- They want opportunity to have impact, encouraging social entrepreneurship and sense of community.
- Gen Y/Millennials have high expectations for meaningful work and want to feel passionate about what they do. They have been told that money follows passion.
- They favor a team approach to goal setting, and achievement that must be reinforced by recognition and rewards to everyone who contributes.
- Transparency is the most valued attribute of a leader, which includes distributing information so everyone is in the loop and part of the conversation.
- Navigation through career challenges, pace and progress and work/life flexibility needs to be facilitated through honest conversations.
Using a combination of behavioral style and business development expertise as well as mediation skills and generational differences and similarities knowledge, we are optimistic about the positive results we are seeing with our work facilitating dialogues. It is the most effective way to bring inclusiveness and change to increasingly obsolete business models once the groups takes the opportunity to try it.
- All generations and levels are part of the conversation and are heard.
- Leaders must be clear about quality of work and deadlines and discuss alternative ways to get desired results.
- Understanding of differences and benefits of diversity of styles mitigates resentments and fosters sympathy.
- Using assessment tools for identifying personal behavioral style, work style and preferences, group culture, work expectations and learning style enables better understanding of self and teammates and reduces stereotypical thinking.
- Through dialogue, roles can be customized with working arrangements that are perceived as fair to work for each team member.
- Meeting of the minds requires some compromise on all sides.
- “What’s in it for me” from the individuals standpoint? To be associated with a team that demonstrates better results, reinforced by recognition.
© Phyllis Weiss Haserot 2017.
* 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: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
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.