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Today’s workplace is more diverse than ever with a unique phenomenon: 4 distinct generations working side by side- Baby Boomers (born between 1946 and 1964), Gen X (born between 1965 and 1980), Millennials (Gen Y) (born between 1981 and 1996) and Gen Z (born after 1997 to 2012).
Thus, we see multiple generations of workforce working together. This can create disharmony or the differences can be be used to advantage for the company.
Boomer’s resist changes due to their preference for stability. They often feel at home with traditional processes and may not want to incorporate new or different ways of working.
Members of Generation X often seek clarity on a change before deciding to embrace it. This generation needs to hear about the practical benefits of change to overcome their personal hurdles. On the opposite side of the spectrum, you have Millennials and members of Generation Z. Both generations tend to be more open to change but can become frustrated by slow transitions or a perceived lack of purpose.
There is bound to be some gap in mindset, beliefs, preferences and priorities, and working styles and others between the different generations.
Therefore, to bridge this gap and manage these differences we need to initiate and strengthen interventions so that the different generations can work cohesively e.g. respect for the experience of Boomers and Gen X by Gen Z and acceptance of reverse mentoring by Gen Z for digital marketing. Working as a team with trust is crucial for the success and progress of the organization. For this to materialize, the managers and executives have to sensitized and trained; their minds purified to work for the common goal of the organization leaving aside their differences in viewpoints, beliefs and such others.
When generations understand, respect, and learn from each other, diversity becomes a performance advantage.
Broad Objective: To help multigenerational employees to use their unique strengths to facilitate optimum growth of the company and to work cohesively to achieve the organizational goal.
Specific Objectives:
- Recognize and appreciate the unique strengths of senior and junior workforce generations and to understand generational differences and similarities
- To strengthen the spirit of working as a team player wherein trust is the key factor to bring cohesiveness between the different generations
- Use of purposeful conversations to uncover individual capabilities to build trust
- To help participants to adapt: their communications and leadership styles, work life balance approach preferred by different generations
- Reduce conflict caused by generational gaps
Training Content:
- Understanding the similarities and the differences between Generations in the workforce
- Purposeful Conversations: Bridging the Generational Gap – Go beyond age-based assumptions – Focus on strengths, values,
- and experiences – Encourage listening, empathy, and curiosity
- Reducing conflict caused by generation gap – Understanding each generation’s values, beliefs & motivations – Communicate
- Openly & Honestly – Listen Actively – Empathize & Understand Perspectives – Find Common Ground
- Understanding multiple Generational Communication Styles – Face-to-face vs digital – Formal vs informal
- Leadership Styles for a Multigenerational Workforce – Addressing Stereotypes and Biases – Adaptive and Agile Leadership
- Styles – Fostering Collaboration and Teamwork – Motivating and Engaging Different Generations – Approaches to work life balance
- Strategies for Success: ? Mutual Mentorship ? Flexible Policies ? Inclusive Leadership
Key Takeaways:
- Appreciate the value each generation brings to the workforce & leverage the differences to suit the company
- Take initiative to build an inclusive culture
- Use of purposeful relevant communication adapting to the situation
- Manages conflict proactively through open dialogue, empathy and clear expectations
Speaker Profile
Dr. Lata Shetty is the founder of Mainstream HRD Training Centre. She has conducted more than 70,000 batches in more than 150 companies and organizations with 25 years of experience. Her qualification is B.Sc., M.S.W, and Ph D from Tata Institute of Social Science, Certified NLP Practitioner.
Dr. Lata Shetty is a Resource person at the Bombay Chamber of Commerce and Industry since the last 20 years. She is a regular faculty at several training centres of financial institutions like SPBT and BSE.
She was a Columnist in Lok Satta – Lok mudra on HRD topics for 2 years; a Faculty at Orchid a Finishing School; faculty at Tata Institute of Social Science, visiting faculty at Somaiya Institute of Management. Worked as Head of Welfare Department in Godrej & Boyce for 4 years. Training Style and Employee Level covered:
She has worked with immense success because of her Innovative, Energetic, Engaging style of training. Dr. Shetty has covered all levels of employees ranging from senior managers, middle management, Professionals like Chartered Accountants (ICAI in Bandra Kurla Complex, Mumbai), Medical Doctors in Corporate hospitals and such others.
NEFT Details
Name of Beneficiary: Bombay Chamber of Commerce and Industry, Account no.: 10996680930, IFSC Code: SBIN0000300, Bank Name: State Bank of India, Branch Address: Main Branch, Mumbai Samachar Marg, Fort, M – 23
Participation fees (Per participant)
Member: Rs. 3000/-+18% GST
Non-Member: Rs. 3500/-+ 18% GST
RSVP: Ms. Shruti Rathod: shruti.rathod@bombaychamber.com
Call: 022 61200268
Visit us: www.bombaychamber.com
