Phyllis weiss haserot
Phyllis weiss haserot

President & Founder

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07/2015 Organizational Culture Through a Generational Lens

While all generations have influenced their workplaces to some degree, the Millennial (or Gen Y) generation is the first in which associates are having a significant impact on culture shift from the time they enter the organization if not before. Culture seems to be a hotter topic than ever, and it’s not all good news. 

06/2015 Why Gen Y Thinks Differently about Money

Here is another intergenerational (GenY/Millennial and Boomer) dialogue. We hope you enjoy and gain some insights from the conversation. I began by asking: How do Gen Y/Millennials attitudes toward money and financial rewards compare with those of other generations?

05/2015 What Irritates Other Generations about Gen Y: A Graduating Millennial Takes a Candid Look at Her Peer Group

As part of her experience as my extern during her junior year at Cornell, I gave Danielle Kronenfeld (DK) a number of questions to write about and discuss with me. We published one piece as a blog last year. Here is another with her updated views on what irritates older generations about Gen Y/Millennials and why they think the way they do.

04/2015 The Missing Piece: Cross-Generational Conversation Unites Generations and Genders

Often I find myself engaged in conversations with both younger and older women about what might be called the intersection of gender and generations issues at work. Several women express the strong belief that women have actually made little or no progress in attaining leadership and management positions in the last 10 or 15 years except in their own businesses.

The best strategy for achieving more success for everyone is to sincerely and substantively involve men in the conversations and in implementing the solutions. Now we have one of the best opportunities to take advantage of the intersection with generational attitudes.

03/2015 LET'S BUILD A SILO-FREE WORKPLACE with a Coalition On Inclusion and True Opportunity

In my February 2015 newsletter, I started making a pitch for breaking down silos around age, gender, race/ethnicity, sexual orientation (and much more) and creating a coalition on inclusion and true opportunity. Once a certain level of awareness is created, I believe the separateness approach stands in the way of, or slows, progress in achieving stated goals.

02/2015 How Mentoring Circles Help All Generations

Generations X and Y clamor for mentoring, and some Boomers who came late to the game as mentees regret what they missed. I advocate and set up mentoring circles so that people have several people to draw on, since no one person can supply all the advice any one person of any age/generation needs. Here’s why I think mentoring circles are the best approach and some steps that can get your organization started setting up and running  mentoring circles, whether internal to an employer, a professional or trade organization or an alumni group. Happy mentoring!


01/2015 Succession Planning & Knowledge Transfer: When Confidence is Lacking in the NextGen

Despite the acknowledgement by leaders and human resource chiefs that succession planning is a top concern and business imperative, much too little is being done about it, especially now as more Baby Boomers inch toward potential retirement and the recovering economy leads to more mobility of talent. There are several reasons, including inertia and wishful thinking...

From our experience, the important obstacles talked about less frequently are lack of confidence in the potential leaders coming up behind the incumbents – as well as leaders, particularly founders, who are too reluctant to “let go.” This article focuses on finding and preparing successors internally.

12/2014 Cross-Generational Perspective on Succession Planning – Part Two

The longer firms/organizations put off serious preparation for the next generation to step into the big Boomer shoes the greater the danger. The breather many organizations have allowed themselves during the past recession will leave them gasping for air. Succession planning and preparation is needed at all times. Anyone whose expertise and contacts will be missed can cause a serious business disruption and loss of clients/customers and other stakeholder relationships if quality transitions are not in the works. Part One of this topic focused on Boomers and Gen Y/Millennials. Part 2 focuses on opening the bottleneck for Gen X and assuring they are ready to take charge.