Senior leaders are nearing retirement, taking with them years of knowledge and experience. Mid-level leaders are filling up the C-suite, but there aren’t quite enough of them to fill in the gaps. Meanwhile, lots of early careerists are on the scene, bright-eyed and ready to make their mark on your company. A major demographic shift is underway in your organization.
Even more compelling than the numbers are the cultural distinctions they represent. This helps to explain why one generation is more comfortable with hierarchy and another advocates a network or flat model — why one generation thinks office hours should be defined, while another sees no need for a brick-and-mortar office at all.
Generational friction subtly manifests in multiple forms like miscommunication, productivity loss, disengagement, and retention issues- all direct hits on your culture and bottom line.
You get it, and you’re feeling the impact. What you really want to know is what to do about it: How can you reduce the fallout? How do you combine fundamentally different views to build something better and stronger? And where on earth do you start?
INTRODUCING THE GENERATIONAL ADVANTAGE TRAINING PROGRAM
In the midst of costly and frustrating challenges, only 20% of companies have a plan to manage the intergenerational dynamics of their workforce. The GENERATIONAL ADVANTAGE training program is designed to help you transform confusion into a prioritized plan that sets you apart.
It’s a solution for organizations ready to go beyond basic understanding into deeper learning and action, leveraging generational insights to improve outcomes today and harnessing the opportunity for future benefit. Here’s how the training works:
We begin with a blueprint discussion, a vision of what success looks like and how to measure it. We ask strategic questions and spend time up front to understand your needs, objectives, business strategy, and culture.
There’s no simple formula that solves all generational issues. We have found, however, four root causes of conflict that, once understood and improved, enable competitive advantage during generational transitions. With your blueprint as our guide, we share the following four modules and experiential training activities to equip participants create a focused plan for success.
Module 1: UNDERSTAND
why generational trends matter
In this eye-opening 2-hour session, you’ll get to know each of the generations in the workforce and learn how to engage them. Takeaways include:
- How and why demographics are disrupting the workplace
- How the unique journey of each generation has impacted its perspective – and where those perspectives synergize and misalign
- How to respectfully communicate with, lead, and motivate members of all generations
Generations at a Glance Guide
Module 2: APPRECIATE
and leverage generational diversity
In this 2-hour session, you’ll learn and apply practical strategies to harness the collective strengths of all generations in the workplace. Takeaways include:
- Hard questions your organization should ask
- How to evaluate and shift bias and see others in a more positive light
- How to leverage generational diversity and create a culture where everyone thrives
- What others are doing to create intergenerational advantage
Generational Fluency Mindset Guide
Module 3: COMMUNICATE
so everyone can hear and understand
In this 2-hour session, you’ll learn how to translate your message clearly across generational and cultural lines. Takeaways include:
- Strategies to ensure your personal effectiveness as a communicator
- Targeted messaging, channels, and visual approaches to reach each generation
- Universal communication and messaging techniques that engage all generations
Generational Translation Guide
Module 4: ADAPT
and transfer knowledge among generations
In this 2-hour session, you’ll use demographics to forecast the future and evaluate where you need to adapt to ensure a flourishing organization. Takeaways include:
- Divergent thinking and change readiness mapping for the future
- Knowledge transfer best practices
- Practices to honor established generations, empower emerging generations, and ensure your company’s legacy
Knowledge Transfer Guide
PLAN FOR ADVANTAGE
In this closing session, participants review their take-a-ways and action items for each module and streamline them into a prioritized action plan to manage generational dynamics going forward.
After training we provide content refreshers and coaching to help monitor your progress- providing feedback and ongoing support to ensure success.
Who is GENERATIONAL ADVANTAGE training for?
❏ Have you identified generational challenges and/or opportunities within your organization, or with the customers you serve?
❏ Are you ready to move beyond basic generational understanding to in-depth learning, action, and improvement?
If you checked these boxes, the training is for you! It’s especially relevant to organizations in business, education, government, and ministry.
Can this training be customized at different levels within my organization?
The training can be tailored to any audience. We recommend starting with leadership and then strategically introducing it to the rest of your workforce. This planning process is part of your blueprint.
To help facilitate your company-wide vision, GENERATIONAL ADVANTAGE has two tracks: a leadership track with insights to make informed decisions, drive culture, and implement best practices; and an individual track with insights to interact with colleagues, customers, and leadership.
How is GENERATIONAL ADVANTAGE delivered?
We start with a conversation to understand your challenges and opportunities and help to build a plan, using the four modules as our base. All content and tools are designed to align with and further your strategy, current initiatives, goals, timelines, and culture. Often, we see one of three pathways of delivery emerge:
- Retreat: A day-long seminar or evening kick-off session followed by a day of training. This is the format most favored by clients
- Workshops: Two half-day seminars, with the first modules focused on understanding trends and the second on implementing solutions
- Learning Series: Quarterly training sessions, tackling the four modules over the course of a year
The format is customized to meet your needs. Content refreshers and coaching are offered in between or as follow-up to training sessions to ensure sustainability.
What is included in GENERATIONAL ADVANTAGE?
First, we hold a voice or video call to understand your needs and desired outcomes, then map out a proposal for your approval.
Once a contract is in place, we put together a plan and create an agenda that includes our four training modules and experiential training activities focused on your specific challenges. We provide promotional materials and printable workbooks for each participant. ReGenerations books (recommended but not required) are sold at a conference discount.
Is the training fun?
Yes! And there are hundreds of ways to add flair and flavor to what we do. Some clients have helped to bring the training alive with music and fashion from every decade and “personal archives” featuring toys, ads, and technology from the past.
We’ve hosted intergenerational think tanks, generational panels, and knowledge-sharing sessions where established generations teach skills like financial literacy and emerging generations teach about new technology. We love developing creative ways to make sure our training is meaningful and relevant!
Who facilitates the training?
We staff each event based on need. For smaller events, you may have one trainer; for larger events, you may have multiple. We team up with a talented network of professionals – researchers, strategists, coordinators, and creatives – who are all committed to helping you achieve your goals.
In all cases, our founder Jessica Stollings leads the charge. She’s a national speaker and author who’s been known to bust out a few stories and songs from her formative decades, the 1980s and 90s. New Kids on the Block, anyone?
You may also meet Tony Moore, a speaker, trainer, culture architect and recovering Human Resources Executive who has an MS in Organizational Leadership and is a SHRM Senior Certified Professional.
How much does this training cost?
Email email@example.com for details or to book the GENERATIONAL ADVANTAGE training program for your organization.