“THE GAP” – Generational Conflict in the Workplace
When Conrad & Griffin–a large corporation that makes and sells medical imaging equipment–decides to move from live training to on-line training, John Maxwell, a 55 year old Regional Training Manager, is selected to lead a team that will create and deliver the first on-line training video produced in-house. If this pilot video is successful, the company will create a new in-house video production department, and John will become the new Director of In-House Video Production, which means a lot less travel and a big bump in pay. Working with 3 millennials in the marketing department, however, proves to be more challenging than he anticipated. The friction increases when their generational differences in working styles and expectations lead to assumptions, miscommunication, and missed opportunities that ultimately lead to an unhappy client.
Primary Questions Explored Through Facilitation:
- What does generational conflict look like? How does it manifest itself?
- What are the potential consequences of generational conflict? How might it negatively affect individual employees, departments and teams, the organization as a whole?
- What can we do about it? How can understanding more about the forces that shape a generation’s attitudes, values, and expectations help us stop making assumptions, communicate more effectively, and find ways to leverage the strengths of all of our employees?