While much of the literature, and anecdotal evidence, has historically pointed to a generational divide based on physical age, e.g. Millennials vs Boomers, my thesis here is that this divide is better personified as between mental models of the world, e.g. GenerationMe and GenerationWe. This is because traits, such as high or low diligence, are a result of individual differences rather than group identity. A conceptualisation that repositions notions of group identity, envisioning them as a result of individual actions rather than the misconception that individual actions are the result of group identity.
Enabling Managers in a GenMe Landscape
Providing more structure, not less, in both the daily tasks of employees and their perceptions about career pathways, offers the strongest viable path to improved staff retention and higher team performance.Read More
Challenges for Leadership when Managing GenMe
By reframing the leadership models presented, propositions for managers can be advanced to enable better leadership of people with GenMe attitudes.Read More
Given the obvious dichotomy in this approach to work generations, the practical implications for management are that the leadership theories many have encountered will struggle to provide solutions when it comes to developing coherent teams.Read More