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2018 was a year of high highs, low lows and paradoxes for the world, politics, businesses and personally for many people. It certainly rocked our view of what had been previously perceived as normal.

As a future-oriented optimist, I dwell on the positive and inspirational; as a realist, I have difficulty sustaining pursuit of the biggest dreams and visions. Reflecting back on 2017 and 2018, I have reached some clarity and insight through my work and broader experience and observations that I’d like to share with you. I hope they will be useful and even inspirational.

• Through everything, I feel confirmed and ever clearer of not only the value, but also the urgency of cross-generational conversation to address the ills of divisiveness, bias, lack of engagement at work, and ageism on both the older and younger ends of the spectrum, with the objective of growing the kind of next generation leaders we need across all industries. Naïve? Only if we hold back from standing up and reaching out across differences.

• I have the perspective to know that young people have been speaking out about work culture and politics for generations. Then they got quieter as they matured and got saddled with “adult” responsibilities. I have real hope that the Gen Zers and Milennials will not be silenced. Not only that, many Boomers will support them if done with mutual respect. That makes sense. The younger generations have been taught to question and speak up by their Boomer and Gen X parents who wanted to see change and had stopped short of their initial intentions.

Listening to others and speaking up are good - as long as done respectfully. Certainly, some of the current crop need to work on the “respectfully” part. Think carefully where we take our lead from!

• Personal identity has become more important to individuals and cultural conversation as well as a key determinant of degree of “belonging” at work.  Personnel at all levels will demand attention to their identifiers, often intersectional ones (a combination of diversity factors) as the workforce is becoming increasingly diverse. While this is a challenge for managers, empathy and inclusion will result in greater creativity and productivity.One of my most passionate projects is as Alumni Ambassador to Cornell University’s Intergroup Dialogue Project (IDP). There I have been learning about and helping to promote understanding and avoiding or resolving conflict relating to privilege vs. non-privilege and identity.

• The firms/organizations that add generational/age diversity to their Employee Resource Groups (ERGs) and affinity groups will benefit from promoting understanding of how generational differences inform and influence attitudes and behaviors and increase productive collaboration.

• Firms need to rethink workforce spending to consider whether there is too much emphasis on any one generation to the detriment of retaining the most desirable combination of talent.

• Organizations need to do a better job of breaking down silos, whether among diverse identities, skills, assigned functions or levels of authority or seniority.

• Chronological age on its own is hardly meaningful anymore (except for government entitlements). Let’s identify a person’s “authentic age” and use that as a key factor for hiring and designating work responsibilities.

• For the current benefit and future sustainability of an organization, younger generations’ voices need to be encouraged, heard, and be part of the conversation and governance. They are not making absolute demands, but rather want a hearing on policies and practices that affect them. Who wouldn’t?

 Let’s make 2019 the year of respectful, thoughtful and diverse voices of all generations!

Wishing you good health, courage, resilience, empathy, confidence, inspiration and joy in the new year.  Acquire them, and integrate them in your life where you can.  You can’t google them!

 Phyllis

©  Phyllis Weiss Haserot, 2018.

Please send your comments to pwhaserot@pdcounsel.com and contribute to this conversation on social media. #ExpectingGenZ  #GenZatWork

* 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.