While in the past diversity has been primarily described in terms of ethnicity, race and gender, there is today a more profound difference impacting our business culture – generational diversity.  It’s more significant because it represents the difference in value systems.  Our work is this area includes extensive primary research into the value systems, work ethics and work styles of each of the prevalent generations in the current workplace.  This research is reported in our latest book, Leading the Disciplined Organization.

These generational differences are shaped by life experiences, traditional roles, and changes in society and time.  Employees belonging to different generations are going to have different value systems.  Values drive our work ethics.

Veterans, Baby Boomers, Gen X-ers, and Gen Y-ers all have unique qualities that, if conformed together, can create a successful environment for your organization.

Five Areas of Distinction for the Generations:

• Work Ethics
• Work Styles
• Economic Attitudes
• Management Styles
• Employee Development Styles

Our process of supporting organizations is composed of two parts – the first is designed to create an awareness of these differences in order to facilitate communication and maintain a positive, productive work environment.  The second is to provide a fundamental basis for strategically realigning organizations to support and utilize these differences for the benefit of the organization.  Fundamentally, we believe the fact that because people work differently doesn’t mean they don’t work equally hard and effectively.

Our consulting efforts center around assisting our clients to:

• Clarify mission, vision, and roles
• Develop a strong strategic plan shared with all
• Create a management culture based on awareness and value of differences
• Design functional organizational systems that allow for flexibility
• Foster generation-based succession planning processes to retain young professionals