A New Kind of Diversity

1. Generational Gaps Are Real and Impact Teams

Interactions among people from differing generations can resemble a cross-cultural relationship.

More than just age. Generational differences aren't just about age; they're about distinct values, customs, and even languages shaped by unique historical events, technological advancements, and cultural shifts. These differences can lead to misunderstandings, conflict, and decreased productivity if not addressed.

• The generation gap, first noticed in the 1960s, has widened today, making collaboration more challenging.
• Different generations can have different definitions of work ethic, communication styles, and priorities.
• Ignoring these differences can lead to a divided team, with each generation sticking to "their own kind."

Case studies reveal the impact. The story of Tony Piloseno, the paint store employee fired for his viral TikTok account, highlights how "old school" thinking can miss opportunities. Similarly, the human resources executive who interviewed unprepared graduates illustrates how a lack of understanding can lead to frustration and lost potential. These examples show that generational gaps are not just theoretical but have real-world consequences.

A new kind of diversity. Recognizing generational diversity is as important as recognizing ethnic, gender, or income diversity. It's a tangible difference that's often missed or misrepresented, leading to missed opportunities and unnecessary conflict. Leaders must acknowledge and address this "new kind of diversity" to build strong, collaborative teams.

2. Understanding Generational Differences Is Crucial

The goal is not to stereotype but to understand.

Brain development and cohort effects. Our brains establish unique neural pathways in our earliest years, making us more susceptible to the influence of major milestones and events during our formative years. These "cohort effects" shape our worldview and values, leading to distinct generational personalities.

• Each generation tends to break with the previous one, correct two generations ahead, and replace three generations older.
• Shared economies, technology, entertainment, tragedies, heroes, and family environments all contribute to a generation's unique personality.
• Understanding these factors helps us connect with others distinctively, moving beyond stereotypes to genuine empathy.

The "wet cement" of early experiences. Just as concrete is moldable when it's first poured, our brains are most pliable in our earliest years. This means that major events and cultural shifts have a more profound impact on young people, shaping their perspectives and values for years to come. Recognizing this helps us understand why different generations see the world so differently.

Beyond psychology, sociology. This book is more about sociology than psychology. It's about how growing up in different time periods and experiencing different realities can affect a person's mindset on a team. Our first two decades of life shape us based on shared music, tragedies, economies, heroes, milestones, technology, television shows, and events.

3. Each Generation Brings Unique Strengths

The wisdom of the Builder generation. The stories of the Baby Boomer generation. The pragmatism of Generation X. The idealism of Millennials. The innovative mindset of Generation Z.

Builders (Silent Generation): Born into the Great Depression and World War II, they are frugal, resourceful, grateful, and conservative. They value hard work, humility, and service. Their greatest contribution is their resilience and resourcefulness.

• They learned to live with less and share resources.
• They are walking history books, offering valuable lessons from the past.
• They can teach younger generations about gratitude, humility, and contentment.

Baby Boomers: Shaped by the post-WWII boom, they are idealistic, audacious, and questioning. They value experience, stories, and life coaching. Their greatest contribution is their life experience and awareness of pitfalls.

• They questioned everything, leading to change and growth.
• They have a wealth of stories and life lessons to share.
• They can offer valuable coaching and mentoring to younger generations.

Generation X (Baby Busters): Growing up in the shadow of Boomers, they are skeptical, pragmatic, and self-sufficient. They value authenticity, balance, and resourcefulness. Their greatest contribution is their realistic perspective and pragmatic wisdom.

• They are often the bridge between older and younger generations.
• They are resourceful and good at problem-solving.
• They can offer a balanced and realistic perspective to teams.

Millennials (Generation Y): Raised with a focus on safety and self-esteem, they are energetic, confident, and tech-savvy. They value social connections, optimism, and meaningful work. Their greatest contribution is their energy, tech savviness, and social connections.

• They are collaborative and team-oriented.
• They are optimistic and confident in their abilities.
• They are comfortable with technology and social media.

Generation Z (Coronials): Growing up with smartphones and social media, they are entrepreneurial, cause-oriented, and anxious. They value innovation, social media savvy, and a fresh perspective. Their greatest contribution is their entrepreneurial mindset and social media savvy.

• They are adaptable and quick to learn new technologies.
• They are cause-oriented and want to make a difference.
• They are entrepreneurial and innovative.

4. Bridging the Gap Requires Intentionality

Leaders and team members must build bridges, not walls, to the various generations they work alongside. It’s our only chance both to survive and flourish.

Cross-cultural relationships. Interactions between generations can feel like cross-cultural relationships, requiring effort to understand different values, customs, and languages. We must move beyond mere tolerance to genuine integration.

• Generational differences are wider today, requiring more effort to connect.
• We must move from awareness to integration, building bridges instead of walls.
• This requires intentional effort and a commitment to understanding others.

Breaking out of generational ghettos. We tend to stay with peers, folks who are like us, instead of putting in the work of building bridges to others. This creates "generational ghettos" where we fail to learn from those who are different.

• We must break out of our comfort zones and seek out relationships with people from different generations.
• This requires intentional effort to connect with those who are unlike us.
• We must move beyond tolerance to genuine collaboration and mutual support.

A plan for connection. We need a plan to bridge the generation gap, including multigenerational events, acknowledging shared goals, explaining communication styles, and expressing our "stories." This requires intentionality and a commitment to building relationships.

5. Flexibility Is Key, But Values Are Non-Negotiable

When a supervisor encounters a team member with a different ideology, they often reach an impasse. There is a way to win team members at the heart level while not compromising your values.

Preferences vs. Requirements. Leaders must distinguish between preferences (personal opinions), expectations (personal assumptions), and requirements (personal demands). Conflict often arises when preferences are treated as requirements.

• Preferences are flexible and should be open to discussion.
• Expectations should be managed and clarified to avoid misunderstandings.
• Requirements are non-negotiable and should be based on core values.

The art of flexibility. Leaders must be flexible in their approach but firm in their values. This means being open to new ideas and different perspectives while maintaining a clear sense of what is essential to the organization's mission and culture.

• Flexibility allows for adaptation and growth.
• Values provide a foundation for decision-making and action.
• Leaders must find a balance between flexibility and firmness.

Winning hearts without losing values. It's possible to win over team members at the heart level without compromising your values. This requires empathy, understanding, and a willingness to listen to different perspectives.

• Focus on building relationships and trust.
• Communicate clearly and honestly.
• Be willing to compromise on preferences but not on core values.

6. Reverse Mentoring Benefits Everyone

When veteran teammates and new team members add value to one another from their strengths, everyone wins.

Learning from the young. Reverse mentoring involves pairing seasoned veterans with younger team members, allowing the veterans to learn from the rookies' fresh perspectives and tech-savviness. This is especially important in today's rapidly changing world.

• Younger generations often have a natural intuition for new technologies and trends.
• They can offer valuable insights into reaching younger audiences and markets.
• Reverse mentoring can help bridge the generation gap and foster mutual respect.

Sharing wisdom with the young. At the same time, younger team members can benefit from the wisdom and experience of seasoned veterans. This creates a mutually beneficial relationship where both parties can learn and grow.

• Veterans can offer valuable life lessons and career advice.
• They can share their knowledge of the organization's history and culture.
• Reverse mentoring can help younger team members develop their leadership skills.

A two-way street. Reverse mentoring is not a one-way street; it's a mutually beneficial relationship where both parties can learn and grow. It's about recognizing the value that each generation brings to the table and creating opportunities for them to share their strengths.

7. Empathy and Understanding Are Essential

My hope is that this content enables you to better understand, empathize, and connect with people who are different from you. In the end, I believe you will lead them better.

Beyond tolerance to empathy. We must move beyond mere tolerance of each other and toward having each other's backs. This requires empathy, the ability to understand and share the feelings of another.

• Empathy allows us to connect with others on a deeper level.
• It helps us understand their perspectives and motivations.
• It enables us to build stronger relationships and more effective teams.

Reading before leading. The best leaders understand that for communication to be effective, they must be people-centric and other-focused. We must read our people before we lead our people.

• This requires active listening and a genuine interest in others.
• It means understanding their backgrounds, experiences, and values.
• It enables us to tailor our approach to their individual needs.

The power of understanding. When we understand each generation's story, we can connect with them better. This requires a willingness to listen, learn, and empathize with those who are different from us.

• Understanding fosters respect and appreciation.
• It enables us to build stronger relationships and more effective teams.
• It helps us create a more inclusive and collaborative work environment.

8. Focus on Shared Goals, Not Just Differences

We often meet someone and think they are different, but people are not inherently different: our differences lie between us, not within us.

Common ground. Despite generational differences, we often share common goals and values. Focusing on these shared objectives can help bridge the gap and foster collaboration.

• We may have different methods, but we often share the same goals.
• Identifying common ground can help us overcome differences.
• It allows us to work together toward a shared vision.

Beyond stereotypes. Stereotypes divide us, but understanding builds a bridge to others. We must move beyond generalizations and see each person as an individual with unique strengths and perspectives.

• Stereotypes can lead to misunderstandings and conflict.
• Understanding fosters empathy and respect.
• It allows us to appreciate the value that each person brings to the team.

Unity training. Once we grasp diversity training, we must move on to unity training. This means focusing on what unites us rather than what divides us.

• Unity training helps us build stronger relationships and more effective teams.
• It allows us to work together toward a common goal.
• It creates a more inclusive and collaborative work environment.

9. Social and Emotional Intelligence Is a Must

Lt. Col. Hughes displayed what psychologists call social intelligence. It is a subset of emotional intelligence. It’s the capacity to navigate complex social relationships or environments. It’s the very ingredient leaders desperately need today.

Navigating complex relationships. Social intelligence is the capacity to navigate complex social relationships or environments. It's a crucial skill for leaders today, especially in multigenerational workplaces.

• It involves understanding social cues and dynamics.
• It requires empathy and the ability to connect with others.
• It enables us to build stronger relationships and more effective teams.

Managing emotions. Emotional intelligence is the management of one's emotions, enabling you to interact wisely due to self-leadership. It's about understanding and managing your own emotions and the emotions of others.

• It involves self-awareness and self-regulation.
• It requires empathy and the ability to connect with others.
• It enables us to build stronger relationships and more effective teams.

The power of SEL. Social and emotional learning (SEL) combines both the management of oneself and the management of one’s relationships. It is the foundation on which any thriving civilization is built.

• It helps us understand and manage our emotions.
• It enables us to build positive relationships.
• It empowers us to make responsible decisions.

10. Leaders Must Be Both Teachers and Learners

Much of my generation has retired. Those of us who continue working need to focus our attention on helping younger generations stand on our shoulders to gain perspective and learn from our mistakes and successes.

The wisdom of experience. Seasoned leaders have a wealth of experience and wisdom to share with younger generations. They can offer valuable insights, guidance, and mentorship.

• They have seen what works and what doesn't.
• They can help younger team members avoid common pitfalls.
• They can provide a sense of stability and perspective.

The fresh perspective of youth. At the same time, younger generations bring fresh perspectives, new ideas, and a natural intuition for technology and trends. They can challenge the status quo and help organizations adapt to change.

• They are often more comfortable with new technologies and social media.
• They can offer valuable insights into reaching younger audiences.
• They can help organizations stay relevant and innovative.

A cycle of learning. Leaders must be both teachers and learners, recognizing that each generation has something to offer. This requires humility, a willingness to listen, and a commitment to continuous growth.

• Leaders must be willing to learn from those who are different from them.
• They must be open to new ideas and perspectives.
• They must create a culture of continuous learning and development.

Last updated: January 14, 2025