Date: 12 June 2025
Time: 08:00 am – 10:00 am
Rate: R 995 ex VAT pp
Virtual Masterclass
Experts say that if managers allow ageist behaviors to persist, employee job satisfaction, engagement, and commitment all decline.
Employees of all ages thrive in different areas of insight, experience and organisational knowledge
But it’s important to help this group to manage their age so that they remain ageless. This makes their age an asset rather than a liability.
How do we approach this in the masterclass?
Firstly, people often equate ‘generation’ with ‘age’, but they are two different things:
GENERATION
A generation is created when people experience something so distinctive and powerful that it leaves a unique impression on you and your cohort.
AGE
Age has more to do with life stages, such as starting a career, having children, or preparing for retirement.
1
GENERATION
A generation is created when people experience something so distinctive and powerful that it leaves a unique impression on you and your cohort.
2
AGE
Age has more to do with life stages, such as starting a career, having children, or preparing for retirement.
Employers can tap into the experiences, views, knowledge and creativity of a complete cross section of society, all under their own roof.
This can help companies make the most of their existing workforce, reduce the risk of losing valuable talent and ensure people can enjoy fulfilling careers, continue contributing and collaborating as much as possible, for as long as possible.
Some areas to place a focus:
Knowledge Transfer
Employers need to find new ways to pass on knowledge, help older workers learn new skills, and younger generations.
Age Inclusive Advocacy
Decision-makers will recognize both the needs and significant opportunities of an "age diverse workforce" and advocate fairly for each.
Greater Work Flexibility
Hybrid working, term-time contracts, part-time contracts, compressed hours or flexitime workers, can all feel support being able to work around their other commitments.
Continuous Learning
Giving all workers the chance to learn constantly, grow and develop new skills is essential for creating equal opportunities and harmony across the generations
Nurturing Talent
This ensures the experience and life skills of older people aren’t lost and that the energy, enthusiasm and creativity of young people is allowed to blossom.
Knowledge Transfer
Employers need to find new ways to pass on knowledge, help older workers learn new skills, and younger generations.
Age Inclusive Advocacy
Decision-makers will recognize both the needs and significant opportunities of an "age diverse workforce" and advocate fairly for each.
Greater Work Flexibility
Hybrid working, term-time contracts, part-time contracts, compressed hours or flexitime workers, can all feel support being able to work around their other commitments.
Continuous Learning
Giving all workers the chance to learn constantly, grow and develop new skills is essential for creating equal opportunities and harmony across the generations
Nurturing Talent
This ensures the experience and life skills of older people aren’t lost and that the energy, enthusiasm and creativity of young people is allowed to blossom.
By applying an insight-based learning methodology, participants will experience:
(Real) Behavioural Change
This is the desired outcome for all training programmes, but is not achieved by the imparting of knowledge alone.
Shifts in Perspective
Acquired insight results in people seeing things they hadn’t seen before which, once seen, cannot be unseen.
Emotional Growth
Greater insight results in the acquisition of emotional maturity, that is vital for leaders of today and tomorrow.
Outcomes of this masterclass:
- The importance and value of age in the workplace;
- Why and how it’s now possible to control your ageing process;
- What will younger generations be looking to from a silver worker?
- What will the silver worker be looking to younger generations for?
