Leading across generations

Jan 5

6 min read

Recently, a colleague and I discussed the challenges of working with staff members from different generations. What one person might value could actually insult someone else (which I have done!). Early in my career, I made my fair share of mistakes when it came to communicating and leading individuals and teams across diverse age groups. Over time, I found that building relationships is the best way to understand individual styles, preferences, and motivations.

In our schools and districts, we might have up to four generations working together - that’s a span of up to 58 years between our most experienced and newest team members!

To effectively engage in a multi-generational staff, it’s important to value each group’s strengths, communication preferences, and unique needs. By creating an inclusive environment tailored to generational experiences, we can ensure every team member feels appreciated and empowered to do their best work with our students and families.

Here are some things to remember when leading across generations as an educational leader:

1. Understand Generational Traits (But Avoid Stereotypes)

Recognize the typical characteristics of Baby Boomers, Gen X, Millennials, and Gen Z, but treat everyone as an individual. Avoid making assumptions based solely on generational labels.

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Encourage cross-generational conversations to highlight shared values, such as a commitment to students and continuous improvement.

2. Tailor Communication Styles

Baby Boomers may prefer face-to-face meetings or structured memos.
Gen X often values direct and concise communication.
Millennials and Gen Z may lean toward digital platforms, collaborative tools, and regular feedback.
Use a mix of communication methods—email, in-person meetings, and virtual tools—to ensure everyone is informed and engaged.

3. Delivering Feedback to a Multi-Generational Team

Start with Positives: Begin with strengths to set a positive tone.
Adapt Your Medium: Match the feedback delivery method (e.g., email, face-to-face, or collaborative tools) to the generation’s preference.
Encourage Dialogue: Create space for questions, clarifications, or collaborative problem-solving.
Recognize Individual Preferences: Feedback preferences can vary even within generations, so consider individual communication styles.

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4. Recognize Different Motivations

Baby Boomers may value loyalty and a strong work ethic.
Gen X often appreciates autonomy and work-life balance.
Millennials and Gen Z tend to prioritize purpose-driven work, flexibility, and professional growth opportunities.
Offer a variety of incentives and support to meet these diverse needs, such as professional development, wellness programs, or leadership opportunities.

5. Celebrate Strengths and Contributions

Highlight the strengths that each generation brings to the team (e.g., experience, adaptability, innovation).
Acknowledge achievements publicly to build morale and show appreciation for everyone’s contributions.

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6. Provide Clear, Shared Goals

Focus the team on the district’s mission and vision, emphasizing how each person’s role contributes to the bigger picture.
Ensure goals are clear and inclusive, giving all generations a sense of ownership and alignment.

7. Facilitate Collaboration

Create opportunities for mixed-generation teams to work on projects, solve problems, or innovate together.
Use team-building exercises that celebrate diversity and encourage understanding.

8. Be a Role Model for Inclusivity

Demonstrate respect, curiosity, and adaptability in your interactions with staff of all generations.
Show that you value input from everyone, regardless of age or experience level.

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Characteristics of educational leaders across generations

Baby Boomers (Born ~1946–1964)

61–79 years old

Value hard work, loyalty, and recognition for experience.

They might embrace a data-driven, top-down leadership style, setting clear performance goals and using measurable outcomes to guide decisions about curriculum and student achievement. They would demonstrate their strong work ethic and hands-on leadership through personal actions like arriving early, staying late, and attending extracurricular activities. They uphold values such as punctuality, adhering to dress code, and holding meetings.

Generation X (Born ~1965–1980)

45–60 years old

Independent, pragmatic, and resourceful.

They might demonstrate their adaptability by championing digital tools for tracking student progress and improving parent communication, while valuing collaborative leadership through teacher-led committees and shared decision-making to co-create policies or pilot programs. Understanding the evolving workplace culture, they might prioritize staff well-being through flexible professional development options and wellness programs.

Millennials aka Generation Y (Born ~1981–1996)

29–44 years old

Collaborative, purpose-driven, and tech-savvy.

They might prioritize technological integration by implementing blended learning programs and promoting the use of devices, apps, and online resources to enhance student engagement and personalized learning experiences. Reflecting their generation's emphasis on holistic well-being, they would champion mental health initiatives through mindfulness programs, counseling resources, and growth mindset approaches to learning.

Generation Z (Born ~1997–2012)

13–28 years old

Diverse, innovative, and highly adaptable to technology.

They might emphasize student empowerment through innovative approaches like student advisory boards and real-time social media engagement, while creating opportunities for global virtual collaboration and diverse learning pathways including hybrid and project-based options. Recognizing mental health as a cornerstone of education, they would implement comprehensive wellness initiatives including on-site counseling, peer support programs, and mindfulness practices, fostering an open culture where both students and staff feel supported in discussing mental health challenges.

Feedback for generations

Everyone can benefit from feedback that is

Timely: Provide feedback as soon as possible after the event or behavior.

Specific and Constructive: Highlight what went well, what could be improved, and actionable steps for growth.

Balanced: Offer both positive reinforcement and areas for improvement.

Respectful: Use a tone that fosters growth, not defensiveness.

But tailoring the feedback could ensure the most effective approach

Baby Boomers (61-79 years old)
What They Value: Respect for their experience and contributions. Formality and structure in communication.	Feedback Style: Respect Their Expertise: Acknowledge their wisdom and past successes before addressing areas of growth. Formal and Direct: Use structured meetings or formal conversations. Example: “Your ability to manage parent concerns has been outstanding. I’d like to explore ways to make the process even more efficient.”
Generation X (45 - 60 years old)
What They Value: Independence, pragmatism, and straightforwardness.	Feedback Style: Be Direct and Practical: Focus on actionable solutions rather than emotional framing. Example: “The training materials were clear, but adding an FAQ section might help reduce follow-up questions.” Respect Their Time: Keep the conversation concise and solution-oriented. Offer Autonomy: Let them decide how to implement the feedback.
Millennials (29 - 44 years old)
What They Value: Growth opportunities, collaboration, and purpose-driven work.	Feedback Style: Frequent and Collaborative: Provide regular check-ins with feedback tied to their professional growth. Example: “Your innovative lesson plans are impressive. How can we build on this success to share with the team?” Incorporate Technology: Use digital tools like shared documents or follow-up emails to keep feedback clear and trackable. Tie Feedback to Mission: Show how their contributions align with organizational goals.
Generation Z (13 - 28 years old)
What They Value: Authenticity, inclusivity, and immediate feedback.	Feedback Style: Be Immediate and Transparent: Provide real-time feedback where possible. Example: “Great job engaging students in the discussion today! Let’s work on pacing to include everyone.”

Recognition preferences

Baby Boomers (61-79 years old)

What They Value:

Loyalty, hard work, and dedication.

Formal and public recognition for their contributions.

Preferred Recognition:

Public ceremonies or awards: Acknowledgment in meetings, newsletters, or official events.
Personal letters or plaques: Tangible tokens of appreciation for their service and impact.
Acknowledgment of experience: Highlighting their expertise and dedication over the years.

Generation X (45 - 60 years old)

What They Value:

Autonomy, competence, and work-life balance.

Recognition that respects their independence and practicality.

Preferred Recognition:

Private, sincere praise: A one-on-one conversation or a handwritten note.
Flexibility as a reward: Extra time off or the ability to work remotely.
Skill-based opportunities: Offering professional development or leadership roles.

Millennials (29 - 44 years old)

What They Value:

Purpose-driven work, teamwork, and continuous feedback.

Recognition tied to growth and meaningful contributions.

Preferred Recognition:

Frequent and informal acknowledgment: Quick shout-outs in team meetings, digital platforms, or even a casual “thank you.”
Opportunities for development: Access to mentorship, training programs, or cross-functional projects.
Team celebrations: Celebrating achievements with their peers, such as team lunches or casual gatherings.

Generation Z (13 - 28 years old)

What They Value:

Innovation, inclusivity, and authenticity.

Recognition that is genuine, immediate, and aligned with their personal values.

Preferred Recognition:

Social media shout-outs: Public acknowledgment on digital platforms they frequent (with consent).
Experiences over things: Unique rewards like tickets to events or learning opportunities.
Clear and personalized praise: Specific feedback that highlights how their contributions make a difference.

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