits of this new information age? The following are some good reasons to plug in: A previously unimaginable amount of
by Nikki Schmidt March 2009 Perhaps your workplace reflects what is becoming a common meeting-table-mosaic of employees represented from each of the generations : Traditionalists (born up until 1945) Baby Boomers (1946-1964) Generations X’ers (1965-1980) Millennials (1981-1999) Conflict arises when employees and employers neglect to see how generational differences affect communication styles, group dynamics, and even more importantly, whether or not an employee will choose to stay with your organization. In these tough economic times, retaining employees, especially our top talent, is of utmost importance. Each of the generations and their values, goals, and interpretations of fun, balance, and reward must start getting employers to think about the best way to manage, retain, and reward them. What are Baby Boomers wanting more than ever at this point in their lives–more so than money? Why do only 14 % of managers choose Generation X as their preferred generation to manage? What does “mining silver” mean and why should every organization be doing it? What are the emerging events and people who are shaping the newest generation on the block–the Millennials and how are schools and organizations going to cope with this generation’s massive numbers and expectations? These are just some of
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