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Exploring the pieces of your identity across 5 generations in society and in the workplace

The Silent Generation (born 1928-1945)
Characterized by stoicism, resilience, and a strong work ethic, shaped by the Great Depression and World War II.

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Individual Report

Vijay Menon

My report below will help me leverage my wisdom, knowledge and skills to maximize my potential in society and in the workplace.

 

Exploring my generational identity values is a journey of self-discovery and personal growth. It will help me understand my unique place in the world, develop a strong sense of identity, and guide me towards a more fulfilling life.

My Generational Identity

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Silent Generation

I identify as belonging to the Gen X Generation - 1965 to 1980

Gen X - Often described as independent, adaptable, and skeptical, shaped by economic uncertainty and technological advancements.

The Oil Crisis of the 1970s: This period of economic uncertainty and high inflation fostered a sense of pragmatism, self-sufficiency, and adaptability in Gen X. They witnessed economic instability and learned to navigate an unpredictable world. The rise of technology: Gen X grew up alongside the personal computer and the internet, becoming the first generation to embrace emerging technologies and adapt to a rapidly changing information landscape.

Key Attributes and Thrive Quotient

Independent Gen Xers are known for being independent and self-reliant. They are not afraid to go against the grain, and they are often more comfortable working independently than as part of a team.

Tech-Savvy - Gen Xers grew up with technology, and they are often more comfortable with technology than older generations. They are also more likely to be early adopters of new technologies.

Work-life balance - Gen Xers are more likely to value work-life balance than previous generations. They are not afraid to speak up about their needs, and they are more likely to leave a job if they are not happy with the work-life balance.

Results Oriented - Gen Xers are results-oriented. They are more interested in getting the job done than in following rules or procedures. They are also more likely to be entrepreneurial and to start their own businesses.

Adaptable - Gen Xers have had to adapt to a lot of change in their lifetimes. They are more likely to be flexible and adaptable than older generations.

Thrive Quotient

Work-life balance and flexibility: Witnessing the long working hours of previous generations, they value achieving personal fulfillment alongside professional success.

Independence and self-reliance: Raised in a time of latchkey kids and economic uncertainty, they value autonomy, resourcefulness, and the ability to solve problems independently.

Pragmatism and adaptability: Shaped by a volatile economy and technological advancements, they value practicality, problem-solving, and adapting to changing environments.

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Managing in the workplace

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Offer autonomy and control over their work. They may value independence and the ability to manage their own time and workload.

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Provide clear expectations and deadlines, but allow flexibility in how they achieve them. They may appreciate structure and direction while still wanting the freedom to use their skills and preferred methods.

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Value their work-life balance and respect their boundaries. They may prioritize personal time and appreciate employers who understand and support that balance.

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Recognize their adaptability and resourcefulness. They may be well-suited for handling challenges and finding creative solutions to problems.

My Top Personal Values

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Work Life Balance

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My Proficiency Level

Proficient

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Striking a balance between my professional and personal goals

Value Description

Work-life balance - The equilibrium between personal life and career work. The amount of time you spend doing your job compared with the amount of time you spend with your family and doing things you enjoy

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Collaboration

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My Proficiency Level

Somewhat Proficient

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Working with teams to achieve goals

Value Description

Collaboration - The action of working with someone to produce or create something. To work with another person or group in order to achieve or do something.

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Travel

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My Proficiency Level

Very Proficient

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Ability to see the world and meet people from different cultures

Value Description

Travel - Go from one place to another, typically over a distance of some length. (of an object or radiation) move, typically in a constant or predictable way.

Managing in the workplace

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Work Life Balance

Navigating Best Practices

Work-life balance - Here are eight ways to create a better work-life balance, as well as how to be a supportive manager.

1. Accept that there is no ‘perfect’ work-life balance. When you hear “work-life balance,” you probably imagine having an extremely productive day at work, and leaving early to spend the other half of the day with friends and family. While this may seem ideal, it is not always possible. Don’t strive for the perfect schedule; strive for a realistic one. Some days, you might focus more on work, while other days you might have more time and energy to pursue your hobbies or spend time with your loved ones. Balance is achieved over time, not each day.

2. Find a job that you love. Although work is an expected societal norm, your career shouldn’t be restraining. If you hate what you do, you aren’t going to be happy, plain and simple. You don’t need to love every aspect of your job, but it needs to be exciting enough that you don’t dread getting out of bed every morning.

3. Prioritize your health. Your overall physical, emotional and mental health should be your main concern. If you struggle with anxiety or depression and think therapy would benefit you, fit those sessions into your schedule, even if you have to leave work early or ditch your evening spin class. If you are battling a chronic illness, don’t be afraid to call in sick on rough days. Overworking yourself prevents you from getting better, possibly causing you to take more days off in the future. Prioritizing your health doesn’t have to consist of radical or extreme activities. It can be as simple as daily meditation or exercise.

4. Don’t be afraid to unplug. Cutting ties with the outside world from time to time allows us to recover from weekly stress and gives us space for other thoughts and ideas to emerge. Unplugging can mean something simple like practicing transit meditation on your daily commute, instead of checking work emails.

5. Take a vacation. Sometimes, truly unplugging means taking vacation time and shutting work completely off for a while. Whether your vacation consists of a one-day staycation or a two-week trip to Bali, it’s important to take time off to physically and mentally recharge. According to the State of American Vacation 2018 study conducted by the U.S. Travel Association, 52% of employees reported having unused vacation days left over at the end of the year. Employees are often worried that taking time off will disrupt the workflow, and they will be met with a backlog of work when they return. This fear should not restrict you from taking a much-needed break.

6. Make time for yourself and your loved ones. While your job is important, it shouldn’t be your entire life. You were an individual before taking this position, and you should prioritize the activities or hobbies that make you happy. When planning time with your loved ones, create a calendar for romantic and family dates. It may seem weird to plan one-on-one time with someone you live with, but it will ensure that you spend quality time with them without work-life conflict. Just because work keeps you busy doesn’t mean you should neglect personal relationships.

7. Set boundaries and work hours. Set boundaries for yourself and your colleagues, to avoid burnout. When you leave the office, avoid thinking about upcoming projects or answering company emails. Consider having a separate computer or phone for work, so you can shut it off when you clock out. If that isn’t possible, use separate browsers, emails or filters for your work and personal platforms.

8. Set goals and priorities (and stick to them). Set achievable goals by implementing time-management strategies, analyzing your to-do list, and cutting out tasks that have little to no value. Pay attention to when you are most productive at work and block that time off for your most important work-related activities. Avoid checking your emails and phone every few minutes, as those are major time-wasting tasks that derail your attention and productivity. Structuring your day can increase productivity at work, which can result in more free time to relax outside of work."

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Collaboration

Navigating Best Practices

Collaboration - Collaboration is a worthy goal, but just getting everyone in the same room won’t make it happen. The company culture has to reinforce and reward team collaboration. Here are 5 guidelines for effective collaboration:

Accountability is critical to a collaborative workplace. Although no one wants to feel like they’re doing all the work alone (remember group projects in school?), people also don’t want to feel like their good work has gone unnoticed. Accountability helps provide clarity and sets the stage for recognition.

The biggest upsides of collaboration are creativity and innovation — but those don’t come without trust. Creating an environment where people feel psychologically safe is a prerequisite for successful collaboration. Without trust, people won’t share their ideas or feel comfortable taking risks.

There are two approaches to problem-solving. Some people treat it as an inconvenience and work as if their backs are against the wall. Some teams, however, treat problems as opportunities for growth. Going into any project with a positive, optimistic outlook will make a huge difference in the types of ideas you brainstorm and the experience of getting there.

Collaboration thrives in a fast-paced environment. People rapidly lose enthusiasm for projects that stretch on and on without any end date in sight. Completing projects quickly pushes people to come up with new ideas and better ways of executing them by immersing them in the work at hand.

Finally (or maybe firstly?), make sure the problem is significant or complex enough to benefit from collaboration. Designing a product launch campaign? Collaboration-worthy. Writing an email? Probably not.

Nothing kills the passion for working together faster than making every task a group task. If there are side reasons — such as onboarding a new team member or freshening up the approach on a big account — make those goals clear to everyone involved."

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Travel

Navigating Best Practices

Travel - Health and safety are key values to Gen Z, which is projected to comprise nearly a quarter of the workforce by 2030. A recent survey found Gen Z business travelers (94%) consider some flexible travel and booking options as essential for their company to allow to protect their health and safety when they travel for business.

With Gen Z representing a growing portion of the workforce, companies must look for opportunities to meet their needs, including traveling more. Thirty-five percent of Gen Z business travelers say they will look for a new position if their travel schedules don’t improve. Regardless of generation, all travelers want flexibility to feel safe.

Companies should consider less rigid travel policies where possible, allowing employees to select their preferred accommodations or mode of transportation, book travel directly on supplier websites and determine the length of their trip.

1) Extend diversity, equity and inclusion (DE&I) efforts to travel Mental health and DE&I go hand in hand, because inclusive workplace cultures make employees of all backgrounds feel welcome and present. The travel industry has inclusivity issues that are important for employers to address. For example, women and LGBTQ+ travelers have experienced harassment or had to hide their sexual identity during a business trip. Additionally, 73% of business travelers have seen- or known someone who has seen - discriminatory practices while traveling for business, such as travelers avoiding sitting near certain people (35%) or people being ignored by service workers (33%). Employers can create change by involving diversity leaders in the corporate travel program and collaborating on travel policies and resources. Travel programs should have tools that educate employees about potential risks at their destination and provide immediate assistance if something happens on the road.

Additionally, employers should prioritize hotels and other travel suppliers that act inclusively toward diverse populations, e.g., hotels that accommodate people with disabilities or have heightened security to protect women and LGBTQ+ travelers.

2) Establish wellness checks - Companies should establish more routine communications to check in and collect feedback. In addition to professional mental health services, employers can get involved with simple interventions such as checking in with employees, treating employees with both respect and compassion, encouraging regular daily exercise and meditative practices. Paying attention to the well-being of your workforce goes a long way. Remembering that people are important, sacred, fully human and want to thrive, flourish and contribute to a better world is important, too. When companies offer health and wellness services to support business travelers, employees do make use of them. Nearly all (93%) travel managers report that most employees take advantage of these services at least occasionally while traveling.

3) Build sustainability into your corporate social awareness program Almost all business travelers (94%) plan to take steps over the next 12 months to reduce the environmental impact of their business travel, especially Gen Z (98%) and millennials (96%). Gen Z (22%) and millennials (28%) would even consider declining a business trip if it required using non-sustainable travel options. Companies can help employees achieve their sustainability goals by setting company-wide policies. For example, establish eco-friendly travel parameters, e.g., prioritizing nonstop flights to cut back on carbon emissions or hotel suppliers that are committed to reducing waste and emissions. Empower employees to contribute to these initiatives by offering incentives, increasing training and education and electing sustainability ambassadors. Safety, DE&I, wellness and sustainability should be leading pillars of all business travel programs - and workplaces themselves - to help employees focus on their mental health."

Synergies with Corporate Values

Corporate Values

Synergestic

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Team Talk

Nurturing Entrepreneurs

Please note that theboardiQ Compass is an unbiased instrument and the results are based on voluntary disclosure to help assist in forming the right team culture and managing a winning team. It showcases the "thrive quotient" of every generation in the workforce to provide effective styles of management and is not to be construed to be discriminatory in nature. We acknowledge that Corporate America welcomes and leverages the skills, knowledge and experience of all generations in society and in the workplace

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