Let’s focus on how we can leverage the strengths of each…
🎯 (1) EVERYONE HAS THEIR OWN STORY
Every person has been influenced by the people, events and circumstances in their life that have impacted and shaped them.
The story is much broader and deeper than just the ‘generation’ in which they were born.
Empathy starts by honoring a person’s story—their humanity—whether you had those same experiences or not.
🎯 (2) EVERYONE HAS THEIR OWN ‘NATURAL WIRING’
Every person comes into the world with their own natural wiring (how they learn and process information, their personality and behavior traits, and areas of interest).
This plays a very important role in how that person shows up in life and in work. Taking the time to understand and leverage each person’s natural wiring is essential.
🎯 (3) EVERYONE HAS THEIR OWN VALUES
Every person has a set of principles or standards they live by—their judgment of what is most important.
Exploring, defining, and making space for people to live their values at work is key to building relationships and improving business results.
🎯 (4) EVERYONE HAS TALENTS & STRENGTH AREAS
No one wants to consistently work in a situation where they aren’t using their areas of strength.
I love John Maxwell’s recipe: to focus 70% on strengths, 25% on new things, and 5% on areas of weakness.
Finding ways to empower your people to play to their strengths will improve employee satisfaction and fulfillment.
🎯 (5) EVERYONE HAS THEIR OWN FEARS
As people, we all experience fear.
Fears can arise for many different reasons: when we don’t have enough (time, money, resources); when we don’t feel loved or respected by others; when we feel our reputation or ego are at risk; and during times of change.
Naming it and helping people work through it will build trust and loyalty.
🎯 (6) EVERYONE HAS THEIR OWN GOALS & ASPIRATIONS
People have ‘something’ they are working toward, regardless of their generation.
Uncovering their goals and aspirations, why it is important to them, and helping connect the dots to the organization’s goals is a strategy for increasing buy-in.
💡Further, believing in the potential of every human being is a great way to inspire them to achieve it.
🙌🏼 The bottom line for leaders is this: if we want to fully engage ALL generations in the workplace, we must change our focus from the ‘assumed’ generational gap.
And focus on what really matters…the WHO of each person. This is a far more effective approach to employee engagement and improved business results.
If you find this helpful or encouraging:
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