e-Tips
You Can’t ‘Google’ It!
It’s one of my new mantras. And it complements my new word, “gengagementtm.” Let me explain.
Recently I read still another article, this one in the New York Times Shortcuts column, on the gap between how college graduates are educated and the skills employers say they need. Despite all the talk about more STEM (science, technology, engineering, math) education, especially for women, that’s not what employers are crying for.
The Chronicle of Higher Education and American Public Media’s special marketplace report published in March 2013, said the needed skills are the long valued abilities of written and oral communication, adaptability, managing multiple priorities, making decisions and problem-solving. The HR Policy Association (an organization of Chief HR managers from large employers) agrees. And you can’t “Google” to acquire those skills!
The finger pointing between colleges and employers as to what the problem is and who has the responsibility to fix it is not adequately addressing the “how.” The Accenture 2013 College and Employment Survey (of 1,010 2013 graduating students) summary refers to enterprise learning strategies. However, the trend in those strategies is toward increasing online learning tailored to the substantive needs of the employer. That is not a very viable way to learn interpersonal and oral communication skills, which require the ability to carry on live interpersonal exchange and practice.
GENGAGEMENTtm Groups: My suggestion as part of the solution
Use cross-generational conversation groups embedded in workplaces as a tool for Boomers to educate younger generations on these “human performance skills” (don’t call them “soft” – they are powerful) while the Boomers profit from the younger generations’ insights into changing market needs brought on by how technology inexorably infiltrates our lives and lifestyles. This is distinct from mentoring. It is a facilitated colleague exchange or a “dialogue,” a conversation aimed toward specific goals.
This is “leaning in” for skills diversity and age inclusion across the many other silos in the workplace.
My team has started a movement to illuminate the significance of cross-generational conversation at work, the current focal point of which is national Cross-Generational Conversation Day. Details will be announced in the fall. For information now, contact pwhaserot@pdcounsel.com.
I am most eager to know your thoughts on this. Please send your comments and thoughts to pwhaserot@pdcounsel.com or share on the Cross-Generational Conversation group on LinkedIn. Please give feedback on the mantra and “gengagementtm word too!
Phyllis
© Phyllis Weiss Haserot, 2013. All rights reserved.
* The generational chronology for easy reference: Generations are defined by the similar formative influences – social, cultural, political, economic – that existed as the individuals of particular birth cohorts were growing up. Given that premise, the age breakdowns for each of the four generations currently in the workplace are approximately:
Traditionalists: born 1925-1942
Baby Boomers born 1943-1962
Generation X born 1963-1978
Generation Y/Millennials born 1979-1998
For coaching, training and special programs on inter-generational challenges for and among 4 generations in the workplace, attracting and retaining clients and employees of different generations, and maximizing the potential of young professionals and work teams, call or email Phyllis for an exploratory talk or complimentary coaching session at 212-593-1549 or pwhaserot@pdcounsel.com. Ask about our signature program *Frontrunner Five.”
Phyllis is available to speak at your organization or at firm retreats on inter-generational relations and organizational effectiveness topics. Call or e-mail for a list of topics or to custom-tailor your own.
Learn about our *Generational Wisdom for Mentors and Mentees* programs as well as multi-generational team facilitation. Call 212-593-1549 or e-mail pwhaserot@pdcounsel.com.