Intergenerational Collaboration

This introductory-level program explores strategies for working on intergenerational teams. Through familiar workplace scenarios, it encourages learners to identify and challenge negative age-based biases and deepens their understanding of generational experiences. This program builds a foundational awareness of generational challenges, viewpoints, and strengths. It also emphasizes shared values and the universal need to feel understood and appreciated, both as a member of a generation and as an individual.

TOPIC: COLLABORATION

LEVEL: Introductory

Key concepts

Generational biases and stereotypes
Tech and communication preferences
Two-way or reverse mentoring
Collaborative flexibility

Core skills & behaviours

Empathetic communication: Instead of questioning the realities of others or playing “who has it worse,” we can intentionally respond with empathy, legitimize the perspectives of others, and draw connections based on shared values.
Recognizing and combating generational bias: We can prioritize age diversity when hiring, promoting, or building project teams and gently push back on generational stereotypes by stating their impact.
Fostering connection: Engaging in formal or informal two-way mentoring, cross-functional projects, peer-to-peer learning, and knowledge sharing sessions can help build powerful connections and leverage intergenerational strengths.
Taking a person-first approach: Balancing an understanding of generational challenges with a person-first approach can help us avoid hurtful assumptions and stereotyping.
Getting comfortable with “Why?”: By taking the time to question the “why?” of policies and practices, we can better identify and articulate shared values and include everyone in the process of change.

	Snippet Title	Topic Covered
1	Can She Catch Up?	Demonstrates that technological change is something that will affect all workers over time and that it’s important to not make age-based generalizations about who is able to adapt.
2	I Put In My Time	Illustrates that each generation has faced specific challenges. When issues arise, validating employees’ perspectives can help diffuse the tension.
3	Who Should We Hire?	Demonstrates that generational bias can creep into hiring decisions, and that skills-based hiring can lead to more balanced teams.
4	Set in His Ways	Illustrates how confirmation bias exacerbates intergenerational conflicts and how it’s important to challenge assumptions when they come up.
5	If I Had Done That	Demonstrates that while different generations have experienced different challenges, there is room for validating these different perspectives.
6	A Great Idea	Shows how managers can rethink traditional mentorship hierarchies to encourage more intergenerational collaboration.
7	Just Be Here	Explores the concept of the “sandwich generation” and presents flexible working arrangements as accommodations. Presents practical ways to build team cohesion and social bonds.
8	Thank You Note	Shows how to navigate tension around generational expectations of politeness and deference.
9	Call Me, Maybe	Illustrates that in cross-generational teams, managers should negotiate methods of communication and establish clear etiquette for tools.
10	The “Me” Generation	Demonstrates that intergenerational disagreement can lead to re-evaluating the status quo and developing more inclusive policies that benefit everyone.

Subject Matter Expert (SME)

Natasha Sharma

Founder & CEO Power In Progress | MA, Public Administration | Life & Business Coach | DEI Leader

Natasha Sharma is a certified Life and Business Coach, Wellness Specialist, and visionary DEI Leader with over a decade of experience advancing social justice and wellness. As Founder & CEO of Power In Progress Inc., a global consultancy, she helps individuals and organizations unlock their potential through inclusive, purpose-driven strategies. Natasha holds a Master’s in Public Administration from the University of Liverpool and is recognized for transforming complex challenges into opportunities for personal and professional growth. Her work—rooted in authenticity, empowerment, and systems thinking—drives lasting change at the intersection of equity, leadership, and transformation.

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