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Join date: Apr 3, 2025
About
Michèle Dennison loves connecting people and ideas, facilitating creative collaboration and supporting others to develop themselves and those around them. She is fascinated by reshaping work to support longer careers, intergenerational collaboration and tackling ageism across the board. With a unique blend of senior leadership and consultancy experience in HR, learning and organisational development she has a track record of adding value through others to shape and drive change.
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Posts (5)
Aug 25, 2026 ∙ 6 min
Part 3: Designing Work for Longer Lives – Designing Work that Actually Works Across Generations
One of the biggest shifts in my thinking has been the realisation that if we want stronger intergenerational workplaces, better, more explicit communication by itself isn’t enough. While conversations across generations matter hugely, they take place within systems, structures and ways of working that can either support connection or work against it.
So, the question I wanted to explore is, “What happens when communication is built into how work actually happens?”
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Aug 12, 2026 ∙ 4 min
Part 2: Designing Work for Longer Lives – When Organisations Start Listening
This week, I look at what happens when organisations create space for conversations that would otherwise never happen. One of the most common things I hear when talking to leaders is “We thought everything was working fine.” And in many ways, it is. There’s no crisis, no visible conflict, no obvious breakdown. But when organisations, and their leaders take a moment to really listen, a different picture begins to emerge; not of conflict, but of missing conversations.
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Aug 6, 2026 ∙ 4 min
Part 1: Designing Work for Longer Lives – Communication, Age Inclusion and the Future of Work
I didn’t come to intergenerational work through theory. I came to it through my own lived experience and a growing a sense that something fundamental was shifting in how we work and live but that pinning it down was a little like trying to nail jelly to the wall. For most of my career, I’ve worked with organisations on people, performance, and change. Questions about longevity and contribution weren’t a top workplace priority, if they were even asked at all. But over time, they stopped
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