![]() It's all about, "Oh, they're entitled," or, "They're trophied," or, "They're spoiled," or etc. No filters.īecause when you hear certain generations or where the names come up, your first thought may go stereotypical, especially for the millennial generation. I have breakouts with the students where they are able to write down as many negative stereotypes of each of the four, now five generations. Besides talking about the landscape of the five generations and the definitions and just getting some of the terminology out of the way, one of the first things we always have to address first are stereotypes. So what do you talk about? What's on your syllabus for this course? So even though it's just one night a week, it does unfold over the whole semester. And now that we have five generations in the workplace, it's just such a relevant and ideal topic right now. So thankfully, some academia are recognizing that before MBA students finish their graduate work, that there's relevance to getting some real life business experience context. I had a workshop similar to that, that I now do at St. And just a dovetail on that, Carnegie Mellon here in Pittsburgh, actually part of their leadership immersion program offered a handful of different courses that MBA students had to take to, again, kind of fill in their leadership development. So even though, as you point out, it's not a three-day-a-week course for the course of a semester, but I mean, it is an important topic, and it does make sense that that would be part of an MBA program for the reasons you just shared. And therefore, the class becomes relevant because I'm literally helping share with them and expose with them or talk about best practices, how they navigate the minefield of managing people that are their parents' age. And in fact, they're leading sooner than any generation before them. ![]() Some millennials are right now literally the age of, say, 23 to 38, and they're managing. However, every semester it's becoming more relevant simply because most of my students are under the age of 40, so they're millennials. So while it does last the whole semester, it isn't three days a week for six or 18 weeks. The students work full time, and then are taking my class as an adjunct to fulfill their MBA curriculum. A little caveat or full disclosure, while the class does unfold over a full semester, it's a night class in the graduate program. So the first question that comes to mind for me is, what makes generations in the workplace such a rich subject that you could spend an entire semester talking about it?Īn excellent question. You teach a university course on generations in the workforce. Let's just jump right into this class that you teach. We're talking all about generations in the workplace. Louis University called “How to Leverage Generational Diversity.” So that's what we're talking about today with Tim. Tim is a certified global coach, a sought-after keynote speaker with a passion for empowering others to realize their full potential, an international bestselling author. Today's topic is generations in the workplace. ![]() ![]() Today's topic is focused on the 480 days, the number of work days in a two-year period, and the trends and forces leaders need to be aware of that impact their businesses. Hello, I'm Craig irons, and I'm your host today for the Leadership 480 Podcast from DDI, the podcast that's all about making the most of every moment of leadership. In part one of our interview with author and coach Tim Dean, we discuss what these groups bring to the table and the unfair stereotypes associated with each generation. This much generational diversity is sure to breed clashing work styles and world views. For the first time in history, there are five generations in the workforce: Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. ![]()
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