Phyllis weiss haserot
Phyllis weiss haserot


President & Founder


212 593-1549
pwhaserot@pdcounsel.com
www.pdcounsel.com

Articles: Multi-Generational Solutions Archives


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12/2016 Ways to Avoid Generational Communication Disconnects

Ways to Avoid Generational Communication Disconnects

07/2016 7 Steps to Great Relationships with Clients of Different Generations

7 Steps to Great Relationships with Clients of Different Generations

07/2016 Tips for Success at Multi-Generational Networking

Tips for Success at Multi-Generational Networking

11/2012 How Boomers Can Prove Their Value at Work

How Boomers Can Prove Their Value at Work

10/2012 Gengagement: A Multigenerational Approach to Engagement and Retention

Gengagement: A Multigenerational Approach to Engagement and Retention

Click on the link to view the Article online in Law Practice Magazine.

04/2011 Sustainable Business Development Success: The Multi-Generational Approach

In any sizable firm, successful sustainable business development is not reserved for the lone rainmaker or even a lone generation. Client relationships are too valuable to be based solely on one individual, one level of seniority or one age cohort.

02/2011 In Search Of The New Professionalism Through Multi-Generational Lenses

Differences in generational perspectives can bring frustrations, resentments, inefficiencies and threaten professionalism (“collidescope”) – but don’t have to. Handled positively, differences can produce great creativity (kaleidoscope) with productive, engaging, harmonious, career enhancing outcomes. I suggest we pursue sustainable professionalism within a flexible framework that still upholds ethical values. Our model must be dynamic to adjust to changing styles of competency models and leadership that appropriately suit each generation and foster collaboration.

01/2011 Is Your Firm A Next Generation Laggard? Or Countdown: Succession And Generation Gaps Creep Closer

It happens every time we have a "recession" or economic turndown. But this time it is more daunting not only given the severity of the economic situation, but also given the demographic realities. The talent crunch when the economy turns up and firms are hiring again will be magnified because so many Boomers are approaching the age when they will "retire" from current positions - voluntarily or involuntarily.