Workplace Revolution: Perennials and the Shift to Contribution-Based Value

The movie, Nyad, is a compelling story about a marathon swimmer, Diana Nyad, who defied age and all odds and at the age of 64 fulfilled her life-long dream of swimming from Cuba to Florida – a feat she tried at 28 and was not able to complete. Because of her age, the distance of 100 miles, and the 60 hours of required swimming, people tried to dissuade her.

Her response? “I don’t believe in imposed limitation. The only one who gets to decide if I’m through is me.”

Her achievement has a place in the discussion of the workplace revolution taking place. Most organizations now include a workforce of five generations and for most it is a challenge to overcome generational differences.

However, with mind shifts, generational differences give way to contribution-based value meaning that individuals should be allowed to contribute value based on their talents and skills, not their age.?

In the book, The Perennials, author Mauro F. Guillen cites the success BMW has had with a five-generation workforce. Guillen cites that BMW makes 1000 cars and 2000 engines a day. They have a workforce of 8000 from 50 countries. BMW found that age-diverse work groups offered both speed - from younger minds - and fewer mistakes, based on older worker’s experience.

Guillen then documents the value of a perennial life where people are not defined by the 20th century idea of a sequential life: childhood, grade school to high school, college, and work life to around age 65, then retirement.

In today's world with expanded life spans, a person at age 65 may have 20 more years of vital contributions to society, hence Guillen makes the case for a viewpoint of the perennial workforce, meaning that no matter the age, individuals can contribute value based on their skills and experience.

A recognized expert in aging, employment and the new retirement, Helen Dennis, made this statement: “A multigenerational team offers a diversified way of looking at a project or problem. The more thoughts you have, the greater the advantage you have to accomplish your objective.”

To assist in replacing generational differences with contribution-based value, use these strategies:

1.??? Help workers create their own unique identities without being defined by their generation. Personal identities include tech enthusiast, problem solver, work-life proponent, ethical leader, customer advocate, and creative innovator. Other identities include good at social media, great at PowerPoint, must have person for math, and the ability to extend empathy.

2.??? Teach them to be interested in others, not interesting themselves. Dale Carnegie, best known for his book, “How to Win Friends and Influence People,” instructs us that you can make more friends in two months by becoming interested in other people than you can in two years by trying to get people interested in you.

3.??? Help them become friends and get to know each other in additional ways than just the skills they each bring to the project. Tutor them on curiosity about the other person: What previous projects they have worked on? What other companies have they worked for? How many different cities have they lived in? Where they have traveled? What are their personal likes and dislikes such as do they like dogs or cats? Being curious helps workers of any age find common ground.

4.??? Identity also includes recognizing right or left-brain tendencies and how each can be used in the organization. It is important to establish individual strengths of left-brain logic and creativity versus right-brain logic and creativity. Thinking styles and brain differences are neither right nor wrong. They are about how individual strengths contribute to the forward progress of the organization.

5.??? Help them develop emotional intelligence. Success is more about emotional intelligence than IQ scores. Why? Because emotionally intelligent people manage negative emotions enabling them to communicate effectively, convey their ideas clearly, and listen to others empathetically, thus fostering better relationships with individuals no matter the generation.

One more twist on perennials in the organization. I plant perennials in my flower beds because they come back every year stronger and more beautiful.

Humans are the same. As individuals pursue learning and embrace the five points listed above, every year they will become more savvy, more charismatic, and more perceptive - enabling them to increase the productivity and problem-solving capabilities of the team.

They will be perennial – valued for their contributions.

Bring The Perennial Workplace to your organization. Call today at 770-329-1806 or email Karla today at [email protected].

About Karla

Karla Brandau is the author of How to Earn the Gift of Discretionary Effort, a 21st century leadership book. She is a thought leader on how to create a culture in your organization that enables employees to give discretionary effort on a regular basis.

She is the CEO of Brandau Power Institute, a management consulting firm with expertise in behavioral assessments including the DISC 4-quadrant personalities, emotional intelligence, strengthening the touch points between managers and employees, and increasing the productivity of work teams.

Her clients include corporations such as Coca-Cola Enterprises, Cox Enterprises, ARAUCO, and Panasonic as well government agencies including the EPA, NIH, BOP, and the FDA.?

She is a keynote speaker and a Certified Speaking Professional (CSP), an earned designation given by National Speakers Association. Other designations she has earned are Certified Facilitator and Registered Corporate Coach.

Cell: 770-329-1806 | Office: 770-923-0883

[email protected] | www.KarlaBrandau.com

?

?