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Monday, May 27, 2024

Leadership Therapist Gabriel Cricchio Helps Navigate the Multigenerational Workforce, A Blueprint for Success

Last updated Friday, April 19, 2024 13:47 ET

Gabriel Cricchio advocates people-centric leadership practices to unlock the full potential of the company’s multigenerational workforce.

Milan, Italy, 04/19/2024 / SubmitMyPR /

Baby boomers, Generation X (GenX), Millennials, and Generation Z (GenZ) are all working side-by-side and that is today’s reality. By 2025, Millennials are projected to make up 75% of the global workforce, with 35% already comprising the U.S. workforce. Meanwhile, Gen Z is entering the workforce with distinct characteristics, such as a preference for work-life balance and hybrid or remote work arrangements.

By the end of this decade, 35 countries will have over one in five people over 65, a record. This trend is already present in Europe and some Asian economies. By 2034, older adults over 65 will outnumber those under 18 in most of these countries. We know that each generation brings its own set of values and expectations shaped by unique historical events and societal influences. Baby Boomers prioritize face-to-face communication and hierarchical structures, while GenX values autonomy and embraces technology. Millennials seek meaningful work and immediate feedback, while GenZ craves transparency, inclusivity, and flexibility.

These intergenerational differences can lead to miscommunication, conflicts, and negative stereotypes in the workplace. However, they also offer opportunities for organizations to leverage diversified perspectives, enhance problem-solving abilities, and foster knowledge transfer and retention. One just needs to understand how to navigate this. In this situation, where four different generations are working together, it’s essential for leaders to understand and navigate the nuances of each generation’s values, communication styles, and work preferences.

Gabriele ‘Gabe’ Cricchio, founder of Team Gabe, and a Leadership Therapist, emphasizes the significance of knowing and valuing each individual as a ‘human’ and their personality, communication style, and values. Getting to know your people is imperative for success in any organization. They will be more likely to be motivated and committed to their goals. The Leadership Therapist further expresses, “It is imperative for leaders to recognize the profound impact of values alignment and human connection. As a leadership therapist, I’ve seen firsthand the transformative power of understanding and valuing each individual’s unique perspective. Prioritizing integrity, empathy, and genuine human connection will help organizations today, create an environment where employees of all generations feel respected, valued, and empowered to bring their best selves to work each day.”

Leaders must ensure that their values are not misrepresented in their workplaces. Demographic changes, such as population aging and decreased birth rates, further compound the challenges of managing a multigenerational workforce. Organizations must recognize the importance of retaining older workers and adapting to a shrinking pool of younger talent. Leaders must provide frequent, timely feedback and create a culture of transparency and inclusivity.

Multigenerational workforces often face challenges due to conventional values and mission statements. Leaders often struggle to navigate these challenges, as they may not have someone to guide them through the process. Core values are often expressed externally, such as in mainstream media and social media posts, but internal values may not be as prominent, especially in this fast-paced profit-making world. Most of the time, this leads to misled interviews and job losses.

As Gabe states, “We usually train people in hard skills but we never train people to be people. We need to give them the right tools to have success in life, to deal with failure, and to navigate opportunities. What I often see is that people aren’t trained enough to know themselves, to communicate effectively, and to lead others, but we give them leadership roles and expect them not to fail.”

For GenZ, in particular, leaders need to inspire and encourage them while aligning company values with this generation’s expectations. GenZ individuals are often more emotional and driven than their older counterparts. They are more likely to be loyal, and productive, having a deep understanding of their own emotions and needs. To effectively lead GenZ, leaders must understand their people’s values and continuously add value to them. This includes appreciation, speaking their love languages, providing clear communication, and inspiring them to achieve their goals.

GenZ individuals are not afraid to change and adapt to new ideas, but rather they want to be inspired and carried towards their goals. They have a great eye for detail and can adjust for improvements in various aspects of life. It is essential to listen to GenZ people, as they have more eyes than you do and can see the blind spots in their own work. As the educator Stephen Covey says, treating employees as you would value your customers creates a pure and benign environment.

As Gabe eloquently says, by embracing the inherent strengths of each generation and prioritizing people-centric leadership practices, organizations can unlock the full potential of their workforce and gain a sustainable competitive advantage in today’s dynamic business environment. As Gabe wisely said - “At the end of the day life is about people.”

Media Contact:

Contact: Gabriele Cricchio

Email: [email protected]


Original Source of the original story >> Leadership Therapist Gabriel Cricchio Helps Navigate the Multigenerational Workforce, A Blueprint for Success