Google Ad #1 - desktop - 728x90

Google Ad #3 - desktop - 728x90

Google Ad #1 - mobile - 300x200

Google Ad #3 - mobile - 300x200

ATD_Half_Page

Googel Ad #1 - Side Bar - Content pages

ATD Footer Logo

Barry Johnson is founding partner and chairman of Polarity Partnerships and creator of the Polarity Map and principles. He created the first Polarity Map and set of principles in 1975. Since then, he has been learning and applying Polarity Thinking with people and organizations all over the world. As chairman of Polarity Partnerships, he continues to explore and promote supplementing o_r_-thinking with and-thinking to enhance our quality of life on our planet.Johnson’s most recent publications, And: Volume One – Foundations and And: Volume Two – Applications, represent what he and his colleagues have learned about a_nd_-thinking since his first book, Polarity Management: Identifying and Managing Unsolvable Problems, came out in 1992.

Barry Johnson

Cliff Kayser is partner and vice president of mastery and coaching programs for Polarity Partnerships. He has more than 25 years of experience in leadership, team, and organization development.Together with Barry Johnson and William Benet, Kayser founded the nonprofit Institute for Polarities of Democracy in 2017, which is a strategic partner of Polarity Partnerships. Kayser also serves in adjunct and coaching fellow faculty roles at American University and George Mason University.Kayser holds two master’s degrees (HR and organization development) from American University. He completed executive coaching training from Georgetown’s Leadership Coaching Program in 2008 and holds a PCC (Professional Certified Coach) designation through the International Coaching Federation. In 2019, Kayser received the Lifetime Achievement Award from the Gestalt Center for Organization & System Institute of Cleveland.

Cliff Kayser

July 2022 - TD Magazine

Maximize the upsides and minimize the downsides of well-being initiatives.

See Well-Being Through a Polarity Lens

Generation is “a group of individuals born and living contemporaneously who have common knowledge and experiences that affect their thoughts, attitudes, values, beliefs, and behaviors.”**—**Meagan and Larry Johnson of Generations, Inc. Much has been written about the differences and disharmony among the five generations that currently exist in the workplace. However, this situation is changing and diversity is being viewed as an asset—resulting in organizations meeting goals more effectively and efficiently. Recognizing Differences There is an increasing awareness of the importance for a multi-generational workforce to learn and work together. In addition, there is more appreciation for—and recognition of—differences in generational work ethics and mindsets. Acknowledging that generational values, mindsets, priorities, and behaviors are different (but not wrong) is the first step toward a truly integrated workforce. Examples of different work mindsets include: Traditionalists: I am at my workplace for eight hours. If necessary, I stay late to complete an assignment.Boomers: I am at my workplace for eight to 10 hours. If necessary, I will take work home.Gen Xers: I try to complete my work at the office. If necessary, I will take it home.Millennials: This is a 24/7 world, I work until 5:00 and will log on tonight at home.Z Generation: I think being physically in the workplace full-time is not necessary, and I can work remotely with a flexible schedule. Improving Performance Surprisingly for some, these differences can not only be compatible, but also enrich a team or project work experience. Instead of a widening gap, employees are working together to achieve common goals. More importantly, having a positive attitude about generational diversity in the workplace can result in such benefits as: more in-depth dialogue—with feedback offered voluntarilyfewer incidents of conflict, debate, and clasheswider range of motivational tools and methodsrealistic expectations that are appropriate to the situationmore creative solutions—proposed via group brainstormingincreased productivity by teams and project groupslarger pool of candidates for succession planning.Moving ForwardI would like to pose some questions for you to consider that will help you examine how you view other generations with whom you have working and networking relationships:Describe your co-workers, team members, and networking contacts in terms of their generation qualities, values, and preferences. How do these characteristics differ from yours and affect your relationships with them?How would your rate your communication challenges with other generations?  Don’t have challenges \_\_\_           Have minor challenges \_\_\_    Have major challenges \_\_\_What is one quality that a colleague of another generation has that you admire and wish you possessed?Have you experienced any friction with members from other generations? If yes, identify the generation, describe the situation, and explain how you handled it.Are you comfortable working with a client or customer that is at least two generations separated from yours? Why and what can be done to ease the situation?In the future, which generations should your organization target for new hires, new clients or customers, or include in succession planning candidates? Why? In Summary Understanding the reasons behind generational differences enables you to be less judgmental and less likely to misjudge a comment or suggestion. For your own career success, learn how to accommodate another person’s generational preferences and, at the same time, share your preferences. In the end, not only will your organization or clients profit and prosper, but you will as well.  Editor’s note: This is the last post of the Generations in the Workplace series. To learn more, post 1 examines impact of perceptions and post 2 discusses diversity of communication styles.

Multi-Generations in the Workplace: Diversity Leads to Stronger Outcomes

Each Month, The Public Manager reviews a recent title that should be on every federal leader’s book shelf. Here’s a look at three top reads.

Search results for 'Barry Johnson'

Categories

Refine By