Multigenerational Leadership: “18 million millennials can’t all be the same”

Have you ever thought, or worse, said out loud, something along the lines of “‘millennials’ don’t know what hard work looks like”. Or “Gen Z are such snowflakes”, or “Gen X are tech dinosaurs!”’
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Becky Phillips
May 1, 2025

Are you guilty of judging a whole generation as equal, rather than accepting individuals as individuals?

Have you ever thought, or worse, said out loud, something along the lines of “millennials don’t know what hard work looks like”. Or “gen Z are such snowflakes”, or “gen X are tech dinosaurs!”

It’s a two-way street, it’s not just early generations judging the younger, our newest colleagues are also judging their predecessors.

Diversity can be a significant asset for organisations, yet it can also lead to challenges and conflicts if not managed effectively. Addressing multigenerational leadership is no longer optional, but a strategic imperative that drives organisational resilience and competitiveness.

The presence of generational biases and stereotypes contributes directly to misunderstandings and limits opportunities for growth and development across age groups.  Simply by addressing these biases, and investing time to eliminate them, we can do a lot more to promote intergenerational collaboration and knowledge-sharing and turn a perceived negative into a huge positive.

We must embrace the new workplace norm where 4 (or potentially 5!) different generations co-exist and ensure they thrive together.

 

Understanding Generational Diversity

Each generation brings unique strengths to the table*:

  • Baby Boomers (born 1946-1964): Known for their strong work ethic and loyalty, they value stability and face-to-face communication.
  • Generation X (born 1965-1980): Independent and resourceful, they appreciate work-life balance and are adept at managing change.
  • Millennials (born 1981-1996): Tech-savvy and collaborative, they seek purpose in their work and value feedback and mentorship.
  • Generation Z (born 1997-2012): Digital natives who are innovative and entrepreneurial, they prioritize diversity and social responsibility.
  • The Silent Generation (born 1925-1945) could also be present…

*Whilst I acknowledge that these could be perceived as generalisations, these traits are evidence based.

 

In today’s dynamic workplace, multigenerational leadership has become a critical factor for success. Leaders must navigate diverse perspectives, values, and work styles, appreciate our unique preferences, habits, and behaviours, and learn how to collaborate.

The biggest challenge may involve respecting the varied values and boundaries of each of your team members while upholding your own set of boundaries and ground rules.

You will need adaptable leadership and agility to react to the pace of change of today’s evolving skill requirements. Another key strategy is to use your managers to lead from the middle, and drive a tech evolution, to allow you to find the way to a more inclusive and productive environment.

 

The Benefits of Multigenerational Leadership

Embracing multigenerational leadership leads to a more innovative and resilient business. Companies who are early adopters are already experiencing:

  • Higher levels of employee engagement
  • Increased staff retention
  • Enhanced talent attraction
  • Innovation gains
  • Clearer succession plans.

 

Conclusion

By quickly acknowledging that our teams need a new style of direction and valuing the strengths of each generation, leaders can build a cohesive and dynamic team and harness the full potential of their diverse workforce, paving the way for a more inclusive and prosperous future.

 

About Us

At Evolve, we offer specialised leadership and management training designed to help business owners ensure their strategy is achieved effectively, to grow, and to exit.

Multigenerational Leadership is one of our half or full day workshops.

We also offer topics such as making great decisions, objective setting and feedback, delegation, crucial conversations, coaching, and managing performance and provide practical tools and insights to empower your leaders and teams.

Our consultancy, strategic business reviews, coaching and mentoring supports leaders to drive their business towards success – discover how our leadership training has helped other businesses.

Book a call to see how we can help you.

 

Sources

Harvard Business Review

KPMG Future of Work

Forbes

John Rampton, entrepreneur and investor

Authored by:

Becky Phillips

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