Accountability means an obligation that an individual or team accepts to take ownership of. It is about taking personal responsibility for a job to be done. We can easily achieve this by simply showing up and doing the things that one has committed to. While doing so, we must trust our teammates and know that we can count on each other to get things done.

Why is accountability important?

For an organization to achieve its full potential, it is vital to build a healthy accountability culture across the board.

As a leader, do you face difficulty in getting your teams to showcase accountability?

If you answered yes to the above question, you have come to the right place.

You’ll notice that your employee’s job satisfaction levels increase when you let them own a piece. What does owning a piece mean? It does not mean that you are giving them ownership of your business. You are giving them the freedom to make decisions and making them responsible for their actions at work. Companies that adopt a culture of accountability have proven to improve their productivity by setting expectations and eliminating surprises for their employees.

Make your team accountable

How to build an accountability culture in your organization?

The transformation of your leadership style to accommodate an accountability culture might seem overwhelming at the beginning, but as you embark on this journey, you’ll notice that your teams have aligned with your company’s values and they have become more competent than before.

Let’s look at some of the key elements in shaping your company’s accountability culture.

Define Accountability

The first step in setting up an accountability culture in an organization is for leaders to have a clear definition of what, who, and how chalked out. There should be clarity on the expectations, what are the immediate goals and future goals, their timelines, how to measure growth, and ensuring that the resources to deliver are made available. If you don’t know how to define your company’s accountability culture, we can help you with it. Ask us how at

Discuss Choices

The next step in the path of nurturing an accountability culture in your organization is to have conversations with your immediate team members and employees at the designing stage. We can collate this by conducting surveys, and weekly or monthly meetings. Engaging your teams to know what will motivate them will help you establish an accountability relationship. Giving employees the needed autonomy to accomplish their tasks with a focus on company goals will lead to an increase in productivity.

Identify Obstacles

Then comes the most exciting part of the accountability culture-building process, which is tracking your company’s progress. Collect data to track employees’ understanding of the company’s objectives and their personal goals. Aligning individual growth with that of the organizations eliminates ambiguity and builds healthy employer-employee relationships. That brings us to the next step of communication through mentorship.

Offer Mentorship

It’s time to use the metrics and identify employees who need mentorship. Not having clarity on what’s next builds stress and reduces the ability to perform. Knowing where we stand in the game helps us to figure out our next move. Offer coaching to your executives from time to time so they clearly understand their responsibilities, thus making them accountable for their actions.

Offer mentorship to build accountability culture

Recognize Results

The ultimate step of inculcating an accountability culture within your teams is to recognize every small and big milestone of everyone in the organization. Peer elevation plays an immense role in keeping employee motivation in a healthy place, resulting in them taking ownership of their actions and consequences.

Send in your enquiries to know how you can build an accountability culture that’s best suited for your organization. Our team will be happy to equip you with the five-step model to create accountability within your teams.


Factor 5 Things Before Starting an eLearning Program

eLearning is not a new concept. However, with the fast-paced digital transformation that’s happening at workplaces, online learning can be twice as enriching as classroom training. We can’t agree more on that, can we? But every time companies embark on this journey, there are a few common questions that arise, and human resource managers have an added responsibility to convince both management and employees to get on board with the idea of online learning. We have simplified these roadblocks into five steps that will make your digital learning transition seamless. Let’s see how.

Identify areas of improvement

The first and the most important step in designing an online learning program for your employees is to identify areas where resources are lacking the skills to deliver their best. Every project poses a new set of challenges. A close study of the problems and identifying the root causes can help businesses to come up with a learning plan.

We gain most of our technical skills through academic studies. And, when people face actual business situations such as dealing with a customer conflict or facing a client with a business pitch presentation, many skilled employees struggle. When organizations plan for training their employees to enhance their soft skills, they are better equipped for success.

Ask your employees

After identifying areas of improvement, the next crucial step is to have an open conversation with your employees. Find out what their expectations are for training. Just offering a training program that’s not adding value to their growth within the organization makes no sense to them and they will be reluctant to take part in the program. On the other hand, when employees are part of this planning, they feel invested in the organization and this helps with employee retention in the long term.

One way to achieve this is by gathering data through surveys to understand what employees want. Another method is to conduct employee skill assessments and give them a learning plan that’s customized to their needs. This will eliminate lethargy in learning and motivate employees to advance their skills with a sense of accomplishment, as they can see their individual progress alongside business growth.

Survey, one of the 5 factor to consider before starting an eLearning program

Align your eLearning strategies to your goals

When planning an eLearning program for your organization, it is only prudent to keep the company’s business goals in mind. This can differ from business to business. Since setting up an online learning program for your business is an investment, expecting a return is a natural outcome.

We can measure the results of traditional learning methods only after the completion of the training period. Since they are in a classroom set up with no access to real-time work conditions, measuring success has to wait. Whereas microlearning methods allow learners to learn just the needed skill and test it in live scenarios. This allows businesses to measure instant success rates.

Companies can therefore design eLearning and development strategies to reach multiple short-term and long-term goals.

Convince your audience

Convincing your audience is the toughest part of designing an online learning program. There can be many hurdles because of the differences of outlook between people of different generations, and other times because of the various backgrounds of people.

eLearning can be an intimidating concept for a few and for some it could be the reluctance to change the old ways of learning. We can change these fears and resistance only with the help of well-researched data from successful outcomes. At P2L, we can show you how companies have been able to reach their desired goals with our Plan to Learn strategies.

Happy employees who have factored 5 things before starting an eLearning program

Take-off on your success flight

Now that we have carefully understood and overcome barriers in setting up an online learning program, the last step is to come up with a program plan that works for your business. Here are a few tips that have helped companies build a successful learning strategy.

Once you have identified the areas of improvement, included your employees in planning, aligned your learning plan with your business goals, and convinced your audience, put a roadmap together for a smooth take-off.

For this reason, you should not look at learning as an event that needs your attendance, but rather, think of it as a process that changes with changing times. And for change to happen, we need to set out on the first step. Let us be part of your change, email us at


Companies that Resonate with Millennials and the Y Generation

Companies that Resonate with Millennials and the Y Generation

Millennials are some of the most ambitious people in the workforce, because to their natural knack for technology, social media, and creativity. They are self-starters with an entrepreneurial spirit and a desire to succeed, which makes them perfect candidates for businesses.

Three millennials sitting on stairs with one laptop and discussing

Who are Millennials?

They are those born between 1981 and 1996 and have been dubbed the “always connected” generation because of their intimate interaction with technology. According to research, historic events such as the Great Recession, 9/11, and the election of Barack Obama, the first African-American president, have changed their views.

chart defining generations by year of birth

As a business owner, one of the most important decisions you’ll have to make is who to recruit for your staff. Do you want a workplace with a mix of ages, or do you prefer exclusively older staff or millennials?

Only by conducting thorough study and being certain of what each generation can provide to your organization will you be able to make the best option. As a result, let’s begin by recruiting millennials.

Why are Millennials important?

At every turn, this generation defies preconceptions. Millennials, who are sometimes unfairly characterized as entitled or lazy, work long hours in the office—over 40 hours per week is the norm. And, contrary to common opinion, “fun” benefits like ping pong tables and in-office beer kegs aren’t required to entice millennials. Millennials are picky when it comes to their favorite benefits.

You’ve undoubtedly heard a lot of negative things about employing millennials. However, the majority of these reports were most likely overstated or the consequence of significant age gaps in the workplace. There are worse recruiting blunders you could make than employing younger talent, believe us.

Even if you truly want to avoid millennials, you’ll soon run out of talent since the Baby Boomers have all retired, and Generation X will shortly follow suit.

Social concerns are particularly important to millennials.

Hiring millennials, like hiring any other young group, keeps your business current with social, entertainment, and other industry trends. Millennials provide a new viewpoint to marketing and can develop methods that appeal to newer generations of customers.

When you hire millennials, you won’t have to worry about your company’s image being tarnished because they are extremely sensitive to social concerns.

Because people will speak out if your project or marketing campaign offends one segment of the community, you may already edit it out internally so that when it is released, it will be well-received by the whole community.

They are adaptable and agile.

Another advantage of recruiting millennials is that they are skilled at understanding the larger picture. This helps kids to be adaptable and flexible.

Millennials were raised in a world that was constantly changing. They’ve learned to react quickly in this unpredictably changing environment. That’s why they’re not scared to switch employment if they don’t see any progress, which is sometimes misinterpreted as impermanence.

How can employees attract millennials workforce?

Assist them with college loans.

It’s no wonder that repayment aid is a popular benefit, given that the average graduate enters the job with more than $30,000 in student loan debt. For many young professionals, paying off an undergraduate degree is a top priority. Adopting this cutting-edge employee benefit is highly sought after, and it will certainly set you apart from the competition.P2L training and development programme.

Providing wellness programme in the workplace

Millennials are more aware of their mental health and well-being than previous generations. They desire to maintain their emotional, psychological, and physical health.

This means that a small business that provides holistic health programme like yoga, complimentary gym memberships, stress management, and nutritional consulting may be more desirable. Offering nutritious snacks for free or at a reduced price throughout the day is another success with the younger generation, and it will help enhance employee wellbeing.

Provide them with chances for growth and advancement in their careers.

The majority of millennials are just starting out in their professions. They desire to learn and progress as much as possible, thus if you want to hire millennials, you should provide training and development opportunities.

You can recruit the most ambitious workers by introducing career development programme. Offering international relocation, for example, allows Millennials to improve their abilities, advance their careers, and get unique and significant experiences in another country. Promoting a learning culture also gives the younger generation a feeling of purpose, which may assist encourage them and propel your organization ahead.

P2L offers a wide range of courses for employee development and team- building which can be customized as per your business needs. Most importantly these learning programme can be learned while playing. They are not some board room slides or PDF pages that employees need to scroll through and get some certification.

Our recently launched 3D leadership games are one of our best sellers, where your employees can play in a battle field like situation and sustain in game while ensuring their team is safe.

All our activities primarily focus on user having fun while learning, contact us today to know more about our fun learning programme.


The notion that hiring millennials is a bad idea is another example of how stereotyping is a major issue in today’s environment. The fact is that whether or not someone will be a good employee is very subjective.

However, because you can’t conduct job interviews without preferences, these facts are an excellent place to start when deciding where to hunt for fresh talent. Read them over carefully to see whether these attributes are a suitable match for your company’s requirements. If you answered yes, begin looking for new workers among millennials; if you answered no, define your goals and determine which generation has the most of them.

Are you an (unconsciously) biased employer?

graphic of employers unconsciously biased

What is Unconscious Bias?

Unconscious bias refers to attitudes or prejudices that influence our perspectives, actions, and ability to make decisions. The scientific evidence is compelling in this area. It reveals how unconscious bias is activated automatically and influences how we think daily. It also has an impact on hiring and assessment processes, as well as contributing to a lack of diversity in the workforce.

Everyone is biased, yet the phrase bias makes some individuals feel as if they’re being slandered. So, while you’re reading this blog, I’d like to put your mind at ease. I’d like to invite you to be open to new ideas if you’ve come here because you’re curious about the title you just read.


Why unconscious bias matters to business?

Every decision made regarding a person costs us and the firm money, from the time we’re employed until the time we’re promoted, passed over, fired, or quit and when we make a bad mistake, we rush to the nearest online employment evaluation site to leave a negative review.

When you factor in the prejudice that occurs throughout the writing of the job description, the start of recruiting, the conduct of interviews, the making of hiring decisions, and the consideration of promotions, the issue becomes even more complicated.

Bias has a big impact on our careers, even if each bias is small. The consequences are serious and multiplying. And, while we continue to raise awareness about unconscious prejudice, we must remember that candidates are beginning to evaluate job offers based on a company’s reputation and diversity management.


The impact of bias

It’s natural to look for coworkers with whom we have something in common when we’re at work. Perhaps we grew up in the same town, have children who are friends in common, attended the same school, or have friendships or networks.

While it’s natural to want to share things in common, it’s critical that we don’t let our familiarity influence our decisions. Unconscious bias occurs when people make judgements based on preference or similar background. Employees leave the organization when they see others promoted based on relationships rather than merit. Employee turnover caused by unconscious bias is a costly blunder.

Turnover is expected to cost businesses $22,000 per employee. That is a substantial sum. Worse, some sources estimate the cost of replacing an employee earning $100,000 or more per year to be significantly greater. On the other hand, training and development to make your staff aware of unconscious bias costs a fraction of that, at only $1200 per employee.

So, why not use training to re-engage your employees? It’s a lot less expensive and better for employee morale. What if we invest in training and development for our employees and they leave? What happens if we don’t and they stay, is the response.

Have you ever worked somewhere where there was unconscious bias, a lack of diversity, or inequality? How was it dealt with? What ideas would you offer to make your workplace a better place to work? Because we can both be victims and perpetrators of unconscious bias, the impact of bias is complicated. However, if we commit to remain vigilant, we can begin to have a good impact.


So, what are we going to do with all of this new information?

Understanding and combating your own personal, unconscious bias is the first step toward leading and being a member of an inclusive team. Learners will develop critical self-awareness by identifying potential blind bias, learn practical, easy-to-apply bias-fighting tools, and construct an action plan to maintain bias awareness across the business in this programme. I hope you liked learning about this unusual subject and found it useful. It doesn’t have to be difficult to address unconscious prejudice and diversity challenges. And by working together, we can improve the lives and livelihoods of many more people. To learn more about this training programme contact P2L.

Embrace Workplace Diversity With Inclusive Leadership - four people are smiling around the table while two people shake hands across the table

Embrace Workplace Diversity With Inclusive Leadership

What is inclusive leadership?

Workable defines inclusive leadership as the capacity to manage and lead a heterogeneous group of people efficiently while respecting their uniqueness in an empathetic, bias-free way. It’s an authentic leadership style that rules out discrimination, bias, and favor based on color, race, and other protected characteristics and allows employees to feel valued for their own input.

Why is inclusive leadership important?

We live in a world that is rapidly changing and constantly evolving. Most organizations have employees from different parts of the globe. This poses an opportunity for progressive leadership where there’s room for diversity. This is where inclusive leadership comes in. Inclusive leadership is essential for making sure diverse thinking is respected, managed, heard, and applied. This can make way for diverse perspectives, opinions, and insights to co-exist. Inclusive leadership can give organizations a completive edge to promote inclusivity and diversify the market as a whole. And in today’s day and age, an organization that is respectful of all and inclusive in its working processes become the most sought-after place to work for. This invites the creamy layer of talent and clients alike.

Who is an inclusive leader?

A leader who is aware of his prejudices and knows how to overcome them would be an inclusive leader. He/she is good at making sure everyone is respected and heard. Most importantly, he/she ensures that everyone in their team feels important and valued. Inclusive leaders adapt to diverse situations and incorporate best practices to uplift their team members. They explore diverse scenarios and alternate perspectives with an open, non-judgmental mind to help their team members work toward a common goal.

What are the top qualities of inclusive leaders?

According to Deloitte, these are the top strengths inclusive leaders possess:

  1. They’re loyal ambassadors of diversity and inclusion – they never miss a chance to spread the word of D&I significance at work.
  2. They accept that they’re vulnerable and show it.
  3. They combat old-fashioned paternalistic leadership styles.
  4. They’re aware of their own biases and challenge their habitual patterns.
  5. They’re excellent communicators – i.e., they’re curious and great listeners.
  6. They understand and adapt to various cultural norms.
  7. They’re team players, eager to help and do what’s best for the team.

What is the inclusive leadership course all about?

This is not diversity training. Training that focuses only on diversity is ineffective and not truly reflective of the needs of our workforce. Inclusive Leadership helps individuals build self-awareness by uncovering blind spots, introducing a language to discuss inclusion, and providing practical tools that they can immediately apply to contribute toward an inclusive culture. Through this experience leaders and individuals move beyond surface-level conversations to authentic self-reflection in order to develop their skills in creating inclusive environments. This experience creates a launching point for new habits so that leaders can have an impact at work and beyond.

Key Content Areas:

  • Definitions for diversity and inclusion
  • The business rationale for inclusion
  • Your role as an inclusive leader
  • The basics of unconscious bias and its impact
  • Microaggressions and non-inclusive behaviors
  • The power of inclusive communication and how to create an environment of curiosity
  • The role of inclusion in team culture

Outcomes for Participants:

  • Knowing the role of inclusivity in advancing organizations
  • Increasing awareness of unconscious bias and using an empathetic approach to dealing with it in ourselves and others
  • Developing the ability to address microaggressions
  • Using practical tools to increase inclusive communication
  • Managing bias effectively and positively affecting the larger company culture


To adapt to changing times, we must embrace change. Similarly, for organizations to achieve utmost success, they need to be progressive and forward-looking. Inclusive leaders are thought leaders who are also promoters of a diverse workplace. They make sure to be inclusive in their thoughts and actions. They aim at a better overall performance by advocating for diversity, equity, and inclusion. Inclusive leadership promotes workplaces that are free of judgment and are open and trusting. If you’re looking for a course that takes you diversity, equity and inclusion then this is exactly the course for you.

To enroll, contact P2L today!

Importance of Communicating with Clarity in Different Aspects of Life

Communication across the globe has become more convenient thanks to technology; however, it has also made keeping up with the different messages they receive more difficult.

Our constant connections have led to an inability to communicate clearly, which is especially problematic for remote workers.

Many of us have either received or sent unclear messages at some point. In these situations, communication tends to crash and burn, requiring time and effort to rebuild.

How do you communicate effectively? & Why is it important?

Effective communication is the process of delivering, receiving, and comprehending a message successfully between two or more individuals.

It involves sharing information between members of your team in a way that reflects what you want to convey, what you say, and what your audience understands.

What role does clarity play ineffective communication?

To keep the reader interested, your message should be clear so that they don’t wonder what you are talking about. Identify the format you want to use with clarity and examine your goal or purpose.

Readers shouldn’t have to guess what you’re trying to say.

3 Key Ways To Create Clarity in Communication


Communicate the mission of your organization clearly and stay true to it. Building a motivational and engaged team culture begins with this step.

Your staff will feel a sense of belonging when your purpose is communicated clearly, concisely, and consistently to reinforce that they belong to an organization united by a common purpose. 


A clear organizational strategy that aligns with your mission must be determined and communicated.

Concrete short- and long-term objectives should be clearly communicated to encourage each department and project team to develop milestones, which ultimately support the achievement of organization-wide objectives. The consequences of failure can be severe.


Make it clear what each role is responsible for and what expectations there are.

Improve team clarity by encouraging employee feedback so you can better understand the practical needs of your employees.

As a leader, you can build a healthy, sustainable culture for your organization by ensuring clarity of purpose, clarity of strategy, and clarity of responsibilities. You can use clarity to drive your people toward a better future instead of allowing disorder or blaming each other for disengagement.

Communicating with Clarity Course

P2L’s Communicating with Clarity course is designed to help you and all of your employees ensure they are following the major skills that will enable your organization to get its message across and avoid any possible problems.

Learn more about it on P2L’s Leadership Development page!

Building a Global Perspective is important for your future success

A Global Perspective: What is it?

With a global perspective, you gain a deeper understanding of yourself, others, and culture, as well as the dynamics that shape it.

Being aware of globalization and how each region of the world is interconnected economically, politically, and socially play a role in having a global mindset.

What can you do to become more globally aware?

Experiencing a different culture and gaining experience outside your comfort zone are great ways to develop a global perspective.

As a result of long-term cultural exposure, you can develop a heightened sense of normality and learn about how culture shapes values and circumstances.

When you work abroad, you will gain professional experience in an office with a different cultural influence as well as gain a better understanding of how a company operates.

Companies Going Global

Having a global presence requires success in new markets, as well as avoiding cultural pitfalls. Business leaders generally focus on expanding into new languages, opening more offices, supporting new currencies, and so on, but that’s only half the story.

It is vital for companies to be operationally ready to fully realize the potential of their international strategy, and this means integrating global thinking into the culture of their organization.

Let’s take a look at some of the many ways that can be taken to achieve this in order to promote global growth.

Become a globalization guru

It is a common misconception that you can design a product for your home market and introduce it internationally. Finding the links between strategy and execution requires looking at what employees think, not merely what they do.

People should instead think about products, features, campaigns, and processes in terms of their ability to be deployed across multiple markets from the beginning.

Accumulate more international experience

Gaining more international experience is the single best way to accelerate the process of going global, but it’s not easy or quick.

Form a global steering committee

Creating such a group will help identify challenges to your international businesses and create plans to solve them. This is another way to highlight the importance of globalization.

Each division should have a representative attend, along with senior executives, who can discuss key international performance metrics and analyze why certain goals were not achieved.

Building Your Global Perspective Course
P2L’s Building Your Global Perspective course is designed to help you and all of your employees ensure they are following the major skills that will enable your organization to develop a global perspective.

Learn more about it on P2L’s Leadership Development page!

How High-Performing Teams Can Help Your Company Succeed

It is clear that if you have never led or worked within a high-performing team, you have not experienced one of the most rewarding experiences of your professional career.

What is a High-Performing Team?


A team is a collection of highly qualified members aligned with a common business objective committed to sharing important values and vision.

Their results are consistent and reliable owing to their ability to solve problems creatively and efficiently.

Although the fact is, no team is perfect, but it’s not impossible to be part of a high-performing team.

How to Build the Optimal Team?

Now let’s dive into some of the key factors that can make your organizational teams better than ever.

Understand your employees better

Knowledge of your employees is important. Knowing what motivates, pushes, and frustrates them will help you form the best team you can. 

Planning is always better than your intuitive feeling when it comes to building high-performance teams. Spend some time with each employee, both inside and outside the office, to get a better insight.

 Getting a clear picture of your options will make the process much more quick and easy.

Define roles clearly

 Each member must be clear about his role. Any miscommunication at the individual level will adversely affect the team as a whole.

 The roles assigned must be compatible. High-performing teams don’t do it by instinct. Their decisions need to be driven by a defined logic.

 Working together effectively requires members to be aware of their responsibilities.

Don’t hold back on innovation

Keep your team members’ imaginations flowing and let them find creative new ways to solve business problems.

 It’s best to criticize an idea if you’re going to put constructive criticism into practice no matter how foolish it may sound at first glance.  Innovation reaches us from unlikely places. Maybe that person who doesn’t look like one has some great ideas in his mind.

 Feel free to express yourself.

High-Performing Teams Course

A high-performing team is a strong asset to any company. One could also say they have a competitive edge. The task of building teams must be taken seriously in modern organizations.

It is difficult to believe that tens of thousands of dollars are spent on recruiting new employees only to fail miserably at discovering their true capabilities.

However, to ensure your workplace excels in that area, P2L has the course you need!
It will teach you all the skills that create a High-Performing team allowing your organization to succeed.

Learn more about it on the following P2L webpage.

Why Value Selling is Important for Your Business’s Growth

Value Selling: What is it?

This type of selling emphasizes what the product or service can offer the customer.

This concept encourages Sales teams to understand the client better to make more accurate offers based on their needs. As a result, the seller makes a convincing argument about the benefit they offer can bring to the customer’s business.

These offers are designed to exceed the expectations of the client, detailing the benefits that are to be acquired.

How does it work?

This sales approach’s main concept is that price is not synonymous with value.

Whether you will pay for a product or service is its cost, that is, its price. The value is found in the benefits this investment offers. We must not forget that Value Selling focuses on product/service important benefits in comparison to its price when considering why this approach is appropriate.

Sometimes the client isn’t even aware that they have a specific need before the sales team mentions it. This is the part where the product gains its value.

In what way does it matter?

If a sales team can set up a negotiation process based on the offer’s benefits to the potential customer, then they will gain excellent results.

Let’s closely examine some of the possible benefits and how important it is to competitors in the market.


Price consistency is assured
Value selling is crucial in preventing price reductions. That’s why customers need to understand the product’s features.

It leaves fewer negotiation opportunities to ask for lower prices when focusing on the benefits. In this case, they recognize that the amount they can pay is fair in light of the number of problems they will be solving.

Meanwhile, the seller has more arguments to support the prices they have set.

Converts Objections into Sales

At the beginning of the sales process, sellers face objections that often prove insurmountable. If the sales team exclusively focuses on the solution’s benefits, it is possible to maximize the chances of benefit acceptance.

Providing a solution for the client’s problems can change their perception of the service’s value. As such, the remaining process takes place much more rapidly.

Increase sales

When working with value selling, sales teams with more qualifications can persuade prospects more convincingly. Before any contact with the client, the sales process should be initiated.

To devise the perfect offer, sellers must examine the companies’ needs.

After this has been achieved, the next step likely involves connecting a solution with what a client desires. Only then will there be a feeling that a perfect offer is being provided.

Value Selling Course

To make promotions more accurate and shorter for your sales team. Employees who can deliver value over price would stand out in markets. P2L is offering the perfect course for you!

Learn more about it on our P2L Sales course page.


Generational IQ For The Workplace

What is Generational IQ?

This concept refers to the ability to work cohesively across a generational workplace. Millennials have truly altered the job landscape in recent times, and generational diversity continues to get the attention it deserves. Therefore, companies look forward to the possibilities that Generation Z will bring & acknowledge that intergenerational differences can create lower engagement among employees, and a rise in turnover among staff. 

The following measures need to be implemented to help your organization develop a generational quotient so that all workers can flourish in an inclusive environment that embraces age diversity:

Understanding generational differences

Developing Generation IQ for an organization requires it to recognize that generational differences can impact how employees interact, how they work together, how they deal with feedback, and how they motivate each other concerning leadership. Conflicts are often cited as being the consequence of personality differences.

Communicating mindfully and motivating effectively

There are many motivators within each generation. The communication preferences of each generation are different and the frequency with which feedback is sought and their attitude toward teamwork. Organizations and managers need to know and respect each generation to use the right communication methods and motivators.

Empathize and rationalize

Workers may be able to empathize with and rationalize their workplace behaviors better if they believe that they are different in certain aspects from people of other generations. The organization must model inclusive behavior to build empathy and respect towards those of another generation by cultivating in its employees a culture of inclusion.

Generational IQ Course:

To ensure all these measures are taking place in your organization P2L has brought you the course you need!

Skills taught in this course


  • Determine the basic assumptions and expectations for the five generations at the workplace today.
  • Understand personal preconceptions and biases and how to manage them
  • Work to build an inclusive workplace where employees of any generation can contribute fully.
  • How generational IQ impacts staff, customers, and society as a whole.

    Thus, it is critical to understand the views and values to increase one’s appreciation of the other. This can be taken care of and taught through the Generational IQ course offered by P2L in no time in case your organization is lacking in that area!.