Podcasts about multi generational workplace

IN THIS EPISODE, YOU'LL LEARN:* The "Remix" approach to blending traditional and modern workplace practices - from an architect combining pencil sketches with CAD software to startups implementing "Fancy Fridays"* Why the one-size-fits-all approach is failing today's workforce and how organizations can implement successful "and/or" solutions for benefits, team activities, and work arrangements* How generational perspectives on loyalty have evolved - from baby boomers' company-focused loyalty to millennials' and Gen Z's emphasis on individual relationships and mutual value* Google's groundbreaking research on effective leadership, revealing why being a good coach surpasses technical expertise as the #1 quality of high-performing managers* Practical strategies for addressing post-COVID workplace trauma and setting clear boundaries around remote work, mental health, and work-life balanceTIMESTAMPS:* (00:00) Introduction and Show Overview* (01:45) From College Career Expert to Generational Translator: Lindsey's Journey* (04:45) The Remix Framework: Modernizing Traditional Workplace Practices* (06:30) Case Studies in Successful Multi-generational Integration* (08:45) Breaking Down Generational Assumptions and Individual "Onlyness"* (13:45) Rethinking Career Development and Employee Recognition* (16:15) Redefining Workplace Loyalty Across Generations* (19:30) Google's Research on Coaching Leadership* (24:45) Navigating Post-COVID Return-to-Office Challenges* (31:45) Multi-generational Mentorship Success StoriesLINKS MENTIONED:* "The Remix: How to Lead and Succeed in the Multi-Generational Workplace" by Lindsey Pollak* Google's Project Oxygen Research (2008, 2018)* "The Trillion Dollar Coach" (Referenced when discussing Bill Campbell)* https://lindseypollak.com/Whenever you're ready, there are 4 ways you can connect with TechTables:1. The TechTables Newsletter: Join our thriving community of senior technology leaders by subscribing to the TechTables Newsletter. Gain early access to the latest episodes, industry insights, and exclusive event updates.2.

In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Dr. Meghan Grace, a leading generational expert, about Gen Z in the workplace and how to effectively work across generations. Guest: Dr. Meghan Grace Dr. Meghan Grace is a leading generational expert whose research on Gen Z spans the last decade. She has helped companies, universities, and associations worldwide understand generations to work better together. She is the host of the podcast "Hashtag Gen Z" and has co-authored three books on Generation Z, with her new book "Generations in the World of Work" coming out later this year. She co-leads the Institute for Generational Research and Education. Key Topics Discussed: 1. (00:00) Introduction and overview of generational differences 2. (02:44) Defining Gen Z: age ranges and characteristics 3. (05:27) Technology's role in shaping Gen Z's worldview 4. (09:05) Predictions for Gen Z's future in the workplace 5. (16:01) Gen Z's entrepreneurial mindset and questioning nature 6. (23:29) Research findings on Gen Z characteristics 7. (27:06) Strategies for engaging Gen Z employees 8. (32:36) Remote work and maintaining human connection Highlights: * Gen Z includes those born between 1995-2010 (ages 18-29 in 2024) * Technology has been embedded in Gen Z's DNA - they have no conscious memories before the iPhone * Gen Z prioritizes work-life balance and protection of their self-worth * "Responsibility" consistently ranks as a top self-identified characteristic for Gen Z * Gen Z craves human connection, especially after experiencing crucial developmental years during the pandemic * They value authentic relationships and need to trust leadership before buying into company initiatives * Gen Z responds well to flexibility but needs clear expectations and genuine human connections * Companies can support remote Gen Z workers through initiatives like coffee shop stipends and intentional relationship-building Connect with Dr. Meghan Grace: * Website: https://www.meghanmgrace.com/ * LinkedIn: https://www.linkedin.com/in/meghanmgrace/ * Instagram: @MeghanMGrace * Threads: @MeghanMGrace Connect with Traci: * https://linktr.ee/HRTraci * Visit our website: https://HRTraci.com If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a

In this episode of the Connected Leadership Bytes, Andy Lopata revisits his interview with Renee Lee Rosenberg, a talent development coach, trainer and international speaker. They discuss the challenges and opportunities of navigating a multi-generational workforce. Andy and Renee explore the characteristics of five distinct generations: the Silent Generation, Baby Boomers, Gen X, Millennials, and Gen Z, highlighting their differences in values, communication styles, and expectations. Renee shares anecdotes from her own experiences to illustrate the challenges of bridging these generational divides, including a humorous encounter with a multitasking Google employee. She emphasises the importance of understanding and acknowledging these differences, advocating for open communication, and creating a culture that respects and values each generation's unique contributions. The conversation looks at the benefits of both traditional and reverse mentoring, demonstrating how learning and growth can happen across age groups. Renee's insights emphasise the need to move beyond hierarchies and focus on individual contributions, fostering a sense of shared purpose within organisations. Key Takeaways: 1.    Understanding Generational Differences: Leaders need to research and understand the values, communication styles, and expectations of each generation. 2. Embrace Open Communication: Create an environment where open dialogue, feedback, and honest communication are encouraged. 3.  Promote Mentoring & Reverse Mentoring: Foster learning and growth across generations through both traditional and reverse mentoring. 4.  Value Individuality: Recognise and appreciate the individual contributions of each employee, regardless of age. 5.  Cultivate a Purpose-Driven Culture: Emphasise the company's purpose and values to attract and retain talent from all generations. 6.     Move Beyond Hierarchies: Break down traditional hierarchies and foster a collaborative environment where everyone feels respected and valued. SELECTED LINKS FROM THE EPISODE Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube Connect with Renee Lee Rosenberg: Website |LinkedIn   Listen to the full episode of this podcast The Financial Times Guide to Mentoring

When it comes to attracting and retaining talent, are you considering the differing needs of employees from each generation? Taking the time to understand generational differences could yield many benefits for your workplace. On this episode of Paychex PULSE, discover how you can leverage the strengths of each generation to find and keep top talent, optimize your hiring and onboarding process, and foster an inclusive workplace culture that nurtures collaboration and innovation. Topics include: 00:00 – Welcome Martina Hopkins and Kirsten Tornow  01:04 – Generational overview  02:54 – Retention tactics by generation  04:30 – Opportunities for mentorship  06:36 – The role of training and career development  09:34 – Offering benefits to meet multi-generational needs  12:05 – Overcoming biases  14:58 – Multi-generational workplace success stories  17:56 – Wrap up  Learn more about managing multiple generations at www.paychex.com/articles/human-resources/how-to-manage-multiple-generations-in-the-workplace Watch our webinar about bridging generational gaps for even more insights. The onboarding process is key to engaging employees of all ages. See how you can improve yours at www.paychex.com/articles/hcm/importance-of-onboarding-new-hires. Find out how Paychex HR Services can help meet the needs of your multi-generational workplace at www.paychex.com/human-resources. DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.  

On this episode of Accelerate Your Business Growth, we dive into the topic of generational differences in the workplace. Millennials have become the majority in the workplace, but tension exists between generations. Social media has made this tension more public and has given younger generations a voice. Our guest, Janet Granger believes that companies need to provide flexibility in the current work environment to establish a positive workplace culture. We discuss how employers can address employee complaints and make changes to their workplace culture. This conversation also covers shifting priorities, outdated metrics used to judge success, and the impact of workplace stress on employee well-being. Janet Granger is an expert on different generational work styles, particularly in the current workforce where baby boomers, gen X-ers, millennials and Gen Z-ers intersect. Her knowledge comes from a study on how each generation perceives each other at work. She believes that the issue of ageism in the workplace is not new; rather, it is more pronounced nowadays due to social media. Janet's book, "OK Boomer," sheds light on this topical issue and is meant to empower the younger generation. She explains that the baby boomers and the Gen X-ers are the ones who are holding the purse strings and actually making the decisions in the workplace; the millennials and Gen Z are just entering the workforce. Janet's expertise helps readers to navigate the differences and strengths among the various generations and come to a mutual understanding in the workplace. If you are a small business owner or salesperson who struggles with getting the sales results you are looking for, get your copy of Succeed Without Selling today. Learn the importance of Always Be Curious. Each episode of this podcast provides insights and education around topics that are important to you as a business owner or leader. The content comes from people who are experts in their fields and who are interested in helping you be more successful. Whether it's sales challenges, leadership issues, hiring and talent struggles, marketing, seo, branding, time management, customer service, communication, podcasting, social media, cashflow, or publishing, the best and the brightest join the host, Diane Helbig, for a casual conversation. Discover programs, webinars, services, books, and other podcasts you can tap into for fresh ideas. Be sure to subscribe so you never miss an episode and visit Helbig Enterprises to explore the many ways Diane can help you improve your business outcomes and results.  Quotes: Improving Workplace Culture: "The first thing is to just ask the question, do we have a problem? How big is it? Another way is to listen and respond in ways that feel like you're trying to help." — Janet Granger [00:09:33 → 00:12:41] The Power of Visibility: "Whitewashing is no longer an option because words going to get out there that your place is not a good place to work . . . It's going to become common knowledge whether or not your workplace is a good place to be." — Janet Granger [00:12:54 → 00:14:43] The Old People are in Charge: "As long as the people in charge are tone deaf, they'll keep doing things that drive younger people away." — Janet Granger [00:16:19 → 00:18:23] Learn more about your ad choices. Visit megaphone.fm/adchoices

Ready to conquer the challenge of managing a multi-generational workplace? Listen in as we chat with Marjan from MK Advisory, a HR expert with experience in the federal government, who shares her wisdom on embracing the strengths and diversity of the people we manage. Discover vital insights on working in harmony with different generations, like the Baby Boomers, who currently make up the largest portion of the workforce and bring ample opportunities for a thriving office environment.As technology continues to reshape our world, it affects the expectations of the multi-generational workforce as well. Don't miss our discussion on how employers can adapt their training and management practices to better fit the needs of their team, while considering the expectations of clients across different generations. Plus, explore the potential of AI to offer solutions for quick responses. MK AdvisoryThe PIP Advantage for Landlord InsuranceUp to $70,000 contents cover included in our landlords policies14 months cover for just 12 months premium in your first yearFurther discounts when you have three or more properties insured through PIP24/7 Australia-wide claims serviceOnline Real Estate Agent Portal for easy access and managementVisit their website

In this episode, Jeff Butler talks about letting your organization thrive in multigenerational workplaces. He is a speaker, author, and passionate millennial who helps bridge generational gaps between millennials and companies looking for talent and patronage. Jeff helps organizations improve their relationships with millennial employees by presenting tangible solutions for attracting, retaining, and engaging millennials as employees and customers. To learn more about Jeff Butler, go to http://aha.pub/JeffButler. To get in touch with him, visit http://www.jeffjbutler.com/.  Mitchell Levy is the Global Credibility Expert at AHAthat, the first AHA leadership (Thought Leadership) platform on the market for thought leaders, experts and companies to unleash their genius to the world. His passion is helping entrepreneurs, business owners and C-Suite Executives get known as thought leaders & become best-selling authors with the AHA platform. He is an accomplished entrepreneur who has created 20 businesses in Silicon Valley including four publishing companies that have published over 800 books. Mitchell is an international best-selling author with 60 business books, has provided strategic consulting to over 100 companies, has advised over 500 CEOs on critical business issues, and has been chairman of the board of a NASDAQ-listed company.Visit https://www.credibilitynation.com to learn more about the Credibility Nation community.Visit https://www.ahathat.com/author to learn how you can become an Amazon best-selling author in 4 months.

Our workplace is full of different generations: Boomers, Gen Xers, Millennials, and Gen Zers. How can we successfully navigate all of their needs? Learn how each generation values slightly different things and how each group might be just as impacted by their age as their generational differences.  This episode is brought to you by the Bureau of Digital. Learn more at bureauofdigital.com. Follow the Show on Twitter or LinkedIn or learn more at overlyhuman.com.

The generation gap in the workplace is a significant issue for many business owners. On the other hand,  discussions about how to bridge the gap between different generations in the workplace are high on the priority list. Hence, in this episode, Ashleigh shares the lessons she picked up at a recent leadership retreat in Orlando on bridging the generation gap among coworkers of varying ages in the workplace. [00:27] Multigenerational Workforce - Ashleigh shares her thoughts on bridging the generation gap in a multigenerational workforce. [01:28] Stereotypes - Traditionalists, Baby Boomers, Gen X, Millennials, Gen Z[04:54] Building the Culture - We should learn how to foster a culture of cross-generational mentoring within our organizations. [09:32] Reverse mentoring – Ashleigh briefs what can be accomplished through reverse mentoring.This weeks sponsor is On Tap Plumbing & Gas - 24/7 Plumbing servicing all of Perth from Mandurah to Two Rocks.www.ontapplumbinggas.com.au6206 6888 Kylie Walker from That Property Mum offers a huge range of courses to suit property managers that require help with their digital presence, growth or even just how to have better balance within their roles. Check them all out here: Courses - That Property MumShe also has some great freebies!

Katherine Jeffery of KJ Consulting is a generational strategist who specializes in developing business strategies that help organizations navigate the complexities of having five generations working side-by-side in the modern workplace. She joins to program to explain each generation's sensibilities and what employers need to focus on when hiring and integrating the broad mix of attitudes and work styles. (09/2022)

Welcome back to Re:Applied for season three! To kick off a focus on all things operations and wellbeing in the workplace is new host Miriam Kasseris (private client account manager, Gallagher). Joining Miriam are Trevor Bunker (chief customer officer, Applied Systems), and Jeff Beagle (vice president of human resources, Insurica), both of whom offer insight on how to manage multiple generations in the workplace while streamlining business operations. For more insight from Applied Client Network (ACN), Applied Systems or insurance professionals, or to join ACN, visit AppliedClientNetwork.org. 

A high-performingteam is essential to any organization's success. But what does it take to buildand nurture a high-performing team in the multi-generational workforce? In thisepisode, Hanna Hasl-Kelchner is joined by https://www.linkedin.com/in/roncarucci/ (Ron Carucci), the owner and Managing Partner at https://www.navalent.com/ (Navalent). With a 30-year track record of helpingorganizations, Ron helps some of the world's most influential executives tacklestrategy challenges, organization, and leadership. Today, Ron talks about themulti-generational workforce, how to build strong relationships inside theorganization, and how to prepare future leaders. WHAT YOU'LL DISCOVER ABOUT THEMULTI-GENERATIONAL WORKFORCE:  The biggest challenges facing executives, managers andentrepreneurs when managing a multi-generational workforce. Why labeling segments of the multi-generational workforce is counter-productive. Two factors that contribute to multi-generational workforce dysfunction. Four simple ways to improve multi-generational relationships. How to create a safe space for employees to speak truth to power. How business size impacts multi-generational workforce dynamics. And MUCH more. GUEST:Ron Carucci helps some of the world's most influential executives tackle challenges of strategy, organization and leadership as co-founder and managing partner at http://www.navalent.com/ (Navalent). He has a 30-year track record, working in more than 25 countries on 4 continents on everything from start-ups to Fortune 10's, turn-arounds to new markets and strategies, overhauling leadership and culture, to re-designing for growth. Among his many accomplishments, Ron is also a former associate professor of organizational behavior, having taught at Fordham University's Graduate School. He is also the best-selling author of 8 books, including the recent Amazon #1 https://www.amazon.com/Rising-Power-Journey-Exceptional-Executives-ebook/dp/B00NFZK3K4/ref=tmm_kin_swatch_0?_encoding=UTF8&qid=&sr= (Rising to Power).  He is a regular contributor to Harvard Business Review and Forbes and his work has been featured in Fortune, CEO Magazine, Inc., BusinessInsider, MSNBC, Business Week, and many others. RELATED RESOURCES:http://www.navalent.com/ (Contact Ron) and connect with him on https://www.linkedin.com/in/navalent (LinkedIn), and http://twitter.com/roncarucci (Twitter). 

In this episode, Thomas talks with Rachele Focardi, founder of XYZ@Work and author of “Reframing Generational Stereotypes". Rachele, the leading expert on multi-generational workplace dynamics, shares how organizations can bridge generational divides and harness the strengths of intergenerational collaboration. By aligning on purpose, flexibility, diversity, shared vision, and acknowledgment, today's multigenerational workforce can lead a cultural workplace revolution.

For the first time in U.S. history, we have employees from five different generations working side by side. With so many different perspectives and life experiences, conflict is inevitable. Unfortunately, this often leads to stereotyping. We classify colleagues as millennial snowflakes, entitled young people, or clueless boomers. When this happens, we miss out on some of the greatest business opportunities of the twenty-first century. Opportunities to build better products and services informed by a diverse mix of views. Chances to develop better learning experiences where we cross pollinate different generational strengths. Fortunately, Megan Gerhardt's written a book to help us navigate the shark-filled waters of multi-generational management. It's called, Gentelligence: The Revolutionary Approach to Leading an Intergenerational Workforce. In it, she shares the hallmarks of each generation, including what motivates and worries them. She also shares insightful ways to lead and build rapport. It's a resource you'll return to again and again. Episode Links Protecting My Turf: The Moderating Role of Generational Differences on the Relationships between Self-direction and Hedonism Values and Reactions to Generational Diversity An Exploratory Study of Gender and Motivation to Lead in Millennials Fluid and Crystallized Intelligence Bias Interrupted by Joan Williams and her interview on Curious Minds at Work Leaders Who Coach by Jan Salisbury The Team Learn more about host, Gayle Allen, and producer, Rob Mancabelli, here. Support the Podcast If you like the show, please rate and review it on iTunes or wherever you subscribe, and tell a friend or family member about the show. Subscribe Click here and then scroll down to see a sample of sites where you can subscribe.

SEASON: 1 EPISODE: 4 Episode Overview: As younger generations come of age, older individuals are opting to work longer. While multigenerational workforces present some challenges to employers, they're arguably more productive and have less turnover than those without generational diversity.  “Leaders need to look at the multigenerational workforce as a benefit rather than a challenge.” From a tactical standpoint, once you have the mindset that it's a benefit, you pave the way for healthy discourse, diversity in opinions, and for richness in dialogue. What types of obstacles does having five generations in today's workforce present? And how can organizations overcome those challenges? To help you understand different skills and strategies, and challenges of managing a multi-generational workforce and what you can do to overcome them is my guest…Kit Welchlin. Guest Bio: Kit Welchlin began public speaking at the age of 9 in 4-H. By 16, he was organizing and facilitating presentations on leadership, citizenship, community service, and motivation for the 4-H and Future Farmers of America. Kit purchased his first manufacturing company at age 21, and by 26 was CEO and Chairman of the Board of three manufacturing companies in three states. He's been an instructor with the Minnesota State Colleges and Universities, where he has been repeatedly nominated as Outstanding Faculty. He is also a Professional Member of the National Speakers Association. Resource Links: Website:  https://welchlin.com/ (https://welchlin.com) Product Link: https://welchlin.com/products/ (https://welchlin.com/products/) Insight Gold Timestamps:09:23 Understanding the different generations 20:41 Performance appraisal systems 25:25 Generational stereotypes 31:08 General Motors Study 33:56 The clothes make the man 44:04 What's on your website Connect Socially:LinkedIn: https://www.linkedin.com/in/kitwelchlin/ (https://www.linkedin.com/in/kitwelchlin/) Facebook: https://www.facebook.com/kwelchlin (https://www.facebook.com/kwelchlin) Twitter: https://twitter.com/kitwelchlin?lang=en (https://twitter.com/kitwelchlin?lang=en) YouTube: https://www.youtube.com/c/KitWelchlin (https://www.youtube.com/c/KitWelchlin) Email: kit@welchlin.com Sponsors:Rainmaker Digital Solutions: https://www.rainmakerdigitalsolutions.com/ (https://www.rainmakerdigitalsolutions.com/) Next Episode:  Flourish in uncertainty and change with Randy Pennington!

Leah picks the lively brain of Tim Elmore, founder and CEO of Growing Leaders, an Atlanta organization taking leadership principles to the next generation. We get vivid portrayals of Gen Z, Millennials, and Boomers: how they communicate, how they want to be compensated for work, and how they view employment, leadership, and job success. Listen in if you want to grasp what "hacking an education" or "reverse mentoring" involve--or if you just want to understand your co-workers better. Further resources: Growingleaders.com --including: Habitudes--https://growingleaders.com/habitudes/ Internships-- https://growingleaders.com/about/join-our-team/internships/ The Eight Paradoxes of Great Leadership by Tim Elmore Generation Z Unfiltered by Tim Elmore John Maxwell Foundation--jmlf.org

5 generations (and a 6th coming) are currently working alongside each other in the workplace. They're all shaped by different experiences and world events and have their own expectations of their careers and their colleagues.In this episode of HR Coffee Time, HR Consultant, Michelle Hartley, talks to Career Coach, Fay Wallis. She explains the key differences between the different generations and how we can make our workplaces as effective and inclusive for them as possible.Key Points From This Episode[00:40] The video featuring Simon Sinek talking about millennials in the workplace [01:35] Introduction to Michelle Hartley and the work she does with Barrow & Parker HR [04:28] The first generation – The Silent Traditionalists (born around 1928) [04:49] The second generation – The Baby Boomers (born after 1946) [05:11] The third generation – Gen X (born around 1965) [05:28] The fourth generation – The Millennials (born in 1981) [05:43] The fifth generation – Gen Z (born after 1997) [07:01] Possible tensions between the generations [07:33] Perennials – people who don't fit into a generational stereotype [08:10] Different communication and feedback needs across the generations [09:07] Working styles across the generations [09:57] Different motivations and priorities across the generations [11:17] How to ‘mind the generational gaps' – working in an inclusive way [14:00] Cross-generational mentoring [16:29] The importance of context when planning to foster inclusivity for a multi-generational workforce [16:37] Fay's experience as a teacher, early on in her working life [19:37] The danger of ‘boxing people in' through applying generational labels[20:07] Quick introduction to personal user manuals and team user manuals [22:38] Michelle's book recommendation – ‘The Conscious Effect: 50 Lessons for Better Organizational Wellbeing' by Natasha Wallace [23:34] The best way to get in touch with Michelle is on LinkedInUseful Links From This EpisodeConnect with Fay on LinkedInThe Bright Sky Career Coaching websiteConnect with Michelle on LinkedIn Rate and Review the PodcastIf you found this episode of HR Coffee Time helpful, please do rate and review it on Apple Podcasts or Spotify.If you're kind enough to leave a review, please let Fay know so she can say thank you. You can always reach her at: fay@brightskycareercoaching.co.uk. Enjoyed This Episode? Don't Miss the Next One!Be notified each time a new episode of HR Coffee Time is released and get access to other free career tips, tools and resources by

 In this episode, we take a look at the importance of a multi-generational workplace. Niketa Greene, Director, Diversity, Equity & Inclusion, discusses the challenges and stereotypes that may arise in that environment. The guest panel includes employees from Cone Health, Action Greensboro and Campus Greensboro. Listen as they talk through techniques on communicating more effectively across generational gaps and advice they have for companies wanting to create a more inclusive organization. 

You are not alone if you struggle to communicate with your boss or your employees. We are at a time in the world where five different generations are forced to play nicely when it comes to working together. Jay McChord is here today to help us understand just how differently all of these generations view life and work. You'll also get to hear an awesome discussion on courageous leadership and how to be a great mentor. If you are a veterinarian who struggles with employee recruitment or retention, or if you are scared to talk to your boss about a new idea, this episode is one that cannot be missed....More about JayJay McChord is a highly requested speaker, trainer and consultant to companies, institutions, and organizations globally. Recognized as an authority on the Multi-Generational Workplace and the emerging, Remote Work/Virtual Environment, Jay's high value content and high-energy live, virtual, and hybrid events have earned him the nickname of “Your Chief Encouragement Officer.”Jay brings a unique perspective to his sessions as a former Global Senior Sales Trainer for a multi-billion dollar international technology company, an elected official, published author and military artist. Jay's connection to each audience sparks encouragement, energy, enthusiasm, and passion. Jay and his wife, Jennifer, have two children, Riley and Davis, and make their home in Lexington, KY.Contact Jayhttps://www.mcchordinc.com/Email: jaymcchord@gmail.comPhone/Text: 859-492-6555...Find out more about The Whole Veterinarian at our new website!Instagram: @thewholeveterinarianFacebook: https://www.facebook.com/thewholeveterinarian/Email: thewholeveterinarian@gmail.com

There are currently 5 different generations in the workplace - Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. It is so important to connect the generations within your organization. Using the different generations' unique insights only strengthen your team.This show is a presentation of TeamBonding, providing more than 100 live, virtual, or hybrid corporate team building activities for companies around the world. Visit teambonding.com for more information.

On this episode of Leadership Lessons in Health-System Pharmacy you will hear from Lisa Mostafavifar, PharmD, BCPS, BCNSP, as we discuss how pharmacy leaders navigate a multi-generational workplace. Dr. Mostafavifar is currently a Specialty Practice Pharmacist at The Ohio State University Wexner Medical Center, providing services to the Acute Care Surgery and Trauma patient population since 2011. She has completed and published numerous research projects in areas such as nutrition support, surgery/trauma, and opioid stewardship. In 2016, she acquired an additional role as the PGY1 Residency Program Director which fueled her passion for leadership. She recently enrolled in Ohio State's working professionals' program in Health system pharmacy administration and leadership. Her recent graduate seminar, "Navigating the Multi-Generational Workplace" stemmed from her interest in this topic as she works with 5 generations of workers, and is involved in recruiting and training the Gen-Z generation of pharmacy graduates as the residency program director.

Alan Hosking talks to peopleHum on how an organization is a blend of various generations of people and why is it important to build a multi-generational workplace. If you like the podcast, please follow the channel, so we could keep producing more content like this!

You've already heard, millennials are the worst.  What is it like for young professionals to enter a workplace biased against their peer group?  This episode we have a candid conversation with Training Specialist Kristina Wallace about her experience as a millennial in a multi-generational department.   This episode we also discuss - Nuances of training adults - Training low literacy employees - Approaches to self-directed professional development  

Today, company leaders, managers, and key business influencers operate in interesting times; to say the least. Amid growth ambitions, and an uncertain future, we are facing one of our greatest front-line business challenges yet because 2020 is the year where over 50% of employees will be in their mid-30s or younger. The complexities posed by the situation of having five generations within a team are already being felt across the board. For example, imagine having a tech savvy Gen Z team member with a curious and creative personality, wanting to push forward quickly with new ideas, working alongside a Baby Boomer who seeks clear direction and structure and moves forward only with surety. How do you make sure everyone's needs are being met against the backdrop of what is right for your business? Nicky Mackie is the leading authority on multi-generational workforces in Australia. Her book on the subject, Gennorm: Why Multi-Generational Workplace Management Is The New Norm For Succeeding In Business Today, was released in 2018. In this episode, we speak with Nicky on ways in which business leaders can uncover each team member’s self-drivers and how to create opportunities for them so they can play to their strengths.

Lindsey Pollak, a leading expert on the multigenerational workplace, speaks with us about her book The Remix and what leaders and organizations can do to move past stereotypes of different age groups and toward working together more effectively.  Learn practical insights on the multigenerational workforce on topics such as leadership, communication, and mentoring. https://www.lindseypollak.com/

Phyllis Weiss Haserot champions the power of cross-generational conversation and collaboration. Phyllis focuses on addressing knowledge transfer, succession planning, and attracting and retaining clients and employees of different generations. In our conversation, she provides some tips and ideas, and explains the terms “GENgagment ™” and “collaborageism”. You can learn more about Phyllis and access free offers at https://www.youcantgoogleit.com and http://www.pdcounsel.com. She welcomes feedback at pwhaserot@pdcounsel.com  on the challenge she laid out at end of our conversation.Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at jb@dovetailresolutions.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/. 

As a career coach, author, and speaker, John supports individuals and teams in making more effective career choices and more sustainable career plans. John works across generations, from graduate students looking to land their first jobs, to GenX and Boomer workers over fifty looking to redefine and sustain their careers beyond traditional retirement. Starting with the notion that our ideal career is already inside us, John advocates a more personal-growth approach to career development, vs the traditional HR skills-based paradigm.John has a new LinkedIn Learning course, Connecting with Your Millennial Manager. Marc and John discuss the inevitability of your working for a Millennial as you age in the workplace and how you can make it a positive growth experience.Marc is asking for your financial support for the Repurpose Your Career podcast. Please donate at Glow.fm/repurposeyourcareer to support this Podcast.   Key Takeaways: [1:38] Marc welcomes you to Episode 154 of the Repurpose Your Career podcast. [1:51] If you are enjoying this podcast, please share it with other like-minded souls. Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your neighbors and colleagues. The more people Marc reaches, the more people he can help. [2:10] Repurpose Your Career: A Practical Guide for the 2nd Half of Life Third Edition is available at Amazon.com, BarnesandNoble.com, Powells.com, BooksaMillion.com and many other fine online retailers. The book has 30 reviews on Amazon platforms. Marc thanks everyone who has taken the time to review it. [2:36] After three years of doing the Repurpose Your Career podcast it is time for a change. Marc talks about the financial concerns around the podcast and Marc’s Career Pivot business. Marc’s business now focuses on the Career Pivot online membership community to help the most people at a lower cost to the people he helps. [3:15] 2018 was the year the Millers became expats living in Ajijic, Mexico, which greatly reduced their living expenses and helped finance the restructuring of the business. Career Pivot needed to be financially viable. [3:33] In 2019 the Career Pivot website was attacked. For the first time, the website traffic for the year declined from the previous year, though very slightly. [3:47] Marc recently posted about “A Redesigned and Refocused Career Pivot After Attack.” He discussed the website and why he recently changed it. [3:58] Because the business no longer supports the costs of production, Marc is making changes starting with the next episode. Marc will eliminate the time-stamped podcast show notes with a detailed write-up of the show. About half of Marc’s listeners read the show notes. Marc will provide dramatically reduced notes. [4:30] Marc acknowledges the production work of Podfly Productions, as he transitions the Repurpose Your Career podcast to in-house production. Marc recommends using the Podfly.net team if you want to start your own podcast! [4:54] Marc will move to scheduling an episode every other week instead of the weekly schedule he has kept for three years. If Marc gets ahead on episodes over the next few months, he may revert to a weekly schedule. [5:07] Marc will not publish an episode the week of the U.S. Thanksgiving and will produce two episodes in December. On January 6th, 2020 Marc will start the regular biweekly schedule. [5:22] If you would like to financially support this show, please go to Glow.fm/repurposeyourcareer/ to give. This link will be at the top and bottom of the show notes at CareerPivot.com/episode-154. [5:34] Next week’s episode will be an interview with Teresa Ferguson, Executive Director of AustinUP, a community alliance committed to making Central Texas a place where older adults live full and engaged lives. Teresa has a unique view of the fifty-plus employment world. [5:57] This week, Marc interviews returning guest, John Tarnoff. John just published a LinkedIn Learning Online course, Connecting With Your Millennial Manager. Marc thinks it is incredibly well-done. We may all work at some time for a Millennial Manager. Marc hopes you enjoy this episode. [6:24] Marc welcomes John Tarnoff to the Repurpose Your Career podcast and introduces John to the listening audience. [6:33] John has a new course on LinkedIn Learning, called Connecting with Your Millennial Manager. Marc comments on how well-done this course is. It is divided into short modules with a quiz after each one. If you miss a question it tells you how to find the right answer. [7:13] John gives credit to LinkedIn for ushering him through the process of designing an instructional course. [7:28] LinkedIn approached John a year ago about setting up a course on age-related issues. Managing Someone Older Than You came out in February 2019. John asked them about the “companion piece” of an older worker needing to relate to a younger, probably Millennial boss, and they agreed. That course came out in October 2019. [9:13] The first module is “Everyone’s Getting Younger.” John explains that means in the workplace. If we have children, they are probably Millennials. Boomers often perceive Millennials as entitled slackers. They change jobs often. However, this is also related to the economy being much different than the economy in which Boomers started working. [12:02] Statisticians are finding that by the time a Millennial is promoted to a managerial position, it’s because they are very committed, on top of their job and their responsibilities, and are likely a top contender to work for. [12:28] Millennials are working in a very different economic climate, with colossal student debt and depressed wages. Home ownership is harder for them to achieve than it was for Boomers. They don’t see getting to the American Dream. [13:29] In Marc’s Multi-Generational Workplace workshop, he talks about the Millennials being the echoes of the Boomers. [13:52] Ashton Applewhite was a guest on this podcast. She talked about our natural tendency to self-segregate by age group. [14:30] Marc gave a talk on ageism last year. Afterward, a Boomer walked up to him and said he had volunteered for the Beto O’Rourke for Senate Campaign. He said, “Boy, did my attitude change about the Millennials!” [15:09] John’s course covers common-sense business relationship-building practice. Look at working for a Millennial as an opportunity to be of service. Be ready to mentor; support the work that they do. You will have a lot more fun in your job, find your ‘fit,’ and inspire a closer working relationship with this younger person. [16:32] The course section, “Working for a Millennial Boss,” discusses being of service. One of the keys to mentoring is that it’s not teaching. It’s listening openly and offering suggestions for how that person can figure out how to do it for themselves in their own way. [17:13] As a mentor, you don’t want to tell someone how you did it; you want to listen to what they are going through and have them list the specific problems and tactically offer up possibilities for them to consider. Give them alternatives, perspective, and context. Let them come to the conclusion. [17:54] When you first come to your Millennial boss, be a really good listener. John quotes Steven Covey: “Seek first to understand, then to be understood.” Be humble. The world is really different. Younger people have an understanding of how the pace of change is affecting business and technology is affecting management communication. [19:03] Stuff still gets done but now we talk of lean process, agile management, and design thinking. These are new trends in the past decade. A diligent Millennial Manager is going to be working overtime to understand how these processes can benefit their team. There’s a lot we have to learn to be part of that team. We also have a lot to offer. [19:57] Marc takes a break from the interview with John to talk about the Career Pivot Membership Community, which continues to help the approximately 50 members who are participating in the beta phase of this project to grow and thrive. [20:10] Marc reads a member testimonial from community member Scott: “There are multiple online Mastermind groups each week as well as experts speaking to the group on a regular basis. Better yet, the content is recorded in case you have other plans that day. If you are debating LinkedIn Premium or Career Pivot, go with Career Pivot. [20:33] “You get tons of access to Marc and the wisdom of the tribe. You’ll be glad you joined.” Marc hopes you liked what Scott had to say. Marc would like to highlight that the key piece is the wisdom of the tribe. [20:48] This is a paid membership community where Marc offers group coaching, special content, mastermind groups, branding sessions, Slack channels, and more importantly, it’s a community where you can seek help. Please go to CareerPivot.com/Community to sign up to learn more. [21:13] What makes us in the second half of life an asset to today’s workforce? John says it’s the wisdom and experience. We come up with methods that just work, based on what we already have done. Our neural pathways have become well-worn in this area and we come up with answers quickly. It’s not just experience but also context. [23:14] Don’t tell people how to do it, or what worked “in my day.” Never say, “in my day”! Always be in the present. Don’t invoke your experience. Talk about your suggestion on its merits. Justify your solution based on present conditions. [24:04] Marc shares an anecdote from his days at IBM in the 1990s, when he was training technical support people. They found that when you solve a problem in a specific domain, the next time you see a similar problem in a similar domain, you will solve it sooner. [24:32] Marc gave the technical support people opportunities to work with technology when the product was still immature, so they would encounter more problems quicker. Marc has things he learned in college as an engineer apply today when he fixes his car. [25:05] John warns to be careful about invoking past solutions just because they worked once in a different domain. The solution can be offered as an approach if it will work today. If it works, and your manager asks where the idea came from you can then admit that you’ve been doing it that way for years. Millennials are suspicious of the past. [26:14] The past is not relevant. Think about the solution in terms of what’s going to work today. Don’t use past success as your authority for a current application. [26:43] John wants the course to give people confidence about reporting to a younger person. Almost 60% of people over 55 are reporting to someone younger. As Millennials age into these positions of responsibility, someone two generations below you will manage you. [27:37] John also says we need to spread the word that reporting to someone younger can be very enriching and liberating. If you develop a good working relationship with someone who is 30 years younger think of how that will enrich your perspective and cultural influences. We stay young by the diversity of connections we make. [28:39] The more we spend time with people of varied backgrounds and ages, the more our lives are enriched and the more we discover inside ourselves we never knew was there, or that we had lost. It enriches our lives. Put aside the nostalgia and embrace new experiences. Continue contributing to work, life, and culture. [30:25] Boomers and Millennials are very compatible. They have the same activist tendencies for meaning, purpose, and social justice. There is a lot to be gained by forming close relationships with Millennials, especially in the context of work. [30:59] From developing these courses, John learned that his initial hypothesis was correct that the more time Boomers and Millennials spend together, the more they get from each other. All the research points in that direction. [31:43] John cites a study by Dr. Karl Pillemer at Cornell that says the more generations spend time together, the more age bias withers away. Familiarity breeds harmony, cooperation, and understanding. We just need to spend more time hanging out with, working with, people of different generations. That is the future. [32:27] Marc talks about the multi-generational families where he lives in Mexico. Marc notes that in all the ‘Blue Zones’ where there are more centenarians, a common trait is that there are multi-generational families. [32:53] Multi-generational family living keeps your brain growing because you are constantly learning and experiencing life with people that are not ‘like you.’ [33:23] You can take John’s course on LinkedIn Learning (originally, Lynda.com). Find him at JohnTarnoff.com. Find John on LinkedIn, or Facebook. A Google search brings up some of his links on the first page. [34:25] Marc thanks John for being on the Repurpose Your Career podcast. [34:37] Marc hopes you enjoyed that episode. Marc was impressed with this thought-provoking interview. [34:50] The career Pivot Membership Community continues to help the approximately 50 members who are participating in the Beta phase of this project to grow and thrive. This is a community where everyone is there to help everyone else. Marc is recruiting new members for the next cohort. [35:05] If you are interested in the Career Pivot Membership Community and would like to be put on a waiting list, please go to CareerPivot.com/Community. [35:20] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you listen to this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [35:35] Please come back next week when Marc will interview Teresa Ferguson, Executive Director of AustinUp! [35:43] Please support the Repurpose Your Career podcast by going to Glow.fm/repurposeyourcareer. This link is also at the top of the show notes. [35:58] You will find the show notes for this episode at CareerPivot.com/episode-154. [36:08] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, the Overcast app, or the Spotify app and soon to be on Pandora!

In this episode, Marc covers the events of the Millers’ trip back to Austin where they stayed with an old friend, Marc’s presentation to an association of his Multi-generational Workplace Workshop, getting rid of old stuff, connecting with old friends, and stocking up for the trip back to Ajijic. Marc covers the steps to getting resident visas, crossing the border, and meeting with their attorney in Mexico to get their paperwork processed.Listen in to this fascinating episode for insight into becoming an expat with U.S. ties.   Key Takeaways: [1:12] Marc welcomes you to Episode 121 of the Repurpose Your Career podcast. Career Pivot brings you this podcast. CareerPivot.com is one of the very few websites dedicated to those of us in the second half of life and our careers. Take a moment to check out the blog and the other resources delivered to you, free of charge. [1:41] If you are enjoying this podcast, please share it with other like-minded souls. Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your neighbors, and colleagues. The more people Marc can reach, the more he can help. [2:02] Next week, Marc will share an Encore Episode where he interviews Susan Lahey, who is the co-author on the Repurpose Your Career books. He is trying to get Susan to speak to us about her move to Portugal. That’s where Susan is, as Marc records this episode. [2:26] This week, Marc will be discussing their trip back to Austin, his experiences in Austin, their return trip and the start of the Resident Visa process, first in the Consulate of Mexico in Laredo, and then back in Ajijic. Marc hopes you enjoy this episode. [2:44] Marc had a variety of reasons to return to Austin at this time. In the first week in March, Marc was speaking at the Texas Hospital Insurance Exchange, an association. The speaking gig was booked long in advance of the Millers’ move to Ajijic. Marc also needed to get the car inspected and the registration renewed. [3:28] The Millers also were still emptying their storage room, which was costing almost $80 a month. On this trip they gave a king-sized bed to a friend. [3:52] They had planned to start the visa process at the Consulate of Mexico in Austin in December but they had run out of time. So, they are stopping at the Consulate of Mexico in Laredo, on the way back to Ajijic from this trip. [4:16] On this trip, Mrs. Miller got to visit her parents while Marc did the income taxes. [4:32] The Millers left Ajijic on February 29 and drove to Matehuala the first day. It was a nice six-and-a-half-hour drive on toll roads and a few small roads. They stayed at the Las Palmas Midway Inn, where expats stay as they travel. It is an old pet-friendly motor inn. They stayed in a more renovated room that was quite nice, for $61 for the night. [5:19] They left about 7:30 a.m., expecting a seven-hour trip to Laredo. It turned into a 12-hour day. Road construction added an hour. A security checkpoint backed up traffic for miles as they looked at every truck. There are 10 trucks for every car on the road. [5:59] Next, there was a power line draped over the highway. The power company, CFE, fixed it after an hour-and-a-half. Marc is happy they were near the front of the line. [6:40] They arrived at Laredo at about 4:30 p.m. and processed through the banjercito for the temporary import permit for their car. Their $400 was refunded to their credit card (in spite of the Millers’ having changed card numbers because of a compromised card). Then it took an hour-and-a-half to cross the Laredo International Bridge Number 1. [7:31] The Millers got to the hotel in Laredo at about 7 p.m. They were pretty exhausted. It was a very, very long day with lots of sitting in traffic. It’s something you have to get used to. If not for the delays, they could have made the trip in one 12-hour drive from Ajijic to Laredo. But delays are expected. [8:04] The Millers checked into the La Quinta at the Laredo airport, which they like better than the one near the border. They had a nice dinner and the next morning headed off for Nacogdoches in East Texas. Mrs. Miller visited her parents there. Stephen F. Austin State University is the primary employer, besides the lumber industry. [8:41] Friday and Saturday, Marc hung around the hotel and did his income taxes. Being near the main road, what Marc first noticed was the massive amount of noise. Marc was no longer used to road noise and constant mechanical environmental noise. [9:57] Marc read in the Guadalajara Reporter that Mexicans don’t understand about Americans why we control the temperature year-round in our cars. That is not the practice in Mexico. [10:25] Sunday morning, the Millers headed for Austin. They stayed with an old family friend, Donna, in the neighborhood where they had lived for 28 years. She let them use an extra bedroom, where they stayed for about two weeks. [10:57] The old neighborhood was where the Millers had lived, in a house built in 1959 or 1960, until they moved to a condo near downtown in 2010. Marc noticed immediately the amount of gentrification that had occurred in the neighborhood.[11:22] The Millers walked two miles to Upper Crust Bakery and saw that 20 to 30% of the homes had been demolished and replaced with “McMansions” or were drastically added onto. In 1978, when Marc moved to Austin, it was the cheapest housing market in the country. Now, it is one of the most expensive. The change has been dramatic. [12:04] The second thing Marc noticed was everytime he wanted to do much of  anything, he had to get in the car and drive. There was a Fresh Plus a mile-and-a-half away. Marc walked one day to Top Notch, a 1950s hamburger place, which was in a movie. It blew Marc away that everything is designed around the car, not around people. [12:47] He remembered that from his bicycling days. He used to lust after Downtown Portland, which was designed around people, not around cars. But this is Texas. Even the old neighborhoods, cars are necessary.[13:08] In Ajijic, in the last three months they have used the car three times. Twice, it was to get a 40-lb. package of kitty litter they didn’t want to carry on the bus. It was a mind-shift not to need the car. Austin’s public transportation is problematic. Most of the people who used it have left the area from gentrification. [14:05] 130 people move to Austin every day and the school system has lost enrollment six years in a row, primarily because people with children can no longer afford to live in Austin, so they are moving East, out of town. [14:26] Marc doesn’t like what his town was turning into. It was also during the week of SXSW, which consumes the central city, with 40-50,000 people visiting. SXSW is now mostly “hipster’ visitors. Locals stay away from SXSW. [15:03] Marc recently saw photos posted on Facebook of Austin downtown in 2010 and 2017 and it has changed — which is one reason why it has gotten so expensive, and one reason why it has driven the Millers out. [15:25] Marc drove up to Lakeway and gave the Multi-Generational Workplace talk that he shared on this podcast in Episode 111 and Episode 112. This event was a presentation for hospital administrators in rural counties. [15:46] That left the rest of the visit for the Millers to get their stuff done. They got the car registered and inspected and bought Mrs. Miller’s food supplements, which filled the car. They also got their bicycles serviced and ready to go — except for the pedals on Mrs. Miller’s bike, left in storage, so Marc ordered new pedals from Amazon.com.mx! [16:26] The Millers filled the rest of their time reconnecting with as many people as they could. They got rid of stuff from storage and started re-packing the car. Marc shared pictures of the packed car on Facebook. They ended up with about 13 milk carton crates filled with supplements and clothes. [17:08] They left some stuff behind to pick up in October and end their rental of their storage room. [17:21] The Millers drove back to Laredo on Sunday evening and had appointments at the Laredo Mexican Consulate Monday morning to apply for Mexican resident visas. They needed two passport pictures for each of them, filled out applications, 12 months worth of bank statements or investment statements to show adequate assets. [18:01] You must show that you’ve had over $100K in assets over the last 12 months or $2,400 a month in pension income or Social Security for a permanent visa. For a temporary visa, you must show $20K in assets or $1,200 a month in pension income. The Millers both qualified. [18:34] Mrs. Miller applied for a permanent resident visa and Marc applied for a temporary resident visa. The car is in Marc’s name, and you cannot bring a car into Mexico on a permanent resident visa. [18:56] Their appointments were for 10:00 and 10:30 a.m. Mrs. Miller got in about 9:40. Marc got in about 10:30. They were out by 11:15. They were at the Mexican Consulate a couple of blocks from the border. It was fairly easy. [19:20] The Millers chose to do it in Laredo, instead of at the Mexican Consulate in Austin, is that in Laredo they do lots and lots of these visa applications and they are not very “picky.” [19:38] The Millers have a neighbor, John, in Ajijic, who had applied through the Consulate of Mexico in Dallas. He had to return to the consulate six times. The Laredo consulate runs like clockwork. They get people in and out. It’s a very, very busy place. [19:59] The next morning, the car packed to the gills, the Millers crossed the bridge to Mexico at about 7:00 a.m. Marc drove into the “nothing to declare line.” They looked at the car and looked very quickly in back, saw a bunch of milk crates and the bicycles and they said, “Go.” [20:30] However, if they had seen the supplements in the milk crates, or the cat food on the top of the car, they would have charged duty on these items. Marc had an inventory of the food supplements, so they were prepared, if asked. [20:49] The Millers next drove to the immigration office where they processed their passports. Interestingly, Marc unknowingly dropped his passport in the parking lot. He didn’t have it when he went into the office, so he ran out. A young Mexican gentleman picked it up and handed it to him. Marc wiped the sweat off his brow and thanked him. [21:23] Passport in hand, Marc went into the immigration office and processed through. Once they have processed their visas, they have 30 days to complete, so Immigration approved them for 30 days. They also got their Temporary Import Permit for the car for 30 days. They crossed the border and drove to Matehuala. [21:59] They could not get a reservation at their regular hotel. The Las Palmas Midway Inn was full! Instead, they found the Hotel Casa Real Matehuala. The reviews on Hotels.com were mediocre. They checked in around 3:00 p.m. It was not a “dump.” It was old and worn, but clean. They each had one frayed towel, no washcloths. [22:44] There were two beds and two bathrooms! It was right across the street from Walmart, so they did a little shopping there. Then they ate dinner at their favorite restaurant in town, at the Las Palmas. [23:05] Then people started streaming into their hotel. Marc says they looked to be people traveling for work, in industrial service trucks. Marc says their hotel absolutely filled to the gills by midnight. It was noisy, but clean. It was $50 for the night. [23:45] The next morning, the Millers did not rush to get out. They got to Ajijic about 3:00 p.m. It was a fairly easy drive and they ran into no problems. There’s only one short section of about 10 miles that’s not on toll roads. Each day, the Millers spent about $35 to $40 in tolls. [24:11] When the Millers got home, Marc immediately contacted their lawyer for an appointment. The lawyer told them the sooner the better. They needed 15K Pesos, or about $700. The bank was closed when they needed the money, so Marc pulled money from the credit union and from the bank through ATMs and got enough. [24:56] On Friday, the Millers went to the law office, processed and filled out all the forms, and learned they needed pictures made, both front view and side view. They did that on Saturday. The pictures had to be from a studio and they were 150 Pesos for each set. That came to 300 Pesos or about $15 for both of them to get pictures. [25:27] The attorney was able to send all the paperwork to the immigration office and had their passports back to them by 3:00 p.m. The immigration office should get back with them in about two weeks when they will go and get fingerprinted. [25:58] One of the things Marc noticed in returning to Ajijic was that he did not like living in Austin anymore. He did not like the noise. He did not like having to drive everywhere. The mass transit is not acceptable to him. He does not like the packaged food. Marc and his wife are eating all fresh food in Ajijic, and he is down to 170 pounds at 6'4". [26:48] It was a very stark contrast, being back in Austin, and it was not the city that he remembered. [26:55] Marc hopes this gives you a good feel for the process. By the time this episode is published, the Millers should be very close to having their resident visas. Please read Marc’s fascinating blog post of March 25 on banking abroad to understand the issues of accessing your money in another country. [27:25] Marc hopes you enjoyed that episode. The Millers have spent nine of the last 12 months in Mexico. Their current plan calls for them to return to Austin by car in October. Marc will likely fly to New Jersey for a high school reunion, and possibly some audience meetups. Marc has a huge following in the NY Metropolitan area.[27:52] In 2020 the Millers will likely return to the U.S., sell the car, and either go carless or purchase a Mexican-plated car. Marc’s attitudes about money, environment, and the culture he desires have changed a lot, in the last 12 months. [28:09] Listen to Marc’s interview with Queen Michele in Episode 119 to hear her similar story of how she has been transformed from leaving the U.S. and moving to the North Shore of Lake Chapala. [28:23] Marc thanks you for listening to this episode. [28:26] The CareerPivot.com/Community website has become a valuable resource for more than 50 members in the Beta phase of this project. They have crossed the 50-member threshold! Marc will be recruiting new members for the next cohort in a few weeks. [28:41] If you are interested in the endeavor and would like to be put on the waiting list, please go to CareerPivot.com/Community. When you sign up you’ll receive information about the community as it evolves. [28:55] This is a paid membership community with group coaching and special content. More importantly, it’s a community where you can seek help. Go to CareerPivot.com/Community to learn more. [29:12] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you heard Marc on this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [29:34] Please come back next week, when Susan Lahey, the co-author of the Repurpose Your Career books tells her story of going from a journalist to a freelance writer. This is an encore episode with an update on her move to Portugal. [29:48] Marc thanks you for listening to the Repurpose Your Career podcast. [29:52] You will find the show notes for this episode at CareerPivot.com/episode-121. [30:00] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, the Overcast app, or the Spotify app.

Kathi and Katherine talk about multi-generational workplaces on this week’s My Crazy Office Overtime show. How do you navigate working in a multi-generational office? Listen to this week’s podcast here. The post Multi-Generational Workplace: My Crazy Office Overtime, Season 6 appeared first on K Squared Enterprises.

“It’s about who you are in the process….We have more generations in the workforce than ever before and their life experiences are very different….Look at the other person as a peer.”  Mary Lee Gannon on Green Connections Radio Multiple generations in the workplace is a huge gift to innovators, because of the wide range of experiences and perspectives they bring to any challenge.  Yet, there’s a tendency to buy into stereotypes of what people of a certain age are like, and these stereotypes can interfere with success. These stereotypes especially hit women hard. Listen to long-time healthcare CEO Mary Lee Gannon, who is also an executive coach, talk about how to maximize this new workforce and more. You'll hear practical advice on: ·       Why people 50+ are the most adaptable. ·       How to have a growth mindset at any age – and help your team have one too. ·       How to maximize this new workforce for innovation. ·       How to build successful partnerships among a diverse workforce. ·       How to listen to establish trust – and how to give feedback ·       Critical career and unique job interview tips… and much more! Read my Forbes blogs on this too: on the multi-generational workforce and with career insights here.  You'll want to check out these interviews too: ·       Sarah Cho, Director of Research and SurveyMonkey on measuring inclusion. ·       Angela Duckworth, Author of “Grit” on how grit matters more than talent. ·       Jennifer Palmieri,Former Communications Director for Hillary Clinton’s 2016 campaign and President Obama's White House, on women and leadership. ·       Christina Martini, Veteran intellectual property attorney on how to protect your side hustle from your employer (they might own it). Thanks for subscribing on iTunes or wherever you listen to podcasts and leaving us a review! Also, join our Facebook Page  and share your insights! Join our mailing list to stay up to date on the top podcasts and special offers! Email us: info@greenconnectionsradio.com or reach us on Twitter @joanmichelson Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Marc covers Gen X and Gen Y, the events and technologies that shaped them, the differences between them, and why we need to adapt our method of communication to them.   Key Takeaways: [1:29] Marc welcomes you to Episode 113 of the Repurpose Your Career podcast. CareerPivot.com brings you this podcast; it is one of the very few websites dedicated to those of us in the second half of life and our careers. Please take a moment to check out the blog and the other resources delivered to you free of charge. [2:01] If you are enjoying this podcast, please share it with other like-minded souls.  Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your friends, neighbors, and colleagues. The more people Marc can reach, the more he can help. [2:23] Next week, Marc will have an interview with Karen Wickre, the author of Taking the Work out of Networking: An Introvert’s Guide to Making Connections That Count. [2:36] In this week’s podcast, Marc completes a short series of episodes based on his Multi-generational Workplace Workshop. Marc will deliver this workshop on March 7th at the Texas Hospital Insurance Exchange and it was suggested to him to get this on the podcast. [2:50] If you have not listened to the first two episodes in this series, Marc suggests that you stop this podcast and listen to the first two episodes, first. Those are episodes 111 and 112. [3:02] Find the handouts that accompany this episode at Careerpivot.com/Multigen. [3:18] Marc welcomes you to Part 3 of the Multi-generational Workplace podcast episodes. In this episode, Marc will finish up with Generation X and Generation Y. [3:40] There were a set of changes that occurred in the mid-1960s that set up all the problems we are having today with immigration and the changes to the racial makeup of the work population. [4:14] In 1964, the Bracero Program for agricultural workers was ended. It was started in 1942 to provide men to work in agriculture while American men were at war. As the war ended and men came back, a couple of things happened. The G.I. Bill provided college for many; others, after seeing the world, didn’t want to return to work on a farm. [5:38] Corporations and farms that hired migrants housed them in poor conditions and paid them poorly. Because of this abuse, the government ended the Bracero Program in 1964. The need for agricultural workers didn’t end. Until 9/11, 90% of undocumented or illegal migrant workers were men. After 9/11, the U.S. tightened the border. [6:30] With the border tightened, it was no longer easy to cross the border back and forth. So the men brought their families across with them and stayed. Our policy at the border is still on apprehending single men, as opposed to families. [7:09] The 1965 Immigration Act also played a role. Because the Silent Generation was so small, there was a great need to allow more educated people to enter the U.S. We went from a quota system to a family-based system, targeted toward educated Asians. [7:45] In 2017, when Marc’s wife went into the hospital, she saw seven doctors in one day. One of them was Caucasian. Six were Asian of Generation X. This demographic shift is largely due to the changes in immigration policy. [8:17] In 1965, the pill was introduced. The pill had dramatic effects on Generation X and forced divorce rates up in the Silent Generation. It changed the dynamics of our population. Worldwide, the more education women have, the fewer children they have, and the later they have them. [8:54] With Generation X, birth rates are at an all-time low. There will be fewer people alive in the workforce to pay their Social Security benefits. [9:17] Generation X is a tiny generation, primarily due to the fact that their parents, the Silent Generation, was a very small generation, and due to the pill. Birth rates after the introduction of the pill were not very high. [9:47] Many people of the ages of Generation X do not categorize themselves as being Generation X. Why not? Mainly because there were no catalyzing events as they grew, to bring them together as a group. It was a time of peace and general prosperity. The Challenger explosion and the Persian Gulf War didn’t change anything for them. [10:42] Generation X is the generation that has the least amount of group identification. [10:53] What was the technology that affected Generation X the most? Marc suggests you pause the podcast and think about it. [11:09] Home computers — like the Apple II and the IBM PC — came out. Computer technology had a tremendous impact on Generation X. [11:46] How did Generation X communicate after they left home? Marc suggests you pause the podcast and think about it. [12:00] This is the first generation who had electronic communication, including email, and chat networks, like CompuServe and Prodigy services. They still use the phone but they started the shift back to written communications. [12:32] The Greatest Generation wrote letters. The Silent Generation were the first to use long-distance calling. Baby Boomers like to talk. As we move through Generation X, the communication goes back to written. [12:55] How did Generation X research the question, “What is the capital of Madagascar?” Marc invites you to pause the podcast and think about it. [13:10] Generation X still had to go home and might use a paper encyclopedia, or more likely look it up on Encarta CD or online, using their PC. This is the first generation that had access to online or computerized information. [13:40] This generation has not yet produced a president. There were three Generation X candidates in 2016. Marc invites you to pause the podcast and think which candidates were from Generation X. [14:13] Ted Cruz, Bobby Jindal, and Marco Rubio were all Generation X candidates. What did they have in common? They all come from immigrant parents. [14:29] Besides being small, Generation X is the least Caucasian generation and the most immigrant population generation, up to this point. [15:24] The demographics of Generation X and Generation Y shift dramatically. Who are their parents? The Silent Generation, and to a lesser extent, Baby Boomers. In an echo effect, Generation X has very low divorce rates — because they don’t get married or they get married much later. [16:08] Half of Generation X grew up in single-parent homes. Their parents divorced like crazy and this generation doesn’t want to go through that again. Many people you know between 35 and early-to-mid fifties will be from a single-parent household. [16:37] Generation X has children much later. This will show up in Generation Z, the children of most Gen Xers, which Marc will have to add into this workshop presentation. [16:55] Generation Y, or Millennials, were born between 1982 to 2000. The most impactful event was 9/11. They don’t remember travel when it was easy. The 9/11 disaster threw a lot of instability into their lives. The Great Recession also greatly affected this generation. Marc’s son graduated from college in 2006 and got a job. [18:10] Those who graduated from college in between 2007 and 2012 were greatly harmed by the Great Recession. They could not find good jobs. [18:26] What technology affected Generation Y? Marc invites you to pause the podcast and consider. [18:40] The smartphone and personal communications are the technologies that most affected Generation Y. As a junior in high school, Marc’s son had a cell phone with a 60-minute plan. In college, before Wi-Fi, Marc’s son could take a cable and plug in his laptop anywhere on campus to access the Internet through Ethernet. [19:20] Generation Y was the first generation that was completely connected. Gen Y are used to having instantaneous communications and access to information. [19:40] Marc recently updated a blog post on “The Ubiquitous Access to Information and a Generational Rift. Generation Y doesn’t have to memorize anything, and because of ubiquitous access to information, they may not pay attention. [20:04] When Generation Y left home, how did they communicate? Marc invites you to pause the podcast and consider. [20:18] They text! It’s a kind of written communication. If you want to communicate with a Millennial, text them. They won’t answer the phone or listen to your voice message. Don’t leave them voicemail! Marc also prefers to receive texts, because people get to the point with fewer words. [21:20] Text is a kind of written communication, but texting actually hurts the Millennials because their writing skills are not all that good. Marc has a friend that used to teach in the PR department at Texas State. Marc pointed some nonprofit organizations there to have some communications done, but the quality of the writing was bad. [22:11] In email communications among Millennials, spelling errors are common. [22:18] How did Generation Y research the question, “What is the capital of Madagascar?” Marc invites you to pause the podcast and think about it. [22:30] Easy — when Gen Y researches, they Google it! Marc refers again to his blog post. The lack of memorization skills hurts Gen Y if they are in customer service, where they need to know people’s names, or if they don’t remember incidents that could teach them things. It’s a very different world today. [23:04] This group was raised to be good team players. Baby Boomers were raised to be strong individuals. We raised our children to play well on a team. They are not necessarily good in isolation. Everything they did in school was around groups. They are “pack animals.” They like collaboration. They like to be involved in work decisions. [24:12] They do not like when a decision affecting them comes out from behind a door. They want to know, at least, the process and to be informed. Why? Because that’s what we told them. We Baby Boomers are their parents. They are the opposite of us and we made them that way. Everyone got a blue ribbon/trophy! [24:53] Millennials created Facebook. This generation is the opposite of us. We look at them like they are us, but they are not. Marc refers you to an infographic in his handout on how Millennials perceive themselves and how HR professionals perceive Millennials. Marc describes the big differences in perception. [26:06] Most Millennials are not tech savvy. They are great consumers of technology, [26:27] Marc hopes you enjoyed this episode. Marc hopes you have a better understanding of the cultural and demographic shifts that are occurring and why. His workshop mantra is: “If I want you to listen to me, I have to adapt to you — not the other way around.” In workplace communications, we all have to adapt to one another. [26:58] Susan Lahey and Marc are working on the next edition of Repurpose Your Career, and Marc is looking for your help. Marc has formed a release team of readers who will get access to pre-release chapters of the book to provide feedback. [27:12] Marc has already released the first chapter to the release team and he is working on releasing the second chapter. You can be part of this team by going to CareerPivot.com/RYCTeam where you can sign up. [27:27] When you sign up, you’ll receive the pre-release versions of the chapters when they become available. What Marc asks in return is for you to provide feedback and be prepared to write a review on Amazon.com when the book is released. [27:41] Marc and Susan are adding about eight new chapters to the book and re-writing several others. Marc will release a new pre-release chapter on this podcast and to the team every four to six weeks in the coming months. [28:02] The CareerPivot.com/Community website has become a valuable resource for the almost 50 members who are participating in the Beta phase of this project. Marc will be soliciting members in the coming weeks for the next cohort. [28:19] If you are interested in the endeavor and would like to be put on the waiting list, please go to CareerPivot.com/Community. When you sign up you’ll receive information about the community as it evolves. [28:35] Those in the initial cohorts will get to set the direction for this endeavor. This is a paid membership community with group coaching and special content. More importantly, it will be a community where you can seek help. Go to CareerPivot.com/Community to learn more. [28:59] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you heard Marc on this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [29:29] Please come back next week, when Marc will interview Karen Wickre, the author of Taking the Work out of Networking: An Introvert’s Guide to Making Connections That Count. [29:41] Marc thanks you for listening to the Repurpose Your Career podcast. [29:45] You will find the show notes for this episode at CareerPivot.com/episode-113. [29:54] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, the Overcast app, or the Spotify app.

In this episode, Marc covers the Greatest Generation, the Silent Generation, and the Baby Boom Generation in America, from the events and technologies that shaped them, to the life choices they made.   Key Takeaways: [1:13] Marc welcomes you to Episode 112 of the Repurpose Your Career podcast. Career Pivot brings this podcast to you. CareerPivot.com is one of the very few websites dedicated to those of us in the second half of life and our careers. Please take a moment to check out the blog and the other resources delivered to you free of charge. [1:42] If you are enjoying this podcast, please share it with other like-minded souls.  Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your friends, neighbors, and colleagues. The more people Marc can reach, the more he can help. [2:07] In this week’s podcast, Marc will continue a short series of episodes based on his Multi-generational Workplace Workshop. Marc will deliver this workshop on March 7th at the Texas Hospital Insurance Exchange and it was suggested to him that he might want to make a podcast series of it. [2:23] Last week, Marc published a blog post, “The Ubiquitous Access to Information and a Generational Rift,” based on the idea that how people obtain information is changing rapidly. [2:42] When doctors are trained, memorization of medical information has decreased because it is so readily available. Marc learned this from the Dean of the University of Texas Medical School at a breakfast club. The roomful of Baby Boomers showed shocked faces. [3:09] Because things are readily available, we don’t memorize anymore and we don’t have to. That scares most Baby Boomers. [3:19] If you did not listen to Part 1 of this series, Marc suggests you go back and listen to that, first. In this episode, Marc will cover the Greatest, the Silent, and the Baby Boomer Generations in this episode. Next week, Marc will cover Gen X and Gen Y — why they don’t necessarily get along and why we sometimes misinterpret them. [3:43] Marc welcomes you to the second installment of “The Multi-generational Workplace — ‘Why can’t we all get along?’” In the workshop, March shows five flipcharts, one for each generation. Each flipchart has areas for events, technology, communications, learning, and how we research “What is the capital Madagascar?” [4:22] Each flipchart talks about our parents (of Baby Boomers, Gen X, and Gen Y) and which presidents came from each generation. [4:37] The Greatest Generation are those born from 1900 to 1924. Every single male of this generation served in the military or in public service. You might pause the podcast to consider what events catalyzed this generation. [5:24] WWII and the Great Depression completely galvanized this generation. As a result, they believed in big government and they saved money ‘like crazy,’ Marc’s father graduated from college in ’42 and enlisted in the Army. Marc joked that his father wasn’t frugal, he was cheap. [6:12] You might pause the podcast and ponder what technologies affected this generation. [6:28] This generation was all about transportation. They were the first to have automobiles, and the U.S. Interstate Highway system was created after WWII. [7:01] When this generation left home, how did they communicate back with their families? You might pause the podcast and consider it. [7:25] This generation wrote letters. Written communication was the foundation of this generation. They wrote by hand in cursive. Do not hand a letter in cursive to a Millennial. They may not be able to read it! [7:59] Marc will show there has been a transformation between generations from written to audio and back to a form of written communications. [8:21] How did this generation research the question, “What is the capital of Madagascar?” How did they learn? You might pause your podcast and think about it. [8:37] The encyclopedia? World Book did not become prevalent until the 1950s. This generation very likely had to go to the library and find an atlas or a globe. They did not have information that was readily available in their homes. They had to go somewhere to go find the answer. [9:34] The Greatest Generation or G.I. Generation produced every president from JFK all the way to George Bush, Sr. The Greatest Generation has had their fingerprints on almost everything for 40 to 50 years. [10:13] The Silent Generation or Traditional Generation was born from 1925 to 1945. What events do you think affected this generation? You might pause the podcast to consider. [10:35] The events that affected this generation are WWII and the JFK assassination. The assassination was a real shocker. Marc remembers Dallas at the time of the assassination. [11:41] What technology affected and galvanized this generation? You might pause the podcast to think about it. [12:01] There were two very significant technologies. The first was the telephone and the second was “the pill.” The pill had a massive effect on this generation through birth control. Divorce rates soared among this generation, which is why so many of Generation X ended up being latchkey kids growing up in households of divorce. [13:01] This was the first generation where we had telephones. They still wrote letters, but calling was a step to auditory communications from a distance. [13:47] How did this generation research the capital of Madagascar? They still probably had to go to the library. Encyclopedias did not become prevalent until the Baby Boomers. [14:38] The Silent Generation has produced zero presidents. They’ve had some candidates, most recently, John McCain. We very likely will not have a president from the Silent Generation. [15:23] Because the Silent Generation was so small, they have not had the impact, politically, that the Greatest Generation has had, or that Baby Boomers have had. Generation X is also a small generation. [15:46] Baby Boomers were born from 1946 to 1964. What events affected this generation? You might pause the podcast to think about it? Jot down some ideas. [16:20] Two critical events galvanized Baby Boomers. One was Vietnam. Marc has seen television newscasts from that period at the U.S. History Museum. The ramp up into the Vietnam War was fast. Marc contrasts it with the Iraq War and the War in Afghanistan. [17:21] Watergate was the second event that affected the Baby Boom Generation. Both these events made us very distrustful of big government. If you were born from 1946 to 1955, you were probably affected by Vietnam. If you were born 1956 to 1964, you were affected more by Watergate. [18:01] Marc remembers in the summer of 1972 watching the Watergate Hearings daily after his work shift at the Howard Johnson's. Early Boomers affected by Vietnam, delayed marriage and stayed in college. Some Boomers in their 60s still have kids in college. [19:12] Late Boomers, 1961 on, had children at a younger age, have little memory of Vietnam, and in their 50s, have children in college. [19:46] You might pause the podcast and think about what technology most affected the Baby Boomer Generation. [20:10] Baby Boomers were the first to have televisions. Mass marketing was first applied to the Boomer Generation. Marc remembers seeing The Flintstones in 1962, which was mainly sponsored then by Winston Cigarettes! [21:04] The next technology came in 1969. You might pause the podcast and consider what it was. [21:19] In 1969, Visa was introduced. Boomers were the first generation to have easy access to credit. Marc remembers a Barney Miller episode where a detective was telling a young drug dealer that he would never have one thing — credit! [21:56] Boomers were the first generation to be the targets of advertising, with ready credit to purchase new things. This is an echo effect from our parents, who saved money like crazy. We spent money. [22:24] When Boomers left home, how did we communicate? You might pause the podcast and think on this. [22:34] Boomers were the first generation to have prevalent long-distance phone calls. College students would give their parents two rings on the phone and hang up. Their parents would call them back and pay for the long distance. Also, we used collect phone calls. Boomers were a very auditory generation. [23:10] Marc tells his Millennial colleagues, “If you have a Baby Boomer boss, and you want them to listen to you, you need to go talk to them.” [23:27] How did Baby Boomers research the capital of Madagascar? You might pause the podcast and ponder this. [23:39] A lot of us had World Book or Encyclopedia Britannica at home. We could easily research at home and get new information with annual updates. It opened up the world to us. Information was rapidly becoming more accessible. [24:18] Who were our parents? To a large extent, our parents were The Greatest Generation. They saved money and believed in Big Government. They believed in “playing it safe.” We Baby Boomers spend money like crazy and we don’t trust government. [24:49] Marc did as his parents told him to. He graduated from college and went to work for IBM, a big company. Marc was raised to be an employee and work for a father-like company that would take care of him. Others did differently than their parents advised. [25:21] Marc never served in the military; most Baby Boomers did not, especially if they were college-educated. Marc did a workshop for a national staffing company and he asked 150 Boomers (110 of whom were males) how many served in Vietnam. Three hands went up. They had volunteered. [25:55] The Vietnam Draft, besides taking citizens, took Green Card holders. Minorities and the poor made up a huge percentage of Vietnam War draftees. Marc learned that those who had the highest casualty rate in Vietnam were college-educated volunteers because they went to fight. Most draftees were not sent to fight. [27:02] The U.S. presidents from Bill Clinton through Donald Trump, has been a Baby Boomer. The next president may also be a Baby Boomer. We will see. Next week, Marc will discuss Generation X Candidates. They don’t look or behave like us. [27:41] In next week’s episode, Marc will cover Gen X and spend a fair amount of time talking about Gen Y (The Millennials). How they view themselves is very different from how Boomers view them. The Millennials are the opposite of the Baby Boomers and we made them that way. [28:12] Marc hopes you enjoyed this episode. Next week, Marc will dig into Gen X and Gen Y. He will show why they likely don’t get along, and why we Baby Boomers misperceive Gen Y. They are our kids! [28:30] Susan Lahey and Marc are working on the next edition of Repurpose Your Career, and Marc is looking for your help. Marc has formed a release team of readers who will get access to pre-release chapters of the book to provide feedback. [28:43] Marc has already released the opening chapter to the release team. You can be part of this team by going to CareerPivot.com/RYCTeam where you can sign up. [28:59] When you sign up, you’ll receive the pre-release versions of the chapters when they become available. What Marc asks in return is for you to provide feedback and be prepared to write a review on Amazon.com when the book is released. [29:14] Marc and Susan are adding about eight new chapters to the book and re-writing several others. Marc will release a new pre-release chapter on this podcast and to the team every four to six weeks in the coming months. [29:33] The CareerPivot.com/Community website has become a valuable resource for the almost 50 members who are participating in the Beta phase of this project. Marc will soon be soliciting members for the next cohort. [29:51] If you are interested in the endeavor and would like to be put on the waiting list, so Marc can interview you, please go to CareerPivot.com/Community. When you sign up you’ll receive information about the community as it evolves. [30:05] Those in the initial cohorts will get to set the direction for this endeavor. This is a paid membership community with special content. More importantly, it will be a community where you can seek help. Go to CareerPivot.com/Community to learn more. [30:31] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you heard Marc on this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [30:59] Please come back next week, when Marc will be covering Gen X and Gen Y. [31:06] Marc thanks you for listening to the Repurpose Your Career podcast. [31:10] You will find the show notes for this episode at CareerPivot.com/episode-112. [31:19] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, Overcast app, or the Spotify app.

Morley Scott fills in for J'lyn Nye and Andrew Grose Pauline Greenidge, Senior Consultant at Gilker McRae

In this episode, Marc lays out the framework for the next episode or two, and gives a description of each adult generation in America, and their places in today’s workplace.   Key Takeaways: [2:04] Marc welcomes you to Episode 111 of the Repurpose Your Career podcast. Career Pivot brings this podcast to you. CareerPivot.com is one of the very few websites dedicated to those of us in the second half of life and our careers. Please take a moment to check out the blog and the other resources delivered to you free of charge. [2:33] If you are enjoying this podcast, please share it with other like-minded souls. The more people Marc can reach, the more he can help. Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your friends, neighbors, and colleagues. [2:54] In this week’s podcast, Marc will start a short series of episodes based on his Multi-generational Workplace Workshop. Marc will deliver this workshop on March 7th for the Texas Hospital Insurance Exchange. Marc has been updating and republishing his blog series on the multi-generational workplace, first published in 2012 or 2013. [3:31] The premise is that each generation, from The Greatest Generation all the way through Gen Y, has some shared characteristics, based on when they grew up. These generations are not homogeneous; they vary. [3:43] Marc will take you through why each generation does what they do. Marc will introduce a concept called “Generational Echo Effects.” As we grow up and leave home, we tend to do one of two things: we either do what our parents told us to do or the exact opposite. So, we ping-pong our behaviors between generations. Listen for examples! [4:15] Marc introduces the Multi-generational Workplace “Why Can’t We Just Get Along?” Workshop. Please find handouts at CareerPivot.com/Multigen. The handouts are optional; there is a useful chart Marc will use — the U.S. birth rate per thousand. [4:52] There are five generations in the workplace today. Marc will describe each generation in multiple ways: events they experienced or didn’t experience, their technology, how they communicate, how they learn, who were their parents, and which presidents came from each generation. [5:41] As an example of a generational difference, Marc asks ‘How did we research the question, ‘What’s the capital of Madagascar?’” [5:48] Marc will look at the parents of each generation and the presidents that came from each generation. [6:04] The Greatest Generation (G.I. Generation), born between 1900 and 1924, were the parents of Baby Boomers. The Greatest Generation has their fingerprints all over big business. Many of the mission and value statements of the biggest companies, such as Ford, GM, and IBM, were created by the Greatest Generation, or even earlier. [6:44] Marc will take you through some highlights from the U.S. birth rate chart of how each generation is really very different. [6:55] The Greatest Generation, was a very large generation. Birth rates up to that time were very high. The Greatest Generation was over 90% White. The Silent Generation, born from 1925 to 1945, is a very small generation because birth rates plummeted during the Great Depression and World War II. [7:39] The small size of the Silent Generation has an echo effect on their children’s generation, which is mostly Gen X. The Silent Generation (also 90%-plus White) had very high levels of alcoholism and of divorce. This is also echoed in Gen X. [8:02] Then come Baby Boomers, born between 1946 and 1964. This was a very large generation. This generation is about 80% White, due to the Immigration and Nationality Act of 1965, which eliminated quotas that favored Northern European immigrants, and the end of the Bracero Program for agricultural workers, in 1964. [9:08] The Bracero Program was ended because of abuse by business. At the end of the program, however, many of the workers did not return to Mexico. [9:41] Baby Boomers are shifting, with a lot of Asians having joined them since 1965. [9:51] The next generation is Gen X, a very small generation. Their parents, the Silent Generation was a very small generation. Gen X is also small because of a technology change in 1965. Marc will cover that change later. Gen X is about 65% White. [10:30] Gen Y (The Millennials) is a big generation because they are the children of the Baby Boomers. [10:41] The Silent Generation was about 50 million people. Baby Boomers were 79 million. Gen X born here is about 45 to 55 million; the Census Bureau shows Gen X as 75 to 80 million, with immigration. Gen Y is a very large generation at 80 million-plus. Gen Y is about 50% White. In border states, it is under 50% White. [11:24] Donald Trump, at the beginning of the Baby Boom generation grew up under very different conditions than Gen Y. Gen Z will be the first generation where Whites are a minority. [11:54] Marc steps through the five generations. The Greatest Generation largely grew up through the Depression. Every male of this generation probably served in the military or some type of public service in WWII. They understood deprivation. They believed in big government.[12:39] This generation knew how to save. They largely created what we had in the post-WWII boom. [12:54] The Silent or Traditionalist Generation, born between 1925 and 1945, is a very small generation. Birth rates plummeted during that time. The name “Silent Generation” came from a 1951 Time Magazine article saying they were very quiet. However, stepping into the late 1950s, they raised their voices. [13:33] Favorite Rock and Roll stars of the 1950s and 1960s include Elvis Presley, The Beatles, The Rolling Stones, who all came from the Silent Generation. Martin Luther King, Malcolm X, Bobby Kennedy, and civil rights activists came from the Silent Generation. Vietnam War protests were led by the Silent Generation. [14:23] The Silent generation produced no presidents. Every president from JFK to George Bush Sr. was of the Greatest Generation. The Silent Generation had a very high level of alcoholism and a very high level of divorce. A technology change, called “the pill,” which came out in the 1960s, caused divorce rates to soar. [15:04] This generation didn’t look like the G.I. Generation. It was a very small group. [15:17] Next come the Baby Boomers or those of us in the second half of life. Our generation is very, very large and we changed everything because of our size. As we exit the workforce, we don’t like leaving. We are used to being in control. We are the opposite of our parents. [15:52] Our parents, the Greatest Generation, liked big government. Our generation, the Baby Boomers, after Vietnam and Watergate, do not trust government at all. Our parents saved money. Our generation spent money. There was a very important technology change in 1969 that Marc will cover later. [16:32] Gen X, born from 1965 to 1982, had a relatively peaceful time growing up. There was no Vietnam or Watergate to protest. There were no catalytic events that brought them together, and they often don’t identify with a generation. This generation is very small. They are the opposite of their parents. [17:35] Their parents had a very high rate of divorce; Gen X has a very low divorce rate. Why? Because they don’t get married. Half of this generation grew up in single-parent households. They were the latchkey kids. This was due to a technology change in 1965 that Marc will cover later. [18:11] This generation looks very different from Baby Boomers, is very small, and mostly delay marriage or do not marry because their parents were divorced and they don’t want to go through the same thing. [19:11] Gen Y or the Millennials, born between 1983 and 2000 (approximately), largely are connected electronically. Marc uses his son, born in 1984, as an example. When he went to college in 2002, he was given a laptop. There was no Wifi, but with a cable, he could walk around the University of Dayton campus and plug in anywhere. [19:47] When he was in middle school, doing research on Bob Dole vs. Bill Clinton, Marc helped him research and they found everything online. This is a generation that has grown up connected. This will be even more true with Gen Z. Gen Y wasn’t required to memorize everything. [20:22] Gen Y learns things starkly differently than Baby Boomers. Marc gives an example of researching. A Gen Y person doesn’t remember the facts they “Google” because they don’t have to. Marc does because he learned to remember things. In school, Marc had to memorize state capitals. Kids today just look them up. [21:45] By the way, that really annoys Baby Boomers! [21:49] Those are the five generations in the workplace, today. By 2025, Gen Y will be the majority. Baby Boomers and Gen X will be the minority. Today, Baby Boomers and Gen Y are equally split, while Gen X is the smallest group. There aren’t enough Gen Xers to fill Baby Boomers’ shoes. [22:28] Marc hopes this has given you a good framework for where he is going in the next one or two episodes of the Repurpose your Career podcast. He will explain how each generation is different, how they are the same, and why they are the way they are. [22:53] In Marc’s Communications blog post, Marc said, if he wants someone to listen to him, he has to adapt to them. For many Boomers, when they deal with “these kids,” the Gen Y, Boomers don’t want to adapt. Boomers want Gen Y to behave like them. They don’t — because that’s the way we made them! [23:31] Please look for next week’s episode, where Marc will cover the Greatest, the Silent, and maybe the Baby Boom Generations. Marc thanks you for listening to this episode and he hopes you enjoyed it. The following week Marc will cover Gen X and Gen Y — why they likely do not get along and why Boomers misperceive Gen Y. [24:04] Susan Lahey and Marc are working on the next edition of Repurpose Your Career, and Marc is looking for your help. Marc has formed a release team of readers who will get access to pre-release chapters of the book to provide feedback. [24:17] Marc has already released the opening chapter to the release team. You can be part of this team by going to CareerPivot.com/RYCTeam where you can sign up. [24:30] When you sign up, you’ll receive the pre-release versions of chapters when they become available. What Marc asks in return is for you to provide feedback and be prepared to write a review on Amazon.com when the book is released. [24:46] Marc and Susan are adding about eight new chapters to the book and re-writing several others. Marc will release a new pre-release chapter on the podcast and to the team every four to six weeks in the coming months. [25:06] The CareerPivot.com/Community website has become a valuable resource for almost 50 members who are participating in the Beta phase of this project. Marc is currently soliciting members for the next cohort. [25:17] If you are interested in the endeavor and would like to be put on the waiting list, so Marc can interview you, please go to CareerPivot.com/Community. When you sign up you’ll receive information about the community as it evolves. [25:31] Those in the initial cohorts will get to set the direction for this endeavor. This is a paid membership community with special content. More importantly, it will be a community where you can seek help. Go to CareerPivot.com/Community to learn more. [25:55] Marc shares an example of what happens in the community. One of the members was offered a lower-level position at a company where she was applying for a different job. She asked for opinions and four or five members shared applicable experiences and advice with her. [26:23] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you listen to this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [26:46] Please come back next week, when Marc will continue in this series, discussing the Greatest, Silent, and Baby Boomer Generations. [26:56] Marc thanks you for listening to the Repurpose Your Career podcast. [27:00] You will find the show notes for this episode at CareerPivot.com/episode-111. [27:07] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, Overcast app, or the Spotify app.

Dr. Jeremy Graves explains some of the fears that multi-generational workplaces deal with. Finding ways to have frank discussions will allow everyone to bring their best to the table.

Navigating intergenerational relationships in your business can be tricky, but it’s absolutely essential in order to achieve success. On today’s show, we speak to Jeff Havens, business development trainer and author of the best selling book, Us vs. Them: Redefining the Multi-Generational Workplace to Inspire Your Employees to Love Your Company, Drive Innovation, and Embrace Change, to tell us the best ways to address these generational differences. https://www.myasbn.com/small-business/management/how-to-address-generational-differences-in-the-workplace-jeff-havens-business-development-trainer/

With people living longer than ever – and therefore wanting to work longer – a big question many workplace leaders are asking themselves today is whether workers in their 40’s, 50’s and 60’s can remain relevant in our rapidly changing digital world. If you have even a tinge of gray in your hair, you’ll be […] The post Chip Conley: How To Create A Thriving Multi-Generational Workplace appeared first on Mark C. Crowley.

With people living longer than ever – and therefore wanting to work longer – a big question many workplace leaders are asking themselves today is whether workers in their 40’s, 50’s and 60’s can remain relevant in our rapidly changing digital world. If you have even a tinge of gray in your hair, you’ll be pleased to know that many companies are coming to realize that qualities that only come with age – i.e. humility, emotional intelligence and wisdom – are in short supply in many of their units. And so, they’ve begun re-embracing their older and more experienced employees who often possess them. For the first time in history, we have five different generations working together in organizations – and few of us have experience in melding people of wildly different ages & mindsets into cohesive teams. And with unemployment at record lows across the globe, organizational success has suddenly become dependent upon our making multigenerational teams come together as one. Few people can help us navigate this new world order than Chip Conley.  After selling the boutique hotel management company he founded and managed for 24 years, he was faced with securing a new career.  And after receiving a call from Airbnb’s 31-year-old co-founder and CEO, Brian Cheskey, he accepted a role as Airbnb’s “Head Of Global Hospitality and moved to Silicon Valley. But on day one, he realized he was knee-deep in foreign waters. His boss was young enough to be his son – and his co-workers were all even younger – 20-something tech geniuses with whom he had almost nothing in common. As Chip details in his new book, “Wisdom At Work – The Making Of A Modern Elder,” (and in our discussion) it took some time to find his sea legs before he realized the profound influence he could have by mentoring Airbnb’s young team.  And over the next four years, he discovered the most successful ways of bringing young and old workers together for the benefit of the organization and for the well-being of everyone involved. In just a few years, half of all workers will have someone younger than them as their boss. And whichever side of the equation you’ll be on come then, you’ll need solid guidance on how to make that relationship succeed. Providing you with this insight is the focus of this wonderful chat with Chip Conley.

With people living longer than ever – and therefore wanting to work longer – a big question many workplace leaders are asking themselves today is whether workers in their 40's, 50's and 60's can remain relevant in our rapidly changing digital world. If you have even a tinge of gray in your hair, you'll be […] The post Chip Conley: How To Create A Thriving Multi-Generational Workplace appeared first on Mark C. Crowley.

Welcome to a special edition of “What’s Next?” In this episode, you’ll hear from Annemarie Henton at our 2018 global summit in Boston, MA. The opinions expressed in What's Next podcasts are not necessarily those of CoreNet Global.

“Leadership isn’t generational, it’s relational.” Robby, the founder of Sana Sano Consulting, is a high-performing transformation leader with experience driving change initiatives from startups to Fortune 100 companies. He has shepherded clients through re-orgs, technology implementations, talent evaluation, strategic planning, and multiple acquisitions. He believes in the power of real teams and is passionate about bringing people together to achieve more. He is an engaging, off-the-charts presenter and teacher, sought after in both organizations and at the university level. Robby's first book, Counter Mentor Leadership, which he co-authored with his father, teaches leaders how to be effective in the chaotic, four-generation workplace.   Listen And Learn: The complexities of managing and leading the four generations currently in the workplace. Why engaged organizations are safer, and have better employee retention and better bottom line growth. The benefits of Counter Mentor Leadership. Why it’s important to be a “next-level communicator,” especially in times of change. The four most dangerous words a leader can say.   TO LEARN MORE ABOUT SANA SANO CONSULTING, CLICK HERE. TO FIND ROBBY RIGGS ON LINKEDIN, CLICK HERE.

Listen Here: Nicole Royer has spent the past three years speaking on college campuses across the country about entrepreneurship and the challenges of the multi-generational workplace. Her ebook Unexpected Benefits of a Multi-Generational Workplace, delves into how businesses should change culture to benefit all generations, from baby boomer to millennial. Debunking Millennial Worker Myth What is the biggest […] The post Podcast: Debunking Millennial Worker Myth appeared first on JenningsWire.

We now have four generations under the same roof for the first time in workplace history. Each has different perspectives, communication styles and expectations adding spice to old adages about office politics. Presentation in PDF format