Human capital has become the most important asset to a company and a successful leader must be able to motivate, inspire and develop each of the multiple generations in the workforce. As each generation has their own motivations, strengths, weaknesses and communication style, different skillsets are needed to empower each generation. Diversity is more than an equation. It is about inclusion and acknowledging that differences should be understood and valued. I concluded, that in addition to a mentor from a generation before mine, I also need a mentor from a generation after mine.

Megan’s insight regarding an employer’s need to place the importance of an intergenerationally diverse workplace and to create strong growth within their organization. If an employers does not find value in this approach the result can cause weakness in all areas of business and impact overall culture. She was able to open employer’s eyes to redefine how they are going to approach retaining and recruiting employees.

Gentelligence insights and recommendations empower executives in all industries to understand all generations, not just Gen Z as human beings, as well as employees and customers. Brands can use Gentelligence to take action to build effective, mutually beneficial relationships across, and between, all generations.

The Gentelligence workshop was eye opening. It’s one of those topics where everyone knows there is an issue, but no one is talking about it or taking action. Every organization needs this material in their mix of diversity and inclusion efforts. And not only was it evidence-based content, the recommendations for what to do about it were actionable and practical, which isn’t always the case.

The Gentelligence workshop that Megan led was both impactful and engaging. As the purpose of workplace and how work gets done continues to prove its elasticity, leveraging insights from all generations is more critical now than ever. Megan did a great job of explaining the different ways one can adjust their lens to view generational differences as a workplace opportunity rather than a threat. Coworkers from all generations had nothing but positive feedback about the learning experience.

As more organizations move towards understanding that diversity is a business priority it’s also important to acknowledge and leverage the various types of diversity that exist in the workplace. While generational diversity may not always be first on the agenda of topics in the diversity, equity, and inclusion space, 'Gentelligence' shows us how, now more than ever, we need to be having this critical conversation. Especially during this tough year where COVID-19 has impacted our workforce in such unique ways, 'Gentelligence' gives us all an important lens to consider as we move forward in building HR strategies that reflect our new reality. As we look to the future, HR professionals will find immense value from this research that gives us the ability to appreciate and unlock success with the most generationally diverse workforce we’ve ever had.