FEATURE
Other dimensions affect the alignment and unity needed to deliver great results – differing communication styles , values and preferred ways of working . Younger generations often prioritise flexibility , digital solutions and rapid career growth , while older generations often prefer face-to-face interactions , stability and traditional approaches . These differences create misunderstandings and limit opportunities for cross-generational collaboration , leading to disconnection within teams .
Addressing intergenerational divides
The true value of generational diversity can be unlocked by actively listening to the concerns and anxieties of employees from different age groups , fostering a culture of mutual understanding and respect and uniting the organisation around shared principles , outcomes and impact . Done correctly , leaders can unleash the energy and fresh perspectives of younger employees into positive contributions , while ensuring that experienced employees feel valued and supported .
Embedding initiatives of shadow executive leadership teams , reverse mentoring and particularly , intergenerational workshops , accelerates the release of organisational potential . Intergenerational workshops deliberately engage different age groups into a collaborative environment which enables open discussions , sharing of knowledge , co-designing of new thinking and collective problem solving .
WHILE YOUNGER GENERATIONS ARE MORE LIKELY TO ‘ VOTE WITH THEIR FEET ,’ OLDER GENERATIONS ARE MORE TYPICALLY CHARACTERISED BY THEIR WILLINGNESS TO ‘ SILENTLY SOLDIER ON ,’ EVEN IN UNHAPPY WORK SITUATIONS . www . intelligentcxo . com
33