enable incumbent and emerging leaders to thrive together Today, generational differences are impacting the workplace to an unprecedented degree. The ability to build bridges between leaders of generational differences has never been more essential. The Bridging the Leadership Divide Facilitator's Guide provides a well informed, engaging, and safe program in which leaders can explore both the difficult and the inspiring questions of how to work effectively with multi-generational leadership relationships in the organization. This workshop will help facilitators: Connect leaders of different generations by helping them understand patterns of relationship that help or hinder connection Explore patterns within the participants' own organization that may enable or prevent cross-generational relationships from thriving Increase leaders' awareness of their own biases, limitations, and orientation to connecting with others of different generations This comprehensive package includes the Facilitator's Guide, with several case studies, interactive lecturettes, and group exercises. The package also includes an Incumbent Leader's Self-Assessment, an Emerging Leader's Self-Assessment, a sample Participant Workbook, a complete set of PowerPoint slides, and a flash drive containing an electronic copy of the workshop materials. "Full of insightful and practical tools and ideas that will empower the HR community to reconnect generations in their own organizations."—Charlene Binder, Senior Vice President, Chief People Officer, The Hershey Company "A powerful, timely toolkit [that] provides the clear path toward achieving the otherwise impossible."—Chris Deaver, Co-Founder of GenNext, Employee Resource Group. Dell, Inc. and Co-Founder, International Mentoring Network Organization includes flash drive With Slide Deck and Electronic Facilitator's Guide

This workshop will invite leaders of multiple generations to practical conversations that help remove the inherent barriers to productive relationships between incumbent and emerging leaders. While there is much information available on generational demographics, the focus of this program is on the relational aspects of generational dynamics. Based on research within organizations, Carucci and colleagues have identified six patterns that distinguish distressed relationships from powerful relationships between incumbent leaders and emerging leaders. The patterns are indicated as: rank, meaningful conversation, inclusion and engagement, dreaming, generosity, and gratitude. The workshop will explain and assess these patterns as well as explore how these patterns promote or hinder cross-generational relationships. The workshop includes case studies, role plays, journaling exercises, and action planning tools. This accompanying participant workbook will include case studies, self-reflection exercises, and strategies for a follow-up development plan.

Work Effectively With Leaders of Different Generations Generational differences are impacting the workplace to an unprecedented degree. The ability to build bridges between leaders from different generations has never been more essential. "Bridging the Leadership Divide Participant Workbook" helps you explore both the difficult and inspiring questions of how to work effectively with multi-generational leadership relationships in the organization. This workshop will help you: This "Bridging the Leadership Divide Participant Workbook"-including case studies, self-reflection exercises, and strategies for a follow-up development plan-will engage you in practical conversations with colleagues of multiple generations to set the stage for real transformation in your organization. Praise for Bridging the Leadership Divide "Full of insightful and practical tools and ideas that will empower the HR community to reconnect generations in their own organizations." —Charlene Binder, Senior Vice President, Chief People Officer The Hershey Company "A powerful, timely toolkit [that] provides the clear path toward achieving the otherwise impossible." —Chris Deaver, Co-Founder of GenNext, Employee Resource Group. Dell, Inc. Co-Founder, International Mentoring Network Organization

Again and again social change movements--on matter s from the environment to women's rights--have been run by middle-class leaders. But in order to make real progress toward economic and social change, poor people--those most affected by social problems--must be the ones to speak up and lead. It can be done. Linda Stout herself grew up in poverty in rural North Carolina and went on to found one of this country's most successful and innovative grassroots organizations, the Piedmont Peace Project. Working for peace, jobs, health care, and basic social services in North Carolina's conservative Piedmont region, the project has attracted national attention for its success in drawing leadership from within a working-class community, actively encouraging diversity, and empowering people who have never had a voice in policy decisions to speak up for their own interests. The Piedmont Peace Project demonstrates that new ways of organizing can really work. Bridging the Class Divide tells the inspiring story of Linda Stout's life as the daughter of a tenant farmer, as a self-taught activist, and as a leader in the progressive movement. It also gives practical lessons on how to build real working relationships between people of different income levels, races, and genders. This book will inspire and enrich anyone who works for change in our society.

This set includes the Bridging the Leadership Divide Participant Workbook along with copies of paper assessments for both emerging and incumbent leaders. This Bridging the Leadership Divide workshop invites leaders of multiple generations to practical conversations that help remove the inherent barriers to productive relationships between incumbent and emerging leaders. While there is much information available on generational demographics, the focus of this program is on the relational aspects of generational dynamics. Based on research within organizations, Carucci and colleagues have identified six patterns that distinguish distressed relationships from powerful relationships between incumbent leaders and emerging leaders. The patterns are indicated as: rank, meaningful conversation, inclusion and engagement, dreaming, generosity, and gratitude. The workshop will explain and assess these patterns as well as explore how these patterns promote or hinder cross-generational relationships. The workshop includes case studies, role plays, journaling exercises, and action planning tools. This accompanying participant workbook will include case studies, self-reflection exercises, and strategies for a follow-up development plan.

This workshop will invite leaders of multiple generations topractical conversations that help remove the inherent barriers toproductive relationships between incumbent and emerging leaders.While there is much information available on generationaldemographics, the focus of this program is on the relationalaspects of generational dynamics. Based on research within organizations, Carucci and colleagueshave identified six patterns that distinguish distressedrelationships from powerful relationships between incumbent leadersand emerging leaders. The patterns are indicated as: rank,meaningful conversation, inclusion and engagement, dreaming,generosity, and gratitude. The workshop will explain andassess these patterns as well as explore how thesepatterns promote or hinder cross-generational relationships. The workshop includes case studies, role plays, journalingexercises, and action planning tools. This accompanying participant workbook will include casestudies, self-reflection exercises, and strategies fora follow-up development plan.

There is growing evidence from developed and developing countries that community-based approaches are effective in improving the health of individuals and populations. This is especially true when the social determinants of health are considered in the design of the community-based approach. With an aging population and an emphasis on health promotion, the United States is increasingly focusing on community-based health and health care. Preventing disease and promoting health calls for a holistic approach to health interventions that rely more heavily upon interprofessional collaborations. However, the financial and structural design of health professional education remains siloed and largely focused on academic health centers for training. Despite these challenges, there are good examples of interprofessional, community-based programs and curricula for educating health professionals. In May 2014, members of the Institute of Medicine's Global Forum on Innovation in Health Professional Education came together to substantively delve into issues affecting the scale-up and spread of health professional education in communities. Participants heard a wide variety of individual accounts from innovators about work they are undertaking and opportunities for education with communities. In presenting a variety of examples that range from student community service to computer modeling, the workshop aimed to stimulate discussions about how educators might better integrate education with practice in communities. Building Health Workforce Capacity Through Community-Based Health Professional Education summarizes the presentations and discussion of this event.