Assumptions of multi-generational leadership

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Today's leaders face multi-generational teams and the related need to manage different expectations, work styles and communication preferences of each generation of their subordinates. What should, therefore, a candidate for the multi-generational leader position meet? Diversity-executive.com advises:

Promote flexible working arrangements

The number of employees who need and want to work in traditional offices during traditional working hours is decreasing. A smart leader knows that he can achieve higher productivity through flexibility.

Coach and provide immediate feedback

Performance evaluation once a year and irregular feedback lead only to a decline in employee performance. A good leader transmits feedback as soon as possible, inform his people about their performance regularly and celebrates successes with them.

Support employee engagement

A multi-generational leader comes with opportunities to develop his subordinates from different generations through special projects, training or mentoring.

Communicate via more channels

While the older generation generally prefers personal contact, written reports or e-mail, the younger generation prefers mobile devices and the Internet. That is, of course, not true for everyone, but that is also why a multi-generational leader should be able to use all available channels and select them according to the preferences of the individual members of his team.

Individual approach

Different people are different even within one generation. Therefore, a multi-generational leader must be able to access each member of his team individually; address individual needs, aspirations and opinions on what is happening in the organization.

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Article source Diversity Executive - a U.S. magazine and website focused on diversity
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