Two Questions to Ask When the Issue is Generational

I hear so much in our culture about the differences in the generations. I even hear people identifying themselves by a generation. I think it’s wise to understand people’s differences but I think identifying someone’s behavior with a certain generation is no different than identifying them with a race, religion, sexual orientation, or national origin.

When I hear, “Millennials are the way they are because their parents spoiled them” or “Boomers can’t keep up with technology” I wonder how comfortable people would feel saying, “Hispanics are the way they are because their parents spoiled them” or “Catholics can’t keep up with technology.” Calling out by generation to make a point is elitist, discriminating and insulting.

When you find in a conflict that you are putting someone in a generational box before you characterize them ask yourself, 

“What do they really need me to understand about...

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High Tech Meet High Touch

High Tech meet High Touch. There is so much being done in companies around diversity and inclusion - which are not at all the same thing by the way. But I see little focus in either area to include AGE. 

Five generations are in the workforce right now and there is so much to learn from each other. Roughly 40% of US workers have a boss who is younger than them. 

How do we stop discounting the sage worker who has wisdom, mentoring skills, intuitive experience, relationship building acumen and historical perspective bar none? I have clients with expertise beyond compare in these areas who are being forced out as if their skills are passé. So unwise. Profoundly foolish. 

If you fall in this category and would like my white paper on how to avoid age bias feel free to email or message me at [email protected] Or if you want to know how to better utilize this age group in your company the same article will make it clear.

Let’s all open our thought and...

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