Wisdom.
'The ability or result of an ability to think and act utilizing knowledge, experience, understanding, common sense, and insight'.(Collins Dictionary)



  We Need Wiser, intergenerational organisations

because...


We have Information overload and wisdom scarcity


Technology is advancing at the expense of social skills


We are losing perspective through 'busyness'


Advancing technology is encouraging work overload and anxiety


We have the advantage of an ageing population with the potential for wisdom


There is the remarkable diversity of five generations available


Intergenerational groups can work far more effectively
 



Developing Future Strength



In the next 20 years, We have the advantage of an ageing population with the potential for wisdom and organisations have a unique opportunity to use this to

Develop the unique wisdom in existing employees  
Recruit new, older employees that have wisdom rather than rigidity
Use the complimentary talents of all ages to create productive balance and energy
Build a culture of respect, support and wellness through intergenerational working
Create a future sense of security and meaning for employees over 45
Support the wellness of a 'sandwich generation' of employees who care for parents and grand children



We Offer Support in Four Fundamental Areas of Wisdom Development



1. Harness Intergenerational Power
New for 2019
 

Workplace Wisdom NZ and Work Life Balance International are joining forces to help you harness the power of multigenerational potential. We believe that the ageing population offers an amazing opportunity for organisations and individuals. We want to help organisations and communities avoid the negatives by taking advantage of the positive possibilities offered by the aging population.

 
It is well proven now – intergenerational groups in all types of organisation achieve more powerful results. The combination of disruption and wisdom combines to create collective human super working. The natural way in which people work together also lessens stress and improves overall wellness for everyone. This is because human beings have always formed multigenerational groups to get things done. We are wired to work this way. More details about our work here

Disruption and Wisdom combine well.


2. Create Elders (Employees aged 45+)

The role of Wise Elder has been lost at work but it is important in a human enterprise. All wise people are old but not all old people are wise! Wisdom is a learned characteristic. Intergenerational working depends on employees over 45 developing and contributing their unique wisdom . Many employees over 45 have the potential for wisdom but have not realised it. We help people who are open to learning make the most of their age and wisdom by developing perspective, emotional and social maturity. This is a skill that younger people cannot offer and is a huge mine of untapped value within most organisations.

These elders are then able to role model and offer reverse mentoring to others


3. Equip Employees over 45 with a Portfolio Future
In future, many employees will want to continue working but the organisation may not be able to retain everyone past retirement. All employees over 45 should be considering a portfolio of activities that include work for their own wellness and the organisation should start a development process whether a person will stay or leave. over the next few years. This will strengthen the organisation and the individual.

Enable employees over 45 to be relevant and financially secure whether they go or stay


3. Skills of  Intergenerational Leadership (aged 25- 50+)

Building a successful organisation employing four or five generations depends on leadership. We help young people and elders to develop a framework for combining wisdom with the people skills needed for working seamlessly together. The framework is based on self-awareness, social skills, perspective, intuition and character. This builds a life-guidance framework for future wisdom and offers young people meaningful growth and development through their 30's and 40's. Elders and young leaders learn how to work with older or younger colleagues through empathising and being flexible with their diverse needs and capabilities. Workshops and coaching for emerging leaders aged 20 - 35 compliment the work we do with older leaders and set the culture on a path to intergenerational success.

Build leadership confidence in dealing with multigenerational issues