C-Suite Blind Spot – The Remote Workforce – Generation X

Blind Spot

Moving to a remote workforce is not a simple yes or no question. Yes, corporations globally were forced to temporarily move to a remote workforce in a few short weeks with COVID19. However; determining the composition, structure, and construction of the “new normal” workforce will not be a simple cut and paste process. The workforce of the future is likely to be a blend of working both in-house and remotely.

Boomers, Generation X, Generation Y and Generation Z can be found in many corporations. Do corporations need to consider that they are now employing four generations of workers? Is it possible to have a multi-generational workforce but not have that element significantly impact the structure of the corporation?

Do generational differences hinder or help the process in an evolving workplace? If it does, how can senior executives use generational differences to their advantage in order to navigate into the future?

Illumination

In August 2019 Harvard Business Review article sited that while there is some evidence that generational differences at work has an impact on the organization; the impact was minimal. This may not hold true today with the now accelerated move to a remote workforce. Characteristically; one generation may be favored over another due to certain traits that they exhibit. Meet Generation X.

Generation X (40-55), the so-called latchkey generation, might be the group most favored to adapt to the new blend of remote and in-office work. The generation that has experienced the end of the Cold War, Watergate, Three Mile Island, 9/11, and are now taking care of children while caring for elderly parents may be the C-suite’s go-to generation in adapting to this new structure.

Generations X’ers are:

· Experienced and established workers

· Versatile, adaptable and motivated by flexibility

· They are independent

· Self-sufficient

· Resourceful, and hardworking

Can Generation X be a silver lining in designing a solution for an unexpected and unprecedented situation?

As executives seek to find the composition that best meet the unique needs of their organizations, they would benefit from the addition of a team of expert advisors to help navigate through.

Many of my accomplishments have been win or lose situations. For me, second place was not an option. My key to success was to assemble a diverse team of specialized individuals who were experts in their fields. Together, we were able to develop strategies that helped me to identity, address and eliminate my “blind spots”. When winning or losing are the only two choices, choose to win.