The Evolving Demographic Story
Demography is the key driver in this unfolding story about four generations working together. The intergenerational mix spans nearly 80 years: from the youngest entrants in Generation X, to Generation Y who are significantly smaller when compared to the 76 million Baby Boom Generation, who followed the smaller but still powerful Silent Generation, many of these veterans still occupy and influence the "C" suite in many industries and organizations.
Shared Goals: Changing the focus from "Me" to "We"
Generational differences aside, each age group shares common overarching desires and goals:
- Respect
- Use existing knowledge and gain new experience
- Acknowledgement and appreciation
- Work life balance.
Training (PDF downloads available January 2009)
Leading the Generations — 1 Day - uncover the demographic story behind the intergenerational workforce, learn about the beliefs, values and work preferences of the generational mix of workers, utilize management strategies that foster engagement and promote a collaborative work ethic that unites generations for a common goal.
Managing the Older Worker [Aged 50+] — ½ Day - uncover the myths of older workers, discover what bioscience reveals about the aging brain's capacity and motivation to continue learning, identify and address barriers to career mobility, and discover strategies to encourage full engagement of experienced workers into later ages.
Intergenerational Teaming — 1 Day - find out how you can master the four elements leading to an effective team, learn about generational differences in communication, and develop teaming skills that create common behaviors and language common to age diverse high performing teams.
Knowledge Management/Organizational Learning — ½ Day - learn why knowledge management and organizational learning are the next socially engineered approach to organizational growth and innovation, distinguish between different techniques and tools used to capture and transfer knowledge, identify the habits and behaviors of a learning culture, identify the three critical roles of management in fostering values of sharing and re-using knowledge, and identify change management strategies to promotes a cultural shift from knowledge hoarding to knowledge sharing.
