As the CEO of Inspirion Inc., Misti Burmeister is committed to helping organizations and individuals reach their potential across the generations through individual and corporate coaching, speaking and emerging leadership seminars. She has worked with top fortune 500 companies, military leaders, national associations and education institutions around the country.
Misti Burmeister is a recognized expert in Generational Communication. Learn more about how to improve the communication between generations at Inspirion Inc.
With 2006 underway and the Baby Boomers beginning their move into retirement, many companies are searching for ways to attract, retain and motivate the next generation of leaders. The more seasoned generations have an incredible amount of experience and expertise, while the younger generations are techno literate and eager to learn. The opportunities for collaboration and growth are tremendous.
The more seasoned generations have an opportunity to share their expertise and aid in the development of the next generation of leaders. Likewise, the younger generations have in front of them an opportunity to learn from the experiences of the generation that came before them.
That being said, why aren't the more seasoned generations sharing their expertise and mentoring the youngest generations? Why aren't the youngest generation employees reaching out for mentorship? Why are the younger generations jumping from job to job - from company to company? Why is there such a disconnect between generations? Why are companies spending so much money on training their new hires, just to turn around and watch them leave to work for other companies?
Fostering a work environment in which employees from a variety of generations can work in partnership toward the achievement of the company mission, grow together and learn from each other, while reaching their individual goals, requires awareness and understanding. Each generation has unique work ethics, diverse perspectives on work and life, distinct preferred ways of being managed, individual styles and unique ways of viewing such work-world issues as quality, service and showing up for work.
Managing The Generation Gap
Silent Generation:
1. Assets: stable, detail oriented, thorough, loyal, hard working
2. Liabilities/Challenges: inept with ambiguity and change, reluctant to buck the system, uncomfortable with conflict, reticent when they disagree
Baby Boomers:
1. Assets: service oriented, driven, willing to "go the extra mile," good at relationship, desire to please, good team players
2. Liabilities/Challenges: not naturally "budget minded," uncomfortable with conflict, reluctant to go against peers, may put process ahead of results, overly sensitive to feedback, judgmental of those who see things differently, self-centered
Generation X:
1. Assets: adaptable, technoliterate, independent, unintimidated by authority, creative
2. Liabilities/Challenges: impatient, poor people skills, inexperienced, cynical
Generation Y:
1. Assets: optimism, tenacity, heroic spirit, multitasking capabilities, technologically savvy
2. Liabilities/Challenges: need for supervision and structure, inexperience - particularly with handling difficult people issues
Ultimately, How Can the Generations Understand Each Other Better?
Employees from all levels and each generation within the organization must be formally trained in generational workplace dynamics. Once individuals from the various generations understand each other, they can discuss those differences openly, identify strengths and weaknesses, and successfully plan for the most effective way to reach desired goals. When Silents and Boomers take the time to understand Xers and Yers, and Xers and Yers take time to understand Silents and Boomers, the respective contributions will bring extraordinary results.
Misti Burmeister is a recognized expert in Generational Communication. Learn more about how to improve the communication between generations at Inspirion Inc
If you and/or the leadership of your organization want to learn more about leveraging generational differences - or supplement the work you are doing internally - visit http://www.inspirioninc.com for information on our workshops and coaching solutions. They provide workshops and one-on-one leadership coaching solutions that deliver results for people, performance and shareholder value.
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By: Misti Burmeister | 05/09/2008 | Customer ServicePeople, by-in-large, have good intentions; they sometimes simply don't understand how they are coming across. And if we focus on enlightening those who open their mouths and insert their high heels, we accomplish so much more than when we simply get angry.
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By: Misti Burmeister | 05/08/2008 | Human ResourcesThe generational challenge is not one that rests solely on the shoulder of organizations or seasoned professionals. It's equally important to educate all generations on the magnificence and importance of these differences. Here are some of her tips and techniques for leading across generations, regardless of generation.
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By: Misti Burmeister | 12/06/2008 | Customer ServiceMany organizations are looking for the quick fix when it comes to attracting and retaining both customers and talent. While I usually say, "there is no quick fix to anything," today I'm going to share a story that will show you how to do it right. Is it a quick fix? You bet -- as long as you make firm commitment upon completing this newsletter.
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By: Misti Burmeister | 14/03/2008 | CorporateWith Baby Boomers beginning their move into retirement, many companies are searching for ways to attract, retain and motivate the next generation of leaders. The more seasoned generations have an incredible amount of experience and expertise, while the younger generations are techno literate and eager to learn. The opportunities for collaboration and growth are tremendous.
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