Wie können Sie ein Programm zur Entwicklung von Führungskräften erstellen, das alle Generationen einbezieht?

Start by acknowledging that this is the first time in human history that we regularly have up to 5 named generations working together to collaborate & solve complex problems. Disrupt the obvious stereotypes. Best to use a self-reflective technique and allow each person to share a stereotype about their own generation. Frame topics around common ground and shared experiences.

After completing the development of leadership competencies, I recommend that you focus on the flexibility skill to switch between leadership models for teams and individuals.

It’s important to focus on the fundamentally human aspects of leadership. What drives us, how and why do we connect with others, how to stay vulnerable and authentic to build trust but not in a way that discredits you. Leadership is about people, so stick with and go deep on the fundamentals.

By conducting a comprehensive analysis before designing your leadership development program, you lay a strong foundation for its success. This analysis guides you in creating a program that is not only tailored to the specific needs of your organization but also inclusive of all generations, ultimately resulting in a more effective and impactful leadership development initiative.

We all fall into the trap of believing that one generation is fundamentally different from the next. The fact is, humans have not changed much over the last thousands of years. Take a group of newborns from xxxxBCE and let them grow up into today’s environment and they will grow beliefs, values, perspectives and behaviours indistinguishable from their contemporary peers. Leadership programs need to focus on the human components first. Get that right and it doesn’t matter what generation people are from. What matters is what individuals bring to enrich the collective.

In addition to the specific learning methods, it's vital to create a supportive learning environment that promotes inclusivity, where participants from all generations feel valued and respected. This can involve encouraging open dialogue, respecting diverse perspectives, and promoting mutual understanding among different age groups. Ultimately, by adopting a blended learning approach that incorporates a variety of methods, you create a dynamic and adaptable leadership development program that speaks to the strengths and interests of each generation, fostering a culture of continuous learning and growth within your organization. This, in turn, can lead to more effective leadership and better overall performance.

eLearning content is excellent for imparting theoretical knowledge. I like to complement it with practical exercises on-site or through virtual live calls. This way, individual situations can be exchanged and reflected upon.

Encourage cross-generational mentorship as part of the leadership development program. This fosters mutual respect and understanding, allowing for the exchange of diverse perspectives and experiences that enrich everyone involved.

Blended learning not only helps a multi-generational workforce, it is also helpful for a global workforce or within a workforce with people with different needs.

The key here is to encourage a culture where ‘Learning can happen anywhere, from anybody’. The emphasis is also on Reverse Mentoring and making it an intentional and integral part of the Organization’s ways of working. So such a Leadership program that encompasses different generations is not a one-time event, and the onus of this is not just on the program facilitators and participants. A systemic change in the Organization with processes for every member to voice out and share their perspectives and expertise sets the ground for inclusion, psychological safety and transparency. This inclusive ecosystem further fosters trust and belonging. Leaders and identified Culture ambassadors can be coached to set up ways of working collaboratively

Promoting generational diversity and inclusion within your organization is not only a matter of social responsibility but also a strategic advantage. A leadership development program that actively fosters generational diversity can be a catalyst for innovation, creativity, and improved teamwork. By incorporating generational diversity and inclusion into your leadership development program, you create a workplace culture where all employees, regardless of their age, feel valued, heard, and respected. This, in turn, fosters innovation, improves retention rates, and enhances overall organizational performance. It also positions your organization as a forward-thinking and inclusive place to work, attracting a diverse pool of talent.

The first thing to address in perspective. With this number of generations in the workforce, it is all too common to hear someone use a person's generation to place blame or reason through an issue. Shift the perspective from seeing generational gaps, to seeing generational advantages. Additionally, teams can have more compassion for one another's generation as well. This is also a perspective shift. For example, when I hear someone complain that the younger generation struggles to take action without needing information repeated, I remind them that they have never needed to retain information for long because they have always had the internet to rely on. This shifts the focus from an 'annoying problem,' to creating a needed solution.

A leadership development program that is adaptable, data-driven, and continuously evaluated not only meets the diverse needs of different generations but also helps an organization stay agile in a rapidly changing business environment. By doing so, you'll not only have more effective leaders but also a workforce that is better prepared to meet the challenges of the future.

As you seek ways to advance your mission and vision for inclusion within your organization take a pause to look around to see who is missing. Make notes of who is recognized and who isn’t, and take the opportunity to reflect on the reasons why and discover how it could be different. Present opportunities that can strengthen the presence of generations at all levels. Recognize the value offered by each generation, and look for ways to celebrate the unique value and contributions of all.

Inclusion is an ongoing process. Regularly assess the program's effectiveness through feedback from participants across all generations. You can use this data to make necessary adjustments, making sure the program remains aligned with its inclusive objectives.

Creating a generation-inclusive leadership program requires understanding each generation's needs. Start with a Needs Assessment using surveys or focus groups to gather insights. Design a Customized, modular program allowing tailored experiences for each generation. Establish cross-generational Mentorship to foster understanding and collaboration. Integrate Technology to cater to digital-savvy generations while offering traditional methods for others. Implement Continuous Feedback to refine the program, promote Inclusive Communication for open dialogue on generational differences, and encourage Lifelong Learning to value experiences and contributions across all generations.

I'm going to be contrarian here. I'll ignore any references and labels to the different generations and focus on traits and behaviors that leaders need to have. This will cut across generations and be inclusive. Of course the delivery of the training is important as needs to be blended to include the different learning modes according to age, rather than generation.