Gentelligence

April 19, 2021
The idea of “us versus them” has pervaded the workplace, argue management professor Gerhardt, leadership coach Nachemson-Ekwall, and Ernst & Young consultant Fogel in their outstanding debut on building intergenerational respect. The authors tout the benefits of “gentelligence,” or seeing the potential of generational diversity in the workplace as an opportunity rather than a threat, and lay out the roadblocks businesses may face in “closing the generational divide”: “generation shaming,” for example, is when blame is put on an entire age group, and ageism can be directed at both older and younger people. To counter these, the authors explain four practices that lead to gentelligence: resisting assumptions by replacing stereotypes with personal connections, adjusting one’s lens by asking questions, strengthening trust with a psychological safety zone, and “expanding the pie” by proactively searching for win-win opportunities. The guidance comes judgment-free, and the authors make a convincing case that a mixed-generation workforce can only benefit companies: “Every war has casualties. In the case of generational conflict, the loss is one of talent potential.” Informative and instructive, the strategies here will be invaluable to business leaders.

May 1, 2021
Miami University management professor Gerhardt and coauthors Josephine Nachemson-Ekwall, associate director of financial crime prevention at UBS, and Brandon Fogel, staff consultant for Ernst & Young, team up to write about today's generationally diverse workforce. In any industry, there may be workers coming from the Traditionalist, Baby Boomer, Gen X, Millennial, and Gen Z generations. How do organizations and leaders effectively empower all generations and leverage generational diversity as an asset? Drawing on everything from newspapers and research reports to anecdotal experiences, the book explores each generation and its workplace stereotypes, and covers important topics such as intergenerational communication strategies and conflict management approaches. The authors examine key practices and business case studies in addressing and challenging assumptions and biases in generational identities using the Gentelligence method. Readers interested in business and personnel management, organizational development, human resources, and leadership will find this timely, relevant book good for both reading straight through and consulting as a reference for supporting intergenerational workforce cultures and needs.

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Starred review from June 1, 2021

Co-authors Gerhardt (prof. of management, Farmer Sch. of Business, Miami Univ., OH), Josephine Nachemson-Ekwall (assoc. dir. of financial crime prevention, UBS), and Brandon Fogel (staff consultant, Ernst &Young) present strategies for managing a generationally diverse workforce. Their focus is on progressive, open approaches to balancing the different interests of different generations of workers. They replace an outdated us-vs.-them mentality by maximizing efforts to involve multiple generations throughout an organization. The authors explore the current state of generational conflict and tension, outline generational clich�s and shared experiences, identify roadblocks to "Gentelligent" leadership, and explain how to champion diversity of thought to create stronger workplaces. The book details four key management practices: resist assumptions, adjust the lens, strengthen trust, and expand the metaphorical "pie." VERDICT This book expands nicely on Jason Dorsey and Denise Villa's Zconomy. The extensive citations, supplemental reading sources, and bibliography firmly establish the credibility of this solid, impressive work. Vital for any organization with multigenerational staffs, and for marketers, public relations professionals, HRD managers, or executives. Highly recommended for all university libraries supporting business and psychology curricula.--Dale Farris, Groves, TX

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