e-Tips

It’s one of my mantras (since spring 2013) and my new book title. And it complements my trademarked word, “GENgagement^tm.” Let me explain.

Recently I read still another article 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 mainly what employers are crying for.

The Chronicle of Higher Education and American Public Media’s special marketplace report 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 Human Resource managers from large employers) agreed, as do subsequent surveys from a variety of sources. And you can’t google (online search) 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.” Enterprise learning strategies have trended toward increasing online learning. That is not a very viable way to learn interpersonal and oral communication skills, which require live interpersonal exchange and practice.

GENgagement^tm 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, cross-generational collaboration and mutual individual and organizational benefits. It’s a positive culture change and career enhancer.

This is “leaning in” for skills diversity and age inclusion across the many other silos in the workplace. It’s a crucial perspective and relationship builder.

My team has started a movement to illuminate the significance of cross-generational conversation at work, the current focal point of which culminates in a national Cross-Generational Conversation Day. Learn more here.

©  Phyllis Weiss Haserot 2016

This article is an updated version of one that originally appeared in our July 2013 newsletter.

Phyllis

* 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 1979-1995   

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.

For coaching, training and special programs on inter-generational challenges for and among 4 generations in the workplace and maximizing the potential of young professionals, call or email Phyllis for an exploratory talk or complimentary coaching session at 212-593-1549 or pwhaserot@pdcounsel.com. .