Different Generations. One Team. 

Recently, I coached a healthcare leader who wanted to strengthen cohesion across a team spanning four generations. He described a familiar mix of expectations, communication styles, and stereotypes that show up in many workplaces.

A Boomer himself, he could clearly articulate what his more experienced colleagues wanted, felt, and needed. Gen Z? Not so much.

That’s when the light bulb went on. He realized he hadn’t actually asked them — hadn’t given them agency or a direct voice in shaping the culture of their team.

In the digital world, generational stereotypes can be entertaining. (Cruz Corral (@champagnecruz) and Kristen Knutson (@callmekristenmarie) are two of my favorite creators – check them out if you’re not familiar!)  

In the workplace, these differences aren’t punchlines. They’re an opportunity. When you approach them with respect and curiosity, you can strengthen relationships, collaboration, and connection at work. For example: 

1. Different generations can have different communication norms. Some expect ongoing dialogue and quick check-ins, while others may prefer structured conversations and formal feedback. Ask for preferences and create opportunities to honor them possible.  
2. Attitudes about hierarchy and authority vary. Younger workers tend to prefer flat structures and transparency, while older ones may favor hierarchy and formal recognition. Focusing on shared values, expectations and teamwork brings people together every time. 
3. Ageism cuts both ways. We’re quick to stereotype Boomers as out of touch, Gen X as cynical, Millennials as high-maintenance, and Gen Z as entitled. But labels create distance, not trust. Make sure people in all age groups feel valued, heard, and supported — and are strategically partnered on projects with colleagues who bring different strengths and perspectives.  

As for my client, his care for his team was evident. He genuinely wanted people to work well together and succeed — not just individually, but collectively. That’s where real culture work begins. And when leaders choose to be intentional about how their teams connect, communicate, and collaborate, everything shifts.

If this resonates, I’d love to explore what it could look like for your team.

Real Talk

The world feels heavy right now. Between global uncertainty and what we’re witnessing in American politics — including fear, division, misinformation and violence — many people are carrying more than they may show. This reel on VUCA (Volatility, Uncertainty, Complexity, and Ambiguity) feels just as relevant today as it did when I created it last year, maybe even more.

In the Spotlight
Networking & Speaking

I’m looking forward to these speaking opportunities, networking events and relationship building on my Q1 calendar. If you're attending, let’s connect! And if you're interested, my TEDx talk will be livestreamed on Feb. 20 at starting at 6 p.m. (my time slot is TBD) and available for replay later. 

Brain Food

SHRM recently wrote a guide to managing a multigenerational workforce that offers more tips to bridge generation gaps. I find the idea of conducting “stay interviews” to determine what makes people stay engaged vs. waiting for an exit interview to see why they left to be particularly helpful. What about you? 

Snowed-in Leadership

If your multigenerational team is juggling kids at home after the winter storm, lead with patience and trust. People who consistently meet or exceed expectations don’t need micromanaging. They need flexibility. A little grace, real understanding, and room to adjust schedules go a long way in strengthening long-term relationships and commitment.

And remember, I’m always in your corner. 🧭