How Your Workplace Can Benefit from Ditching Generational Stereotypes
Stereotypes about how each generation behaves at work—Boomers and Gen X, millennials and Gen Z—are not only wrong, argues Jessica Kriegel, but they’re hurting your organization. In her book Unfairly Labeled and columns for Forbes, she debunks the most problematic myths about generations at work, and shows us how to build thriving corporate cultures where respect and collaboration flow freely.
“It’s a must read for anyone tired of playing the generational differences game and serious about developing leaders and creating a culture of collaboration.”— Dr. Salvatore Falletta, Drexel University
To get the most out of different generations on the job—and help them get the most out of each other—leaders turn to Jessica Kriegel. As the author of Unfairly Labeled: How Your Workplace Can Benefit from Ditching Generational Stereotypes, she unpacks the ways different generations approach work, careers, work-life balance, relationships, and more. But crucially, she also debunks the misleading and inaccurate stereotypes that form around people of all ages—rejecting the notion that we can view individuals through a generational lens. Why are generational labels more for marketers than managers? How do stereotypes change from one country, or culture, to the next? How can we better differentiate between life-stages and generational traits? And how can employees and managers both foster better awareness of how different generations can come together in harmony? A regular contributor to Forbes, Kriegel is here to show us the incredible opportunities for collaboration and productivity that emerge when when interpersonal dynamics are harnessed—with fewer biases and a more understanding.
As a keynote speaker or workshop leader, Kriegel combines persuasive research and studies with illuminating examples of how different generations can bring the best out of each other. She’s also funny, down-to-earth, and approachable—with a natural stage presence that not only puts audiences at ease, but gets them thinking about how they can apply her insights on the job, starting now.
Kriegel works as an Organizational Development Consultant for Oracle Corporation, where she acts as an adviser and strategist in matters of organizational development, change management, and talent development. She was awarded the Association of Talent Development “One to Watch” Award, Training magazine’s “Emerging Training Leaders Award,” made Sacramento Business Journal’s 40 Under 40, and was Valedictorian at the Drexel University Commencement. She sits on the board of the Downtown Sacramento Partnership, The Sacramento Philharmonic and Opera, the Sacramento Chapter of Street Soccer, USA and the Nehemiah Emerging Leaders Alumni Association. She has a doctoral degree in Educational Leadership and Management with a specialization in Human Resources Development from Drexel University. Her dissertation research, appropriately, focused on generational differences.
As more baby boomer employees are retiring, more millennials are joining the workplace (and with 80 million people born between 1982 and 2000 in the US alone, that’s a major shift). Millennials have been the focus of countless books, blogs, and speaking engagements, each purporting to offer a guide on how to manage, recruit, and connect with this new generation.
However, Jessica Kriegel argues, most of our information is incorrect and misguided by stereotypes. Misconceptions about millennial attitudes and behavior are not only negatively impacting their chances of being hired, but can cost organizations talented employees. In this eye-opening and highly customizable keynote, Kriegel illustrates the most harmful and unfair myths about millennials affecting their role in the workplace—and politics. She offers tips for millennials struggling to distinguish themselves in a world of stereotypes. She gives advice to managers and CEOs on how to lead millennial workforces (are they really all digital natives?). And, with rare clarity and insight, she provides suggestions to HR executives tasked with developing new engagement models to take into account shifts between baby boomers and younger workers.