description

From HBR.org:

“Generational identity should be a source of learning, not division.”

“Are tensions between different generations escalating? In organizations, lack of trust between older and younger workers often yields a culture of competition and resentment that leads to real productivity losses. But when age-diverse teams are managed well, members can share a wide array of skills, knowledge, and networks with one another. Today’s organizations already have the means to help leaders take advantage of these assets: tools that have been used by cross-cultural teams for decades and by DEI initiatives more recently. But these tools are rarely applied to age biases and conflicts. To change that, the authors offer a four-part framework of identifying assumptions, adjusting your lens, taking advantage of differences, and embracing mutual learning.”

paywall

Access resource