Different generations learn differently. And nowhere is this more apparent or more urgently felt than in learning and development (L&D) organizations.
When it comes to millennials, I hear it all. I hear from Gen X and baby boomers that millennials are entitled, selfish, naïve and too busy looking at their social media. I hear from millennials that their older colleagues judgmental, rigid and unfair.
Differences notwithstanding, a multigenerational workforce offers a distinct competitive advantage. It’s an opportunity to learn from experience and benefit from the innovation that a fresh perspective can bring.
This is the post-boomer generational shift that demographers have been anticipating for decades, finally coming to fruition in the workplace everywhere you look.
With a multigenerational workforce, the approach to training is as important as training itself.
The skills leaders needed to push your company to one position may not be the skills they need to push it to the next, better position.