HOW GENERATIONS CAN NAVIGATE FUTURE POTENTIAL.
Most of us know that life directions, professional projections, and fluid decisions, are continually evolving at speeds and in ways that were not imaginable previously.?
Things are so different from the past, and what older generations, have experienced.? At least 4 generations currently co-exist in the workforce. Baby boomers, Gen X, Gen Y (or millennials) and Gen Z. The more senior the generation, the more eras have been lived through. The younger generations, are even more focused on increasingly new technologies, including AI, rather than more historical experiences.
These diverse generations have significant differences. But, how does this affect everyone in the workforce?
There is so much opportunity to expand generational abilities by those different ages when they enjoy collaborating.?
Think about it like jigsaw puzzle pieces mixed up in a box. To understand how the pieces fit together, we should look at? the picture on the jigsaw puzzle box.? This helps us understand how to find and assemble pieces to achieve the outcome.
When we understand that each generation can assist each other by sharing skills, perspectives and experiences.? Teams with a cohesive approach allows them to achieve the desired outcome.?
Older team members are able to share specific skills, wider perspectives and extensive experiences. Younger team members can share their different perspectives, skills and rapidly developing technologies. When the different generations share abilities, and align visions and goals, their powerful collaborations create a way to enjoying supportive workplace communities.?
In a human-centric organization, team members embrace fluid career opportunities. Career paths are different to how they were in the past. They are no longer in alone mindsets and focusing on direct vertical progression. They aren’t rigid. They aren’t all about titles. They’re more about individual alignments, talents and innovation which help them all to continue to grow their mindsets.
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In a recent interview, Donna Morris, the Walmart Executive Vice President and Chief People Office, explains how career future choices can differ hugely from traditional paths.
Today it’s more about deciding what people want in the long-term.?
t’s about personal innovation, creativity and fulfillment. It’s not only about long-term planning, but also about making the most of the short-term development - even though these outcomes may not occasionally be in alignment. The long-term transition in different directions won’t be immediate. It’s about developing necessary current skills, and new long-term skills.?
Human-centric leaders often focus on developing relationships with team members. Work is no longer all about leaders giving orders, and employees obeying without discussing, giving input, innovation or questions. It’s about innovation, and engagement, to achieve desired outcomes.
Morris points out the importance of this kind of attitude toward future careers. It’s not about pursuing a title, but rather desiring? meaningful work. The kind of work which aligns with a person’s passion, requires developing the right skills and growth mindset. Even more important, is declaring this future goal to themselves, and others they trust.
Partnering with their leader helps them both in many ways. A leader can deliver positive and constructive feedback about skills, strengths and development. Helpful guidance on short-term performance, and future long-term goals is key. As the leader observes, and advises, their team members achieve more. They help the team member align with the organization’s vision and goals, as well as their own future.
This kind of interaction needn’t only be during face-to-face meetings. Most leaders are busy, as are their team members. Voice, or face-to-face meetings, can be done, but, it’s also easy for interactions to be asynchronous.? Conversations, files, data and collaboration, using the Optevo system allows each party to access everything frequently and whenever possible, for their convenience.
This is one of the beauties of technology simplifying, streamlining and supporting close personal partnerships!
#WorkManagement #HumanCentric
Fractional Chief of Staff | Strategic Advisor | Empowering CEOs/Founders to Design Human-Centered Organizations and Achieve Personal + Performance Excellence | Open to Fractional Chief of Staff Roles
4 个月Great read Andre Williams. And you already know I believe design thinking is future of leadership. How do leaders design for success when their is such diversity of age, experience, passions, skills and talent. When I began leading in that way it was quite intuitive but now I’m excited that there is a tool that can help leaders put all these puzzle pieces together faster so that he focus is on co-creating and succeeding together. If you haven't already, please connect with Dr Antoine Eid neuroscientist and founder of Meet Yourself?
Creating Leaders at All Levels | 6x Author | Founder of The Leadership Academy Platform | Leadership Consultant | Speaker | Coach ?? Daily posts on Leadership Principles
4 个月I am finding in the clients I work with five generations of people. In one company, people have worked there in that same company for 30-plus years. Isn't that an anomaly? But each generation is working with each other and getting along. The youngest generation seems to be the hungriest for experience and knowledge, but I am finding in my classes that each generation has a thirst for knowledge and is willing to learn from each other. I find pockets of people wanting to be promoted—often before they are ready and not willing to put in the effort to develop their talents. But more people are willing to do whatever it takes to develop themselves. I firmly believe that CHROs and HR leaders can harness people's innate desire to learn. By doing so, they can instigate a cultural shift within the organization, steering it towards growth and positive change.
Chief Experience Officer at billquiseng.com. Award-winning Customer CARE Expert, Keynote Speaker, and Blogger
4 个月QUI TAKEAWAY: Customers buy with emotion and justify their decision with reason. And it's THEIR experience, not yours. Customers seek the best emotional value in their experience, not your logically reasonable product or service. Team members are customers, too. When starting a job, team members seek the best emotional value in their experience, not your logically reasonable wages and benefits or work culture. You are happy because your team members are satisfied. But that's not good enough. Satisfied team members feel that their experience is good, not better, just average. Nobody raves about average. And satisfied team members will not return after they find a better experience or better wages. With great respect, rather than leaders thinking and talking about their team members' work culture, they should CARE BIG* for them. The best emotional value to your team members' experience is your personalized interactions with them, not their business transactions with you. Ultimately, your leadership actions speak louder than your words. But wait. There's more. Page 2 of 2. Whatever your position or title, be a servant leader. *CARE BIG for your people https://www.dhirubhai.net/pulse/care-big-your-people-bill-quiseng/