Tim J. Dean is founder of Coaching Dean, a global certified coach, recognized trainer and sought after keynote speaker with a passion for empowering others to realize their full potential. A published author and motivational speaker, Tim also possesses an in-depth knowledge of the five working generations and currently teaches “Leveraging Generational Diversity” as an adjunct professor for the John Cook School of Business at St. Louis University. With extensive business experience across several industries, Tim brings a unique balance and powerful mix of strategy, empathy and real-world insights to every speaking engagement. Tim’s published work, Coaching Millennials, is available on Amazon in Coaching Perspectives V.Show NotesWhen it comes to making a career change, if you’re already thinking about the process you’ve already made the mental shift. But this transition doesn’t need to be feast or famine and it can be as slow and controlled as you’re comfortable with.When the fear of not making a change has finally surpassed making the change, you’re ready. The process though will never be about discovering something new it will always be rediscovering something that’s been missing in your life.Within six months there will be five generations in the workplace. These generations and their characteristics are based on the social, political, economic and technological events that occurred when the individuals were between the ages of eight and twenty.Negative stereotypes are what often prevent effecting interactions between the generations and cause conflict so its import to remove the stereotypes from the beginning.Some unique strengths across the generations:Traditionalists – practical, loyal, incredible work ethic, a feeling of civic dutyBaby Boomers – workaholics, educated, great mentors, value formal training, competitiveGen X –staunchly independent, value work/life balance and the results of their workMillennials – incredibly collaborative, crave input, multi-taskers, connected, first global generationGen Z – pragmatic & realisticIn general you can always find stereotypes represented in every generation but but the goal is to focus on the individual not the stereotype or the generation as a whole.3/4th of every communication we experienced as a child was negative.One strategy to use is reverse mentoring. Find another generation and form a reverse mentoring relationship. Because of technology, for the first time ever, the older generation is going to younger generations to learn things.Thus far, there is no proof that any generation has not been able to do what they needed to get done. Regardless of showing up on the cover of Time magazine, no generation has “failed.”Some of the core values that make up each generation are:Traditionalists – Their word is their bond, they’re committed, respect authorityBoomers - Live to work, optimists, value personal growth, authenticity, compensationGenX – Self-reliant, techno-literate, resourceful, savvy, flexibleMillenials – Interest in work-life integration rather than work-life balanceGenZ – Open to many options; not just those used by previous generationsThe mutual years of loyalty to a single company are never company back but millennials may be willing to stay longer if they’re treated like familyThe reality is there are not enough GenXers to fill all the open position so employers will need to attract, develop, coach & retain younger generations.Because millennials have grown up with so much social media it has created some hesitation to become 100% individualistic. As a result, 70% of millennials will make a decision when they know their friends will agree and validate that decision.For younger managers managing older employees:Get the stereotypes out of the way and then focus on the goalsFigure out what that individual values for their contributionRecognize that communication is key and that each generation communicates and learns in a differen...