Lumina Learning

Spotted generational stereotypes causing a split in teamwork and leadership across your organisation?   We’ve all faced a judgement or two about our generation at work:   💬 Millennials are easily disengaged job hoppers and difficult to work with 💬 Gen Z appears lazy, lacks resilience and refuses to come into office 💬 Baby Boomers struggle to adapt, rely on authority and can’t work with technology   But how much of it is true? And what is the impact on people's engagement, teamwork and leadership?   Dr Stewart Desson, Jonathan Cannon, and expert panellists Ben Williams and Tatiana Rowson PhD, SFHEA, CMBE will dive into the behavioural data to uncover the unintended impact of these stereotypes on engagement, teamwork, and leadership.   Join our second #ChallengesOfChange exploration for an hour-long discussion on how your teams can bring their behavioural differences together in a way that works for everyone. Plus might we have more in common to connect on beyond what those stereotypes might assume?   🎁 You’ll also be the first to grab our new Top Tips Guide packed with the latest data and action plans for teams to explore their differences together.   Grab your seat for April 24th on Zoom! 👇

Are Boomers, Gen X, Millennials and Gen Z really that different? 🤔    In our second #ChallengesOfChange community series, Dr Stewart Desson and Jonathan Cannon explore the unintended impact of generational stereotypes on performance, teamwork and leadership alongside expert panellists Ben Williams and Tatiana Rowson PhD, SFHEA, CMBE.   Plus, we've got:   ✔️ 3 practitioner community exclusive events  ✔️ 2 new workshop templates on hybrid teamwork and leadership ✔️ 1 fresh Top Tips Guide with our latest research   📅 Explore what's on for you and grab your seats 👇    

🚨 Experienced generational stereotypes influence assumptions around people's talent?   We often hear behavioural assumptions based on a teammate's generational fit...like Gen Z are 'spontaneous' or Gen X are 'reliable'.    Or more negatively, when teammates are labelled 'argumentative' because they are a Baby Boomer or 'emotionally stretched' because they are a Millennial.    When this happens, there's a risk that people start to internalise these assumptions.   And once people start believing the stereotypes about themselves, they may unconsciously become them.   Let stereotypes that shape behaviour linger in your organisational culture long enough and you will see them reduce people's ability to adapt their personal strengths, teamwork and leadership potential.    Whether positive or negative - they won't be acting authentically on the most effective strengths they bring to the table.    This can have real implications on their performance:   ⚠️ If people feel judged by assumptions rather than their actual qualities, they'll most likely disengage and hide their potential ⚠️ They stop showing up as their authentic self, holding back key strengths that their team might need to be successful ⚠️ Their resilience may suffer as they try to fit into expectations that don’t align with their most effective way to perform under pressure So what if we looked at people's individual behaviours, talent and potential instead of inaccurate assumptions?   Personality Expert Dr Stewart Desson and Business Psychologist Jonathan Cannon take a closer look at the unintended impact of stereotypes on people's resilience and what leaders can do to better support their teams 👇

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Your next #ChallengeofChange research results focused on how generational stereotypes impact talent, teamwork and leadership launches soon 📊 So what happens when teams slip into generational stereotypes? 👇   When older employees are labelled as “too set in their ways” or assumed to be holding back progress, their perspective goes unvalued and they likely become disengaged from those who aren't truly listening to them.    And when younger colleagues assume they’ll face resistance, they may stop trying to collaborate altogether. The result?   A divided team that can't act on emerging opportunities to adapt: ❌ Ideas that could transform outcomes aren't heard ❌ Assumptions about each other's perspectives replace meaningful conversations ❌ Teams lose out the uniquely different perspectives needed to shape good decisions   But when teams move beyond generational assumptions and instead focus on understanding and valuing each other's unique personal styles and strengths, they can break down barriers and create stronger, more collaborative environments.   ✅Ultimately, for teams that want to learn from one another, complement each other’s strengths, and build stronger connections, it's crucial to challenge these assumptions and focus on valuing the different qualities of each individual, regardless of their generation.

On Friday we celebrate our Global Practitioner Community 💜   Thank you Ted Huang for reminding us of the power of self-awareness to:   ✔️ Recognise our hidden treasures and potential ✔️ Adapt more effectively to the challenges around us  ✔️ Create actionable development plans that help us grow   Here's to all the individuals, teams and leaders you support to understand themselves better, so they can take smart action towards their lasting success 🙌

What happens to communication when we make generational stereotypes about teammates?    🗣 Boomers are blunt. Gen Z lack clear focus. Millennials over-explain.    Sound familiar? 🤔    The problem with labeling teammates based on their generation is that it leads to assumptions about how they prefer to work and communicate.   But assuming that someone prefers directness because they’re older or needs extra sensitivity because they’re younger misses the nuanced picture of who people are as individuals and their unique personal styles.    This can be a huge blocker for communication, leading to tension and missed opportunities for collaboration.   Dr Stewart Desson and Jonathan Cannon look at how these generational stereotypes impact communication and share how teams can start to overcome them to work better together 👇

You’ve probably seen the endless WFH rationales and RTO mandates. Each claims to have the golden ticket to productivity. But our research suggests success isn’t about where you work - it’s about how you work. That's why we created your latest Top Tips Guide to build your confidence and clarity on creating meaningful behavioural change. With actionable steps to help your teams across: ✅ The common communication gaps between remote and in-office staff ✅ Why collaboration isn’t one-size-fits-all ✅ How to prevent culture silos before they form ✅ Key behaviours needed for success in both worlds Because when teams have clear behavioural strategies to help them better adapt, they can perform at their best - no matter which setting they're in 🤝 Sound interesting? ⬇️ Grab the guide from a fresh perspective on how people’s behaviour shapes your hybrid strategy and outcomes.

On Friday, we celebrate our Global Practitioner Community! 💜 Thank you Jonas Haefele for reminding us how precise and practical self-awareness helps us to: ✔️ Understand the full range of our strengths ✔️ Move beyond labels that limit potential ✔️ Adapt more effectively to different situations Here’s to all the individuals, teams, and leaders you support in understanding their behaviour better so that they can bring out the best in their talent! 🙌

Thank you to everyone who joined us for the WFH vs. Office Clash today🫶 You made the opening event of our #ChallengesOfChange series truly special with your brilliant questions and unique perspectives. Dr Stewart Desson and Jonathan Cannon had a fantastic time with panellists Penny Strutton and Dan McNicholas while bringing fresh clarity on:   ✔️ The common WFH and office challenges ✔️ How behaviour shapes WFH and office outcomes more than we might think ✔️ What organisations can do to help people perform at their best - no matter what world of work they find themselves in.    Understanding how your usual strengths might show up differently between remote and in-person work is what it's all about. And that self-awareness of personal styles doesn't end with the session. 💡 We've created a Top Tips Guide packed with our latest research and actionable steps to help teams adapt their behaviour effectively. So that everyone can perform at their best no matter which world of work they find themselves in. Grab your copy in the comments 👇