Facilitating Intergenerational Dialogue

Ageism might be the elephant in the room in internal communications. Too often, older professionals are quietly sidelined—seen as “out of touch” or “too traditional” just because they’ve been around longer. Their depth of experience, institutional memory, and resilience in a crisis get overlooked in favour of chasing the latest shiny tool. At the recent Communications Leadership Summit in Brussels 🇧🇪 organised by Mike Klein, IABC Fellow, IABC EMENA and Strategic, I was part of an insightful discussion around ageism. Many felt that older people were perceived as too expensive in a profession where we are always having to justify the value we bring. But ageism works both ways. We noted that we had seen younger colleagues dismissed as “green” or “not strategic enough,” even when they bring sharp insights into digital culture, emerging channels, and fresh creative thinking that organisations badly need. We might also be prejudiced in thinking younger people are better at adapting to new technology like AI, but it was noted that AI is now taking away a lot of the work that used to be done by junior comms people meaning that younger people need to adopt a new approach to finding work. The truth is perhaps simply that our teams do best when they blend both young and old. So how do we make sure we’re not unconsciously excluding talent on either end of the spectrum? 1. Challenge your assumptions. Don’t let stereotypes drive hiring or project allocation—test whether your perception is based on evidence or bias. 2. Mix up project teams. Create deliberate intergenerational collaboration so people can share skills both ways. 3. Mentor in both directions. Reverse mentoring works: younger colleagues help with emerging tech, older colleagues offer strategic and political nous. 4. Value impact, not age. Measure people by the outcomes they deliver, not the years they’ve worked. 5. Audit your culture. Are subtle jokes, comments, or policies privileging one age group over another? Internal comms is about connecting across differences. That starts in our own teams.

I'll never forget the moment a 22-year-old intern shattered one of our deepest assumptions. 👩🏫 During a strategy meeting about customer preferences, she asked quietly, "Why are we so sure people prioritize convenience over connection?" The room froze. 🔇 Our 50-year-old CEO leaned forward, and suddenly, the most vibrant dialogue of the quarter erupted between our newest hire and most seasoned leader. In that moment, I realized how often we make the mistake of equating age with value. ❌ New research from INSEAD's Professor So Yeon Chun reveals how our beliefs about age and intelligence shape organizational success. The most effective teams aren't those with the youngest "innovators" and oldest "wise ones," but those where people of all generations ask questions that challenge the status quo. It turns out that breakthrough ideas emerge when fresh "Why?" questions collide with experienced "What if?" perspectives. ✅ We often assume innovation flows from youth and wisdom from age. But the truth is more interesting: The most valuable insights come from the tension between different ways of thinking, not from any single generation's perspective. 💯 So, ask yourself: 🤔 1️⃣ What assumptions about age might be limiting your team? 2️⃣ When was the last time someone from a different generation fundamentally changed how you think? 3️⃣ How might you create more space for cross-generational dialogue in your work? The most powerful questions aren't about who's asking them - but about what new possibilities they help us see. #lifecoaching #leadership #success

⚡️The Future of Work is Multigenerational. Are You Ready?⚡️ For the first time in history, five generations are working side by side. As Gen Z surpasses Baby Boomers in the workforce, organizations must rethink leadership strategies to harness the strengths of a diverse, multigenerational team. Each generation brings unique values shaped by historical experiences, from the Silent Generation’s resilience to Gen Z’s prioritization of mental health and work-life balance. However, differences in communication styles, leadership expectations, and workplace priorities can create friction. As People Leaders, we must move beyond generational stereotypes and cultivate cultures of curiosity, respect, and collaboration. This means: 💡Leading with curiosity, not judgment. Instead of assuming Gen Z resists in-office work due to a lack of commitment, ask, “How do you see the office contributing to your success?” Conversations like these create engagement rather than division. 💡Bridging knowledge gaps in both directions, Boomers and Gen X offer institutional wisdom, while Millennials and Gen Z bring fresh perspectives on innovation and digital transformation. Leaders must facilitate reciprocal learning. 💡Meeting employees where they are. Instead of managing people the way we prefer, we must tailor our leadership approach to align with how each individual thrives best. The departure of Boomers also presents an overdue opportunity to champion diverse, emerging leaders. The challenges ahead: AI, climate change, economic shifts, demand insights from all generations, backgrounds, and lived experiences. The future of work isn’t about one generation leading over another, it’s about leveraging the collective strength of all. How is your organization fostering intergenerational collaboration? Let’s discuss. #Leadership #FutureOfWork #MultigenerationalWorkforce

Older adults shouldn’t be separated from the rest of society. Not in housing. Not in schools. Not in public life. When generations are kept apart, everyone loses. We lose wisdom. We lose empathy. We lose practical, mutual support. Intergenerational programs offer a different path. Imagine this: – A kindergarten class held inside a nursing home – Students leading workshops in senior living communities – Elders mentoring families navigating disability or caregiving – Retired adults helping kids learn to read – Teens and older adults meeting weekly just to talk—and listen This isn’t hypothetical. Programs like these already exist. And they’re being recognized as national models for what’s possible when we design for connection—not separation. The mission behind them? To improve the lives of children, youth, and older people through collaboration that benefits everyone. The future of aging is shared. The future of care is intergenerational.

In this week’s episode (#56), Leon and I discuss how to harness generational collaboration. We fundamentally believe that despite differences in working styles across generations—Boomers, Millennials, Gen X, and Gen Z—they all ultimately want the same thing: results and impact. The silver bullet is to: (a) harness intergenerational collaboration to pursue shared outcomes, by (b) allowing for diversity in work and communication styles. ⸻ Golden Rules for Collaborating Across Generations 1. Understand where each generation is coming from. Empathy fuels collaboration. Every generation has been shaped by different world events, technologies, and cultural values. Before making assumptions, take time to understand what matters to each group. Boomers may value loyalty and face-to-face communication. Millennials often seek purpose and flexibility. Gen Z thrives on speed and digital fluency. Learn the “why” behind behaviors before judging the “how.” Know and use some of their lingos. For example, the millennials say: - “my bad” instead of “my mistake”, - “ I’m not gonna lie” instead of “to be honest” ⸻ 2. Focus on the Mission—Deliver Results Together Shared goals bridge generational divides. The best way to unify different age groups is to rally around a common purpose. Use a neutral language that is not entrenched in a particular generation eg true north is a fresh new word, whereas KPI is associated with boomers. Set clear true north, KPIs and impactful targets. When the focus is on performance and results, generational labels take a back seat. There is a place for situational leadership which requires ambidexterity ie start the journey with directive style of leadership and shift towards empowerment when the team has developed the competencies to deliver results. ⸻ 3. Build Mixed-Generation Teams with Clear Execution Plans Generational diversity becomes a strength when structured intentionally. Form teams that include members from different age groups and assign roles based on strength, not seniority. Ensure each team has: • A clear True North (shared target) • A 3-Foot Plan (step-by-step actions) • A DMS routine:  – Do it relentlessly  – Monitor continually  – Solve problems recursively This approach fosters accountability, mutual respect, and effective execution. ⸻ 4. Hold Regular Progress Reviews That Blend Styles Establish rhythms that suit everyone. Some prefer face-to-face check-ins; others thrive on digital dashboards or Slack updates. Blend formality with agility. Set monthly or biweekly reviews to align expectations, track results, and adapt plans. Finally, a fundamental characteristic of great leadership is the agility to work across different generations, countries and societies. ⸻ Check it out: https://lnkd.in/dzuEgdDB

𝗪𝗵𝘆 𝗚𝗲𝗻 𝗭 𝗠𝗲𝗻𝘁𝗼𝗿𝘀 * * are the CEOs’ Secret Weapon for Future-Ready Leadership The days when leadership wisdom only flowed down the hierarchy are over. Top CEOs worldwide are now embracing Reverse Mentoring — being mentored by their youngest employees, mostly Gen Z — to stay ahead. Why? Because Gen Z brings far more than TikTok trends. They bring fresh perspectives on diversity, digital fluency, sustainability, and workplace culture that senior leaders often miss. This is the essence of intergenerational intelligence — the ability to understand, value, and leverage diverse generational perspectives to lead effectively. Warren Bennis nailed it: “Leaders are made, not born.” Today’s leaders are shaped by learning from their junior colleagues. I’ve seen firsthand how these connections dismantle outdated assumptions and spark authentic change. The real power lies in: 𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗱𝗼𝘄𝗻 𝗵𝗶𝗲𝗿𝗮𝗿𝗰𝗵𝘆: When a CEO listens to a junior mentor, it sends a powerful message — every voice matters. 𝗗𝗿𝗶𝘃𝗶𝗻𝗴 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻: Gen Z mentors share bold views on innovation, climate action, and mental health that shape meaningful strategies. 𝗨𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰 𝗱𝗶𝗮𝗹𝗼𝗴𝘂𝗲: Reverse Mentoring removes the usual office politics filter, delivering unvarnished insights. 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝘁𝗶𝗽:  Start with a “digital shadow” session where your Gen Z mentor walks you through their favourite apps and tech hacks. It’s a small step that builds trust and opens doors for deeper conversations. Ready to unlock your organisation’s potential? Eminere Limited's detailed roadmap lays out exactly how to set up a Reverse Mentoring programme that works. 𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗳𝘂𝘁𝘂𝗿𝗲-𝗿𝗲𝗮𝗱𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝗮𝗴𝗲 — 𝗶𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆 𝗮𝗻𝗱 𝗲𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗶𝗻𝘁𝗲𝗿𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲. #ReverseMentoring #LeadershipDevelopment #GenZMentor #InclusiveLeadership #IntergenerationalIntelligence #FutureOfWork #InnovationCulture #OrganisationalTrust #PsychologicalSafety #LeadershipEvolution  #Eminere Eminere Limited Out-take from our Reverse Mentoring Panel SXSW London. Alongside Angela Tangas Sean Doyle Isabel Berwick

Navigating intergenerational diversity in so much like conducting a symphony with musicians from different eras. Each musician, or employee, carries a unique tune shaped by their generational experiences and perspectives. And all relevant basis each of their contexts along the journeys they’ve had. The role of the leader then, much like a seasoned conductor, is to harmonise these diverse tunes into a coherent and beautiful organisational melody. Today’s workplaces are a collage of the traditionalist generation, with their rich history and deep-seated work ethics and, the bold, boundary-pushing millennials, along with the tech-native, socially conscious Gen Z. Each group views the world through a lens shaped by the cultural and technological milieu they grew up in. Leaders in such a setting are tasked with a delicate balance. They must create a culture where the traditionalist's adherence to hierarchy and structured approach is not just tolerated but valued for the stability it brings. Simultaneously, they must harness the millennial's penchant for collaboration and their desire for meaningful work that aligns with their personal values. Furthermore, integrating the Gen Z's agility with digital platforms and their expectation for immediate feedback and a socially responsible workplace is crucial. Not an easy ask to be tasked with for the leader but an increasingly important and critical one nonetheless! In this dance of generations, misunderstandings and conflicts are inevitable. Yet, it's these very frictions that, when managed with care and empathy, can spark innovation. A leader's ability to facilitate open dialogues, where each generation feels heard and understood, is key. This could mean conducting intergenerational workshops where employees share their work values and experiences in psychologically safe settings, or pairing employees from different generations in mentorship roles, fostering an environment of mutual learning and respect. The way I see it, this kind diversity is not just a challenge; it's a treasure trove of perspectives. When a leader successfully taps into this, they unlock a wellspring of creativity and problem-solving prowess. Younger generations can introduce fresh ideas and approaches, while the older generations provide the wisdom to temper these ideas into viable, sustainable solutions. This synergy can lead to innovative products and services, tapping into diverse market segments and driving business growth. Millennials and Gen Z, native to the digital world and fluent in new technologies often pair well with senior executives to help them understand and navigate emerging trends, like social media, cloud computing, and artificial intelligence - as executives conversely share their wealth of experience in business strategy, leadership, and organisational dynamics. #OrganisationDevelopment #IntergenerationalDiversity #DEI #Innovation

Solving generational conflicts in boardrooms? Science says try the forest instead. The Japanese call it "shinrin-yoku" (forest bathing). Harvard calls it "attention restoration theory." Yours truly - calls it the most underutilized tool for bridging family business divides. Nature. (Simply) BEING OUTSIDE. When Gen Z and Boomers clash over succession plans or investment strategies, the solution might be surprisingly primal. (No I don't mean leaping over that desk and throttling your 20 something who refuses to listen to a word you say). A groundbreaking Japanese study confirms: even briefly viewing plants 𝗮𝗰𝘁𝗶𝘃𝗮𝘁𝗲𝘀 𝘁𝗵𝗲 𝗽𝗮𝗿𝗮𝘀𝘆𝗺𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰 𝗻𝗲𝗿𝘃𝗼𝘂𝘀 𝘀𝘆𝘀𝘁𝗲𝗺—𝗹𝗶𝘁𝗲𝗿𝗮𝗹𝗹𝘆 𝗿𝗲𝘄𝗶𝗿𝗶𝗻𝗴 𝗼𝘂𝗿 𝗯𝗿𝗮𝗶𝗻𝘀 𝗳𝗼𝗿 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗼𝘃𝗲𝗿 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁. The prefrontal cortex—responsible for judgment and executive decision-making—calms significantly after just minutes of plant exposure. Here's why this matters for family enterprises and family offices. 🔖6 Science-Backed Ways Nature Bridges Generational Divides: ➥Neural synchronization occurs in natural settings—multiple studies show conversational partners' brain patterns literally align when surrounded by greenery ➥Status hierarchies dissolve outdoors—physical space democratizes communication between senior and junior family members (PRAISE BE!) ➥"Soft fascination" of nature reduces defensive posturing—lowering cortisol by 18% within 20 minutes ➥Biophilic elements increase cognitive flexibility by over 30%—essential for cross-generational problem-solving ➥Nature provides "third object focus"—redirecting attention from personality conflicts to shared external stimuli ➥Walking side-by-side (vs. face-to-face) conversations reduce confrontational dynamics by over 40% The most successful family offices aren't just changing what they discuss—they're transforming WHERE these conversations happen. (And hiring me - of course). Next time succession planning hits a wall, try moving the meeting outside. Need a little help? Let's have a conversation on INNOVATIVE ways to "bridge the gap" that actually freaking WORK. No I'm not a male private banker age 50-60. I'm a Dawn age 47 , ex lawyer, ex -C suite, bohemian, midnight dancer, solo across the world adventurer who's lived and breathed neuroscience, sports performance psychology & mindfulness (visualization and breathwork) for 15 yrs+. I resonate with the generation few can because my narrative is unusual. Curious? Send a DM. I'm effective because I'm different. ************** ➕Follow Dawn Mari La Monica, JD for more science-backed approaches to family enterprise dynamics ♻️Share with a family dealing with generational tension or just someone who many need more green love in their lives

Five generations in one workplace. AI racing ahead faster than policies can adapt. Leaders burning out while employees quietly disengage. That’s the reality we named in our recent masterclass. Here’s the good news: none of it is unsolvable. Diversity of perspectives can be an advantage if leaders know how to harness it. Every conversation becomes a chance to bridge divides, restore dignity, and create momentum. Now here’s the risk. Falling back on the old rules. Over-deliver at all costs. Never show doubt. Look busy, even when you’re not. These rules once kept organizations running. Today? They corrode trust. They drain clarity. They drive people out the door. In the session, we worked on rewriting those rules into new agreements. Simple, intentional shifts that give leaders back their influence. And give teams back their dignity. Here’s what participants said: ⭐️ “I realized I’ve been missing mental models others use every day. I need to ask what I don’t know.” ⭐️ “I want to invite more cultural humility, asking people about the worldview behind their choices.” ⭐️ “Work ethic means different things to different generations. I need to ask, not assume.” ⭐️ “When tension surfaces, my job is to slow down and ask more instead of pushing harder.” Because here’s the truth: Every conversation you have is either building trust or breaking it. There’s no neutral. Tiny moments either deepen connection or quietly bleed momentum. That’s why we built Conversation Made Better: Being Generative. Not theory. Not lectures. Practices you apply immediately. From Module 1, you’ll see shifts in trust, clarity, and alignment. Not 30 days later. The same day. Conversations don’t end in the room. They ripple into culture, performance, and results. Ready to lead differently? 👉 https://lnkd.in/ey324HUD