Let’s take a quick look at the 70/20/10 model and explore how we can better adopt and align this model to address today’s multigenerational workforce.
Today’s workforce is more generationally diverse than ever. From highly experienced baby boomers to high school and college graduates of Generation Z, generational diversity means diverse ideas and experiences, making the workplace an exciting place.
Emails can be overlooked, and updates can become lost in the shuffle of other conversation during meetings. There are several ways to share information that do not take a lot of time (or money) and that help employees feel valued and “in the know.”
Many innovative organizations are exploring reverse mentoring: a method that takes mentoring and flips it on its head. In reverse mentoring, the mentee is the older, more senior leader, while the mentor is the more junior, often younger, employee.
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.
In the digital age, both employees and customers are more aware and connected and an integral part of the value chain. It is important for L&D to be up to date with market trends and disruptors to the business.
The digital age has changed how we work and collaborate. The name of the soft skills game is adaptability, curiosity and cultivating new networks. The whole organization, not just its younger workers, needs to adapt.
How an organization approaches conversation skills can have a significant impact on its company culture and bottom line. At the end of the day (or fiscal year), conversations are at the heart of everything we do. Conversations determine what happens.