CASE STUDY

Navigating generational dynamics for a leading financial services company

A leading financial services company, committed to delivering exceptional client-focused services was grappling with the challenges of managing a multigenerational workforce. The organisation, renowned for its collaborative and innovative culture, recognised that it needed to address the distinct expectations, communication preferences, and working styles of its Baby Boomers, Gen X, Millennials, and Gen Z employees to maintain its competitive edge.

To meet these challenges, the company engaged me to deliver a tailored training session on Leading Different Generations. The session was designed to bridge generational gaps and equip leaders with tools to foster inclusivity, boost employee engagement, and enhance team collaboration.

Framework Component: Generational Awareness and Collaborative Leadership
The Generational Team Dynamics Framework was used to address inclusivity and communication gaps in a multigenerational workforce.

Training Delivered:
I facilitated sessions on generational awareness, providing tools to adapt leadership styles to generational preferences. Activities included generational role-playing and group discussions to build empathy and collaboration.

The organisation faced several generational challenges:

Technological Gaps: Younger employees preferred new digital tools, while older generations relied on traditional methods. This discrepancy hindered seamless collaboration and innovation.
Varying Workplace Expectations: Younger generations prioritised flexibility and mental health support, while older employees valued job stability and long-term career growth. This mismatch created friction in leadership and team management.
Differing Communication Styles: Gen Z favoured brief digital communication, while older generations leaned towards more formal, face-to-face interactions. The inability to adapt to these preferences impacted internal collaboration and client service.

Equip leaders to navigate generational dynamics, fostering respect, inclusivity, and collaboration across the workforce.
Adapt leadership strategies to align with the unique needs of each generation, ensuring higher engagement and retention.
Enhance communication across generations to improve internal collaboration and client service.

We developed a bespoke training program, “Leading Different Generations,” focused on multigenerational communication and leadership.

The programme included:

Pre-Work: Leaders completed a reflective questionnaire on their current approaches to generational differences and leadership styles. This allowed us to tailor the session content and foster impactful discussions.
Interactive Training Session: Over 1.5-2 hours, leaders participated in an engaging session where they learned about generational perspectives, communication strategies, and inclusive leadership. Techniques included adjusting communication styles to meet the preferences of each generation and leveraging digital tools to bridge technological gaps.
Strategic Conversations: Leaders were equipped with tools to hold strategic conversations, particularly during complex intergenerational interactions. These conversations fostered better understanding and respect between team members of different generations.
Action planning: Leaders created action plans to foster inclusion and address generational challenges within their teams. They set accountability measures to ensure sustained change.
Post-Training Follow-Up: Two weeks later, a 60-minute session allowed leaders to review their progress, share experiences, and solidify the strategies learned, particularly in navigating difficult conversations.

Enhanced collaboration: Leaders reported improved communication across generational lines, resulting in more cohesive teams and smoother internal processes.
Increased engagement: By aligning leadership strategies with the values of each generation, employee satisfaction and engagement significantly improved, leading to reduced turnover.
Boosted productivity: The strategic approach to difficult conversations and tailored communication methods fostered an inclusive and dynamic workplace where every generation felt valued.

Adele’s training on generational leadership provided our leaders with the tools to navigate complex team dynamics. The focus on strategic conversations and inclusive communication has transformed our approach to leadership, improving both team morale and productivity.

Marv Engelman Vice President: “I am pleased to recommend Adele Stickland as an exceptional executive coach. My journey with Adele began with a focus on enhancing my communication skills, but it quickly evolved into a transformative experience that went far beyond my initial expectations.”

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Navigating generational dynamics for a leading financial services company

Background

Challenges

Objectives

Approach

Outcomes

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