Partners at BridgeWorks and Generational Puzzle Solvers
After years of working together and constantly butting heads, David and Lynn Lancaster had an insight that sparked a new business venture: Their challenge wasn’t styles or personalities, it was context. And they weren’t alone. For the first time in history, four generations were working shoulder-to-shoulder, each bringing its own set of beliefs, experiences and expectations. This idea is the heart of BridgeWorks, a company that helps organizations understand and traverse generational divides. Debra, a Millennial, started as an intern and today is CEO. How’s that for Millennial ambition! Together, they have authored The M-Factor and When Generations Collide –two great reads on the generations at work.
It starts with a simple truth: The workforce is not static or one-dimensional. It’s more like a multi-dimensional puzzle that’s always in motion. To bridge the gaps and help the pieces fit together, leaders need to adapt and move with it. This concept adds a layer of complexity to leaders’ challenge in the 21st Century and depth to our conversation on what it means to “let go.”
On Engagement
There are four generations in today’s workforce. A one-size fits all approach to engagement will not work across all.
On Management
Without applying the generational lens, expectations and intentions may collide and lead to misunderstanding.
Traditionalists
With Traditionalists (people born prior to 1946), think Legacy.
Baby Boomers
With Baby Boomers (1946-1964), think Impact.
On Delegation
When you do delegate, it’s important to remember whom you’re delegating to.
Generation Xers
With Generation Xers (1965-1981), think Autonomy.
On Career Paths
Pushed up against the “grey ceiling,” Gen Xers are demanding more dynamic career paths.
Millennials
With Millennials (1982-2000), think Meaning.
On Collaboration
Millennials are predisposed to “let go,” having grown up in a world without experts and relying on collective wisdom to get things done.