The Authority Series: Dr Megan Gerhardt on Gentelligence

We have 5 generations in the workplace at the same time.

Find out how you can turn intergenerational conflict into intergenerational collaboration.

Here’s some key topics covered from this episode:

– How to check your mindset in an intergenerational workplace.

– A step by step process to effectively lead people from other generations

– Why “Boomers” is not a globally relevant term

Play the episode for more

Here’s some key takeaways from this episode: 

Intergenerational collaboration enables knowledge transfer

“to me, that’s how the knowledge transfer occurs. And then, just as an added bonus, that’s also how trust builds”

Expand the pie through authenticity and vulnerability

“a lot of generational conflict is based on sort of the scarcity, there’s only so much pie to go around. And if I give some of that to you, I will not have enough pie”

pull back the curtain to challenge outdated ideas

“pull back the curtain to explain the rationale reason for why we do things a certain way here and even ask as, as a practice, ask your employees, what’s something I could better explain?”

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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences