Team Building Multigenerational Team

I personally agree with the strengths that are presented in the article. As a millennial, myself, I have witness how important it is to stand-out among peers. With a lot of emphasis from teachers, parents, etc. on leadership and accountability. More millennials are instructed to build their “brand.” Insisting that by exuding confidence will show employers that you are self-assured in your knowledge and abilities. However, according to the article these traits are being included as a weakness. The other weakness that I don’t agree with from the article are unmotivated and disloyal. I feel that these two traits are subjective and can be distorted or irrationalized by employers if they are not open to new ideas and views. As graduates transition into the workforce with thoughtful intentions of continuous improvement and influence within their post-graduate place(s) of employment. Their ambitions and fulfillment should be recognized rather than methodized.
The strategies I would look to implement in the workplace to assist with building strong teams with millennials are develop mutual respect, build communication skills, and building a successful team. Along with establishing a mutual level of respect among coworkers it is just as important in the workplace to have a culture in place that respects the …show more content…
The team building concept will establish a strong foundation for which the group will conduct themselves. When constructing a multigenerational team it is good practice to include as much diversity within the group as strategically possible. The value conflict concept would be a key concept to include when forming a multigenerational team. This concept focuses on locating potential conflicting interest among team members and any preventive measures that may be used to create an atmosphere in which compromising and collaboration can