How do you lead four generations in the same organization?

When I run my Leading Across Generations workshops, I don't start by giving people a long presentation about Baby Boomers, Gen X, Millennials and Gen Z.

I put people into their generations.

And I give them five questions:

1. When you were 8–18, what significant events shaped you — and how did you spend your free time?

2. What motivates your generation?

5. Who — or what — is an authority to you?

3. What do you think your generation brings to the workplace?

4. What might other generations find difficult about working with you?

Then we listen to each other, and look for trends.

And that's where it gets interesting.

There is usually laughter.

Occasionally some uncomfortable recognition.

And quite a few:

"Ahhh... that explains a lot."

Research from people like Dr. Tim Elmore helps us understand why generations can develop different expectations around work, authority, technology, feedback and leadership.

But I don't want people leaving my workshops knowing five stereotypes about Gen Z.

I want them becoming curious about the people they work with.

Generations give us clues, not conclusions.

And when I understand what shaped you, what motivates you, what you bring, where we might clash and how you view authority...

I have a much better chance of knowing how to lead you.

Leading across generations isn't about learning to manage four different age groups.

It's about becoming the kind of leader who can bring different people together around shared aspirations.

And that is an art worth learning. That will help you love growing your organization.

If you want to know more about helping different generations work well together, or leading people from a differnet generation from you, I’d love to talk – get in touch. You can also click on the link below which will further explore how to lead a multigenerational workplace.