Different generations learn differently. And nowhere is this more apparent or more urgently felt than in learning and development (L&D) organizations.
Tag: Generation X
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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.
Most leaders want to resolve differences among generations in the workplace, but how to do so isn’t often clear. The first step is understanding why and how generations see things differently.
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.
It’s amusing to see the rash of articles, new thought and expertise on the millennial generation. Are they really any different from any other generation when its members entered the workforce?
We need a deeper dive into how generational influences impact learning styles and motivations.
This is the post-boomer generational shift that demographers have been anticipating for decades, finally coming to fruition in the workplace everywhere you look.
Are you a manager who’s tired of being inundated with tactics on how you can better manage millennials? Are you a millennial who twinges at the utterance of the word “millennial” and all the stereotypes that come with it?
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.