GENERATIONAL INTELLIGENCE- A HR

CHALLENGE

TOWARDS 2020

5 generations meet at workplace Harmony – Conflict- Ambivalence High Demand for HCP – 5.64 AEGR to meet the demand Talent retention is the challenge – to cope up with competition-

new gen trends

Traditionalists Baby Boomers Gen-X Gen- Y – Millennials Gen - Z

Solution.. ?

An ability to reflect and act, drawing on an understanding of one’s own and other’s life-course, family and social history, within a contemporary social climate.

Simon Biggs & Lowenstein 2011

GENERATIONAL INTELLIGENCE

Generational Intelligence

This process involves becoming critically aware of the values and attitudes underpinning beliefs about intergenerational relations.

The process clears the way for action that is generationally sustainable.Sustainable Solutions: will need to rely on increased levels of generational insight, empathy and ‘intelligence’.

• The degree to which one becomes conscious of self as part of a generation• Relative ability to put yourself in the position of other generations• Relative ability to act with awareness of one’s generational circumstances

Philosophical Dimensions of GI

Steps Toward Generational Intelligence

1. Recognize generational distinctiveness2. Understand the relationship between generational positions3. Take a value stance toward generational positions4. Act in a manner that is generationally aware

Pragmatic Dimensions of GI

1. Recognising Generation as an Issue2. Negotiating Intergenerational Consensus3. Acting on Mutually Productive Solutions

Mapping Generational Environments1. Map the generational constituencies2. Facilitate spaces for intergenerational communication and decision-making3. Clarify generational priorities4. Analyse functions and problems through an intergenerational lens5. Build sustainable solutions

Intergenerational Sustainability1. Solutions that endure over time

2. Contain the ambivalence of intergenerational relations3. Recognise age-diversity between age groups4. Recognise age-diversity within age-groups5. Require negotiated settlements

The Path.. ? 1. Training: re-discover generational intelligence2. Roles: create complementary relationships3. Spaces: GI friendly environments4. Policies: co-created solutions

• Baby Boomers see Millennials and Generation X as lacking discipline and focus.

• Generation X sees Baby Boomers as resistant to change, dogmatic in their thinking, sexist, defensive, and lacking in creativity. They also see Millennials as arrogant.

• Millennials see Generation X as having poor problem-solving skills and being slow to respond. They also see Baby Boomers as resistant to change, dogmatic in their thinking, sexist, defensive, and lacking in creativity.

• Generation Z see……………………………

Baby Boomers Vs Millennialssaid that they felt the other generation dismissed their past experience; lacked discipline and focus; lacked respect; were resistant to change or unwilling to be innovative. Baby Boomers vs Gen-Z…? Gen-X vs Gen-Z……………………………?

Highest Conflict..

To Manage the multigenerational “5G” workforce;To Lead: • HR and talent management professionals must take the lead to help organizations overcome potential

challenges of generational diversityTo Help the Employees:• Employees of all ages should be helped to understand the attitudes and preferences of the different

generations,Communication : • HR should work to foster better communication between the generations to avoid potential conflict.

HR Agenda…

Managing the Multigenerational Workplace : By: Dan Bursch, Program Director, MBA@UNC UNC Kenan-Flagler Business School

Generational Intelligence- A critical Approach to age relation- Simon Biggs and Ariela Lowenstein

Synthesis paper of the Thematic Working Groups (DRAFT for consultation) © WHO. All rights reserved. Draft not to be quoted or referenced. 1 Global Health Workforce Alliance -Synthesis paper of the Thematic Working Groups (DRAFT for consultation) Health Workforce 2030: Towards a Global Strategy on Human Resources for Health

Exploring generational intelligence as a model for examining the process of intergenerational relationships -SIMON BIGGS*, IRJA HAAPALA# and ARIELA LOWENSTEIN$

ASTD 2014

References…

Abdul Razak.ADirector Hr & AdminAbeer Medical Group- UAE971501800910abdul.r@abeer.ae