Training Programs for Intergenerational Understanding

Managing the Multigenerational Workforce (MGW) - 2025 Over the weekend I had dinner with a room full of senior bankers. Their organisation has a long running HiPo young talents programme (2 year rotations followed by a permanent assignment, fresh from college). As the wine flowed through the evening, the bankers were lamenting at the poor social skills and EQ of some of the young professionals rotated to work with them, even at the same time acknowledging their intellectual prowess and academic pedigree. I agree that the MGW is a challenge for managers and organisations (as well as the new joiners) but at the same time it is a HISTORIC opportunity to leverage the cognitive diversity that is coming due to demographic and technological changes. Some actionable steps leaders and managers, as well as HRBPs, L&D leaders can consider to 'ease the pain' and 'leverage the challenge': (1) For young professionals fresh from graduation : While assessment centres and interviews generally are OK at assessing personality, IQ or technical proficiency, they are poorer predictors of how well new joiners (especially young HiPo) can acclimatize socially and and how strong they are in important soft skills such as: ⏰️ Time Management / Prioritization 🗣 Verbal Communication skills 🖥 Presentation Skills 📊 Making sense of data 🤝 Collaboration skills especially in cross cultural settings 🪄 Influencing others by persuasion 💡 Resourcefulness and Initiative Leaders and managers can consider introducing "play based training" (with LEGO for example) as part of their assessment, or on-boarding to either evaluate if they have the skills, or to help new joiners build them. Many programs fail when they only group new joiners and exclude their managers. A training intervention MUST mimic actual work scenarios to the fullest extent. (2) Managers of MGW The training here includes recruitment, on-boarding and coaching. There must be a deeper understanding of what makes GenZ and Millennial HiPos tick, and its an opportunity for leaders to shed their assumptions of the younger generation. (3) L&D / HR Leads The opportunity here is to review existing L&D modalities and revamp delivery methods to cater to younger generations - gamification, competition, leaderboards etc. But also take the opportunity to INSIST and EMPHASIZE the importance of social collaboration at work, get seniors to coach juniors (and vice versa, example in digital skills). So, we all have a choice. Continue to complain about the MGW, or take advantage of it in 2025. #leadership #organisations #generationalchange #genZ #millennial #hipo #managers #leaders #coaching

I partnered with Madecraft almost a year ago to create a new learning course, "𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗚𝗲𝗻 𝗭 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗦𝘁𝘆𝗹𝗲𝘀 𝗳𝗼𝗿 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀," 𝗳𝗼𝗿 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴. The response has been fantastic: 𝟰.𝟳/𝟱 𝘀𝘁𝗮𝗿𝘀, 𝘄𝗶𝘁𝗵 𝗻𝗲𝗮𝗿𝗹𝘆 𝟲,𝟬𝟬𝟬 𝗽𝗲𝗼𝗽𝗹𝗲 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗱𝗶𝘃𝗶𝗻𝗴 𝗶𝗻 𝗮𝗻𝗱 𝟰𝟲𝟮 𝗺𝗲𝗺𝗯𝗲𝗿𝘀 𝘄𝗵𝗼'𝘃𝗲 𝗹𝗶𝗸𝗲𝗱 the content. Many managers are still scratching their heads about how to connect with their Gen Z team members. The communication gaps are real, and they're causing more friction than anyone wants to admit. I talked about it on my last appearance on the AM Northwest Morning Show (https://lnkd.in/g2ZuYGjt). Here's what we keep👂🏽 hearing: "They seem disengaged in meetings," "I don't know if they're understanding me," "Their communication style feels... different." That's why I created a course to bridge that gap and help managers actually connect with the newest generation in the workforce. What you'll learn: ☑️ How Gen Z actually prefers to receive feedback and direction ☑️ Why their communication style isn't disrespectful - it's just different ☑️ Practical strategies for meetings, one-on-ones, and project collaboration ☑️ How to leverage their strengths instead of fighting their natural tendencies The goal is to meet them where they are and create an environment where everyone can do their best work, rather than trying to change them or making them "more professional." Check it out so you can turn generational differences into a competitive advantage: https://lnkd.in/emD6YReV

👉 In a rapidly evolving workplace, staying connected to new trends, technologies, and perspectives is crucial. Enter REVERSE MENTORING—a powerful approach where younger employees are empowered to mentor senior leaders. Research has found that reverse mentoring programs help leadership teams bridge generational gaps, significantly enhancing mutual understanding within organizations, and fostering a more collaborative environment. 🤝 ✅ Why Reverse Mentoring Works: ● Keeps Leadership Teams Connected to Emerging Trends: Helps senior leaders gain insights into the latest technologies, digital tools, and cultural trends, which are often second nature to younger employees, so they can make well-informed strategic decisions. ● Fosters Intergenerational Understanding and Collaboration: Breaks down generational barriers and builds a culture of mutual respect. Everyone benefits from greater appreciation of diverse perspectives. ● Challenges Established Norms and Encourages Innovative Thinking: Makes a dynamic shift away from traditional mentoring to invite new ideas, question outdated processes, and encourage innovative problem-solving. ● Develops Leadership Skills in Younger Employees: Provides young professionals with a unique opportunity to build their confidence and hone their leadership skills. Reverse mentoring isn’t just a trend; it’s a strategic move to future-proof your organization. 💡 How is your organization leveraging reverse mentoring? Please share your strategies and experiences! Reference Kobie, N. (2022, November 14). “Reverse mentorship”: How young workers are teaching bosses. #ReverseMentoring #Leadership #Innovation #Diversity #IntergenerationalWorkplace #ExcellenceUnscripted #KeynoteSpeaker #MotivationalSpeaker

Bridging the Generational Gap in Family Enterprises: Engaging Millennials and Gen Z Recent research reveals a significant disconnect between younger generations and current leaders in family enterprises. Here's how forward-thinking families are addressing this critical challenge: Early Engagement: - Familiarize next-gens with the family business from a young age - Use age-appropriate involvement to build understanding and interest Education and Mentoring: - Implement formal investment committee training with mentors - Provide ongoing education about family business operations and wealth management Philanthropic Involvement: - Encourage volunteer work and charitable efforts - Help young family members understand the impact of giving back Gradual Responsibility: - Start with small-scale involvement and build over time - Allow next-gens to grow into larger roles at their own pace Open Communication: - Ensure all generations have a voice in family discussions - Create platforms for sharing ideas and concerns across age groups Formal and Informal Grooming: - Balance structured training programs with casual learning opportunities - Adapt approaches to suit individual learning styles and interests

Bridging Generations in the Workplace! Conducting my 1-Day Bridging the Gap: Mastering Intergenerational Communication Differences and Conflict Resolution Certificate Program was a powerful experience, reaffirming how impactful understanding generational differences can be in the workplace. 🌟 In my latest article, I break down the biggest misconceptions different generations have about each other and how knowledge and awareness lead to stronger, more collaborative teams. Why read it? You’ll gain fresh insights, practical strategies, and the simple yet powerful Three R’s: Recognize, Respect, and Reconcile. I guarantee you’ll walk away with more compassion, understanding, and patience for your colleagues—no matter their age. #GenerationalDifferences #HRTrainingclasses #Leadership

𝗪𝗵𝘆 𝗚𝗲𝗻 𝗭 𝗠𝗲𝗻𝘁𝗼𝗿𝘀 * * are the CEOs’ Secret Weapon for Future-Ready Leadership The days when leadership wisdom only flowed down the hierarchy are over. Top CEOs worldwide are now embracing Reverse Mentoring — being mentored by their youngest employees, mostly Gen Z — to stay ahead. Why? Because Gen Z brings far more than TikTok trends. They bring fresh perspectives on diversity, digital fluency, sustainability, and workplace culture that senior leaders often miss. This is the essence of intergenerational intelligence — the ability to understand, value, and leverage diverse generational perspectives to lead effectively. Warren Bennis nailed it: “Leaders are made, not born.” Today’s leaders are shaped by learning from their junior colleagues. I’ve seen firsthand how these connections dismantle outdated assumptions and spark authentic change. The real power lies in: 𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗱𝗼𝘄𝗻 𝗵𝗶𝗲𝗿𝗮𝗿𝗰𝗵𝘆: When a CEO listens to a junior mentor, it sends a powerful message — every voice matters. 𝗗𝗿𝗶𝘃𝗶𝗻𝗴 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻: Gen Z mentors share bold views on innovation, climate action, and mental health that shape meaningful strategies. 𝗨𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰 𝗱𝗶𝗮𝗹𝗼𝗴𝘂𝗲: Reverse Mentoring removes the usual office politics filter, delivering unvarnished insights. 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝘁𝗶𝗽:  Start with a “digital shadow” session where your Gen Z mentor walks you through their favourite apps and tech hacks. It’s a small step that builds trust and opens doors for deeper conversations. Ready to unlock your organisation’s potential? Eminere Limited's detailed roadmap lays out exactly how to set up a Reverse Mentoring programme that works. 𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗳𝘂𝘁𝘂𝗿𝗲-𝗿𝗲𝗮𝗱𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝗮𝗴𝗲 — 𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆 𝗮𝗻𝗱 𝗲𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗶𝗻𝘁𝗲𝗿𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲. #ReverseMentoring #LeadershipDevelopment #GenZMentor #InclusiveLeadership #IntergenerationalIntelligence #FutureOfWork #InnovationCulture #OrganisationalTrust #PsychologicalSafety #LeadershipEvolution  #Eminere Eminere Limited Out-take from our Reverse Mentoring Panel SXSW London. Alongside Angela Tangas Sean Doyle Isabel Berwick