In today’s rapidly evolving professional landscape, the workplace has transformed into a diverse tapestry of generations, each contributing unique perspectives and experiences. From the seasoned veterans with decades of knowledge to the fresh-eyed millennials and the tech-savvy Gen Z, the intermingling of different age groups has given rise to both challenges and opportunities. One of the most potent tools at our disposal to bridge the generational divide and foster a collaborative, thriving work environment is shared learning.

Embracing shared learning within the workplace is more than just a trendy buzzword; it’s a transformative approach that fosters a culture of inclusivity, mutual respect, and innovation. In this blog, we will delve into the power of shared learning and explore how it acts as a cohesive force, harmoniously connecting people from various generations. Together, we will discover the numerous ways in which shared learning closes the generational gap, breaking down barriers and nurturing a workplace where all employees can thrive and reach their full potential.

In his book “Back to Human: How Great Leaders Create Connection in the Age of Isolation”, NYT bestselling author Dan Schawbel provides the following insights for today’s workplaces:

“There’s a great cultural and technological divide between younger and older workers, but both can benefit from each other’s knowledge and skills in important ways.

What Younger Workers Can Teach Older Workers

• New technologies that will impact internal collaboration and their profession and industry and how to use them.
• The importance of diversity and how it can benefit the team, since younger employees are the most diverse in history.
• How change is inevitable, why the skills of today may not be as valuable in the future, and how to learn new skills.
• Why they shouldn’t give up on their dreams. Research shows that younger workers are more optimistic and can use that to inspire older workers.
• The collaborative mind-set that will help older workers best interact with them, brainstorm, and come up with new ideas.

What Older Workers Can Teach Younger Ones

• The struggles and setbacks of building a career and the importance of having years of experience.
• The soft skills that have helped them build the relationships that have made them successful.
• The loyalty that makes others on your team want to invest in your learning and development.
• The regrets they might have had in their career and how to not make the same mistakes.
• How to manage corporate politics that naturally occur in any corporation, especially larger ones.
• The skill to handle conflicts in the workplace and the wisdom to use those conflicts to actually solve problems and form stronger relationships in the aftermath (p. 133-135).”

What are your experiences working with people from differing generations? Do these points ring true to you? Feel free to sound off in the comments below!

Welcome to April – that time of year when the world is emerging from the dreary winter days and things begin coming alive once again. This month, we will “spring forward” with our clocks, launching into Daylight Savings Time. We’ve also just wrapped up another amazing Women’s History Month. While we spend time celebrating the amazing accomplishments of women throughout history, it is also a timely reminder that it is our job to help women “spring forward” in their careers as well, breaking through the many barriers that sometimes come before us and realizing their full potential.

If you’re looking for a few ideas for simple but impactful ways to uplift the women in your workplace this month, here are a few tips to consider:

1.      – Mentor or sponsor other women

Mentorship and sponsorship have long been seen as keys to success for many individuals, yet many women are left out of these circles. Because these relationships can be the catalysts for opening doors and elevating women to pursue new opportunities, it is important to intentionally seek them out.

Whether you are a new professional who is just getting started in your career, or a seasoned leader with years of experience to fall back on, your input is vital to inspiring the growth of those around you. Seek out opportunities to advocate for the women on your team, show up for them where you can, and offer your guidance and input as they navigate their paths forward.

2.      – Give women direct, constructive feedback

Often in the workplace, women receive less (or less helpful) feedback from those around them. This may be due to a desire to preserve their feelings or “handle” them with care. Whatever the reason, not receiving direct and specific constructive feedback can inhibit the growth of even the most promising individuals. We can’t address what we don’t know is wrong, right?

Make it a point to provide direct, constructive feedback to the women you are working with. Help them home in on where their weak spots are and congratulate them on the things that they do well. Having an understanding of where they can improve is the first step in getting better results for them (and for their teams).

3.      – Make sure women’s ideas are heard

Typically speaking, men get more “air time” in meetings and discussions than their female counterparts. This happens for a number of reasons, but the end result is the same: women stay quiet, and their status as a leader in the workplace tends to suffer as a result. To combat this, you can set an example by choosing to sit front and center for meetings in which you are present, and you can recognize when other women are speaking. Simply adding an encouraging, “Great idea!” comment to back up a colleague’s contribution or interjecting when you see that a female coworker is being spoken over not only emboldens the woman speaking, but also sets the tone that her voice is relevant and should be considered by the whole group.

For more information on ways that you can support the women in your workplace this month, please feel free to check out the wonderful article, “6 Ways that Women Can Champion Each Other at Work” from Lean In that served as a reference for this note.

Whether or not you identify as a woman, these insightful tips can provide actionable examples for how we can all be better advocates for making room at the table for the women in our work lives.