Multi-Generational Workforce and Establishing an Organization Guidance System

An Organizational Guidance System is a tool you can use to make subtle, purposeful adjustments as you pursue your unique vision of success. It provides a systematic way of identifying your potential — and following through on the changes you need to make to realize that potential.

Now, change might not be the first thing the pops into your head when you think about a multi-generational workforce. But, as we investigate the idea of an OGS here, you'll start to see that having age and experience diversity is almost a prerequisite for purposeful course corrections.

Walking the OGS Paths

One of the main strengths of the textbook OGS is how it divides HR and leadership decisions into distinct pathways: talent, organization, leadership, and HR. In other words:

●        Who's on your team

●        How you interact

●        Who is guiding you

●        Who helps bring everything together

Talent, organization, and HR are all essential for building a strong company culture. Leadership's role is embodying that culture and providing a clear vision to propel the organization forward. So, how do the different generations fit into this situation?

Checking Your Progress with Multi-Generational Input

Older, more experienced team members have a better idea of the reality of your industry. They know how things have been, they know what works and they often know how to get things done.

Younger team members arguably have more at stake, especially when it comes to changes in the organization. They're the ones who are going to have to live with the future your choices create.

Younger people are the future of your organization. Older people have the perspective to predict how that future might play out. It makes sense — and, when you come down to it, it's really essential — to involve both age groups in your decisions.

Exactly how you engage that involvement is up to you. It's up to you how much you weigh perspective against promise.

The point is that every course correct is both a departure from what you've been doing and a movement towards something new. It's nice to have a tool that helps you move towards the vision you're pursuing — but remember that the vision belongs both to the people who have made it happen and the people who will continue to push toward it.

Recognizing OGS as Another Club in Your Leadership Bag

You don't let a single club dictate the way you play golf. It's a game of personal decisions, responsibility, and strategy. No single tool or technique is going to make you the perfect golfer — and that's a wonderful thing.

An OGS is certainly something you can use as a leader. It's still just a club in your bag. It's another technique at your disposal. It's still up to you to incorporate these techniques into your unique leadership practice. All of this will take work, but it's worth it.

OGS isn't a crystal ball. It needs to work in context. A strong basis of experience from older employees and a long view of the future from younger ones should help you consistently create that context, making the right choices.

Which tools are you using to build your strong company culture?