How to succeed with intergenerational leadership - summary of the episode

The “From boomer to Gen Z: how to succeed with intergenerational leadership” podcast episode (in German) looks at the differences between the generations, their defining characteristics and the challenges they pose for executives. Today, no fewer than four generations work together – from baby boomers to Generations X, Y (millennials) and Z. Olaf and Anne-Sophie start by explaining the times in which the generations grew up and what characterizes them.

The baby boomers, born between 1955 and 1964, grew up during the Cold War and the economic boom. Generation X, born between 1965 and 1979, experienced the emergence of the first computers. Generation Y, also known as millennials, comprises those born between 1980 and around 1994. They were the first to come into frequent contact with the digital world. The next in line, up until 2009, is Generation Z, which has grown up exclusively in a digital setting and is strongly influenced by crises and political events.

There are similarities and differences among the generations in terms of typical characteristics, values and behavior. Generation Z is often the focus of attention and is confronted with numerous clichés. However, according to Anne-Sophie, there is a certain ambivalence in the target group itself: on the one hand, this generation is accused of not wanting to work so hard and so much; on the other hand, it’s committed to many issues, organizes and joins protests and wants to get involved. Generation Y is quietly striving for self-fulfillment. It’s also characterized by a merged work and private life, which is known as work-life blending. Olaf describes Generation X as individualists in search of purpose. Work is at the center of their lives, although they try to accommodate it to their private lives. Baby boomers feature ambitious career goals, adaptability, diligence and assertiveness. They are fond of routine and steadiness. 

Anne-Sophie and Olaf agree that they can relate to some extent with the characteristics of their generations. However, they emphasize that there may be subgroups within each generation and, of course, many differences. Not everyone can relate to these values, but there are certain patterns of behavior that are characteristic of every generation. 

In addition, different age groups tend to have different expectations of work and the workplace. Even though Olaf perceives Generation Z as committed and thirsty for knowledge, contrary statements are widely spread: apparently, Generation Z lacks motivation to work and places too high demands on working conditions. But where do these statements arise? Anne-Sophie thinks that much is due to the shortage of skilled workers. In this situation, employees have a stronger bargaining power, as employers are dependent on a skilled workforce and may need to offer higher salaries and better working conditions to attract and retain the best talents. This was rare among the older generations, as there used to be an employer market and companies defined the general framework. 

This can lead to conflicts, and clichés are often voiced thoughtlessly. However, it’s important to dive deeper into the topic in order to develop future-oriented solutions for companies. Furthermore, attempts should be made to highlight the generations’ common ground with the aim of solving conflicts. The value placed on work, the striving for success, satisfaction, belonging, the compatibility of work and private life and the need for growth and development are all elements that unite us. Executives can use these shared values to identify similarities and inspire employees. 
The relevance of intergenerational leadership is continuously increasing. Given the individual guiding principles among the different generations, it’s crucial to be aware of this fact and show flexibility. Executives must understand and respect diversity to ensure effective team management. It’s particularly important to understand the employees’ motivation and mindset and how to approach them properly. This allows the strengths of each generation to be utilized in the best possible way. Coaching can also be helpful in providing better assistance for employees within the company.  
The episode highlights the degree of complexity that arises from the presence of different generations in the workplace and the need to embrace individual differences to ensure effective leadership and collaboration.