In this episode, Lars and Paulina explore the complexities of generational differences in the workplace, discussing the misunderstandings that arise between Boomers, Gen X, Millennials, and Gen Z. They emphasize the importance of collaboration, feedback, and understanding each generation's unique perspectives and experiences. The conversation highlights the need for intentional efforts to bridge gaps and create a culture that values diverse contributions. Additionally, they touch on power dynamics and the significance of including younger voices in decision-making processes.

Culture Code Foundation https://www.culturecodefoundation.com/

Paulina on LinkedIn https://www.linkedin.com/in/ccf-paulina-von-mirbach-benz/

Paulina on Instagram https://www.instagram.com/sceptical_paulina/

Lars on LinkedIn https://www.linkedin.com/in/larsnielsenorg/

Lars on Instagram https://www.instagram.com/larsnielsen_cph/

Takeaways

Company values should be lived and embodied, not just posters on the wall.

Generational differences can lead to misunderstandings that erode trust.

Feedback voids arise from assumptions about younger generations.

Curiosity and cross-generational mentoring can enhance collaboration.

Power dynamics often overshadow generational differences in the workplace.

Each generation brings unique challenges and adaptive genius to the table.

Assumptions about work ethic can create barriers between generations.

Intentional efforts are needed to bridge generational gaps.

Older generations can learn from the independence of younger workers.

Creating environments that celebrate diverse experiences is crucial for collaboration.

Chapters

00:00 Navigating Workplace Dynamics

03:05 Generational Friction at Work

06:05 Understanding Generational Perspectives

09:11 Misunderstandings Between Generations

12:09 Debunking Myths About Generations

15:08 Learning Moments from Conflict

19:06 Strategies for Multi-Generational Integration

26:58 Curiosity and Mentoring Across Generations

30:57 Power Dynamics in Generational Interactions

36:54 Conclusion and Key Takeaways