Intergenerational collaboration: shared work values that show up differently | Truist Leadership Institute
Organizational culture
Intergenerational Collaboration: Shared work values that show up differently
We conducted qualitative interviews with four generations of teammates working together, and what we found is fascinating.
Learn how the four generations now working together in global organizations represent shared values differently and how that leads to a competitive advantage.
Why can’t generations just get along at work? | Truist Leadership Institute
Organizational culture
Why Can’t Generations Just Get Along at Work?
Our research identified seven key friction triggers that can disrupt intergenerational collaboration
With four generations working together in the workforce, leaders may find themselves challenged to keep morale high and balance their differences.
Best practices to foster collaboration and disrupt friction | Truist Leadership
Organizational culture
Best practices to foster collaboration and disrupt friction
Explore five of the best practices for minimizing friction in multi-generational teams
Learn how leaders can foster better intergenerational collaboration by recognizing friction points and integrating best practices to approach them.
Intergenerational Collaboration: The Five Work Values Generations Share | Truist Leadership Institute
Organizational culture
The Five Work Values Generations Share
Our work values may be more aligned than you think.
Our research shows that there are five work values shared across generations at work today. Read more about each and the impact they have on organizations.
Executive connectedness: the power of communication | Truist Leadership Institute
Organizational culture
Executive connectedness: the power of communication
How strong are your connections? Likely as strong as your communication.
Discover how effective communication enhances executive connectedness, boosting employee engagement, retention, and commitment to organizational purpose.
Executive connectedness: definition and importance | Truist Leadership Institute
Organizational culture
Executive connectedness: definition and importance
Our research uncovers what executive connectedness is and why it is strategically imperative.
Understand how executive connectedness—built on trustworthiness, caring, and communication—boosts employee engagement, retention, and commitment to organizational purpose.
Executive connectedness: start with care | Truist Leadership Institute
Organizational culture
Executive connectedness: start with care
A leader’s ability to demonstrate care is critical. Learn three ways to connect by showing care.
Discover how demonstrating care as an executive fosters employee engagement, retention, and commitment. Learn actionable strategies to connect authentically.
What to do about employee engagement: a step-by-step guide | Truist Leadership Institute
Organizational culture
What to do about employee engagement: a step-by-step guide
A step-by-step guide
Explore evidence-based strategies to enhance employee engagement, including leadership commitment, expert guidance, and effective action plans.
The engagement matrix | Truist Leadership Institute
Organizational culture
The engagement matrix
Employee engagement requires taking a hard look at each individual’s personal experience at work. It can be a challenge for leaders to build engagement, but the payoff can be immense.
Explore how focusing on individual employee experiences and adjusting organizational practices can significantly boost engagement and performance.
Assessing your organizational culture | Truist Leadership Institute
Organizational culture
Assessing your organizational culture
Leaders often lack an objective view of their organizational culture and leadership, but they can gain a meaningful view by asking the right questions.
Learn how to evaluate your company's culture by gathering employee insights to align organizational values and behaviors effectively.
