Intergenerational differences present both opportunities and pitfalls, and we see more evidence of missteps almost every day.
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Learn how to use a blended solution that leverages the best of the human side of change with a microlearning process that creates the awareness, understanding and commitment needed for that change to stick.
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.
Training and retaining skilled IT employees can be challenging in today’s competitive job market. Companies must prioritize learning and development (L&D) initiatives for their IT workforce or risk losing their top talent.
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.
The challenge for training and workforce development professionals will be to creatively address the need for a larger but qualified workforce pool.
The technology advancements that the Alpha generation (born after 2010) will benefit from will create a completely different learning experience and change the way knowledge is acquired. What will it look like?
At the end of the day, all businesses are left with one sole differentiator that will separate them as employer of choice for years to come: their people.
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?
The good news is that technology is giving coaches options to scale their practices without sacrificing the integrity of their client relationships.