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How to lead Intergenerational Workforces, what you need to know!

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Today’s workplace is more age-diverse than ever before. For the first time in modern history, up to five generations are working side by side, from apprentices entering their first role to seasoned leaders with decades of institutional knowledge.


But with that diversity comes both opportunity and friction. How do we move beyond stereotypes like “Gen Z are lazy” or “Boomers can’t adapt to change” and instead build teams that thrive across generations?


To unpack this, I sat down with Matt Cook, co-founder of culture consultancy The Shift, who specialises in mindset and culture transformation. Here’s what we learned.


What is an Intergenerational Workforce?


Put simply: it’s any organisation where multiple generations work together. That could mean Gen Z interns working alongside Millennials, Gen X managers, and Baby Boomer directors. The exciting part is this creates diversity of experience than ever before. The challenge this creates is more varying expectations, communication styles, and assumptions about what “good work” looks like.


Why We Keep Thinking “The Youth Are the Problem”


Matt shared a brilliant quote during our chat:


“Our youth now love luxury, they have bad manners, contempt for authority… they contradict their parents… and tyrannize their teachers.”


Boomer quote? 1950s? 1800s?


Nope. Ancient Greece. 400 BC.


Humans have always believed the younger generation are disrespectful or less hardworking. It’s not a generational problem, it’s a perspective problem.


Most “generational tension” comes from:


  • Life stage, not birth year – A 23-year-old today shares more behavioural patterns with a 23-year-old from 1980 than with a 50-year-old today.

  • Context blindness – Older generations bought homes on a single income. Younger generations face soaring rents and instability. Different economic realities shape different attitudes.

  • Communication mismatch – Boomers pick up the phone. Gen Z panic when it rings and would rather voice note or use Snapchat.


Reverse Mentoring: Learning Should Flow Both Ways


One of Matt’s favourite strategies is reverse mentoring, pairing younger employees with senior leaders not just to be developed, but to teach.


IBM does it. Michigan Tech credits major innovations to multigenerational collaboration.


It works because it:


✔ Breaks down stereotypes

✔ Sparks curiosity instead of judgement

✔ Shares skills in both directions


So… What Does Good Leadership Look Like in an Intergenerational World?


Matt boiled it down to two core leadership traits:


  1. EQ – Emotional Intelligence


    Understand why someone thinks the way they do. Don’t dismiss differences—contextualise them.


  2. AQ – Adaptability Quotient


    Be flexible in how you communicate and manage. One person needs a phone call. Another needs a Slack summary first. Adapt, don’t insist.


He warns against writing rigid “intergenerational policies.” Instead:


Set principles, not rules.For example: “If I message you on Slack, it’s not urgent. If I call, it is.” That alone reduces stress and misunderstanding across all ages.


Final Takeaway: See the Person, Not the Stereotype


If you remember one thing from this article, make it this:


“See the human, not the headline.”


Yes, generational trends exist. But use them as context, not conclusion.


Ask: “What shaped this person’s worldview?” instead of “Oh, classic Millennial.”


When curiosity replaces judgement, intergenerational tension turns into intergenerational synergy.


Want to watch the video?


Check out a Youtube video of the full interview here



Want to Continue the Conversation?


You can reach Matt Cook here:



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Disclaimer

  • All information within the post is provided for guidance only; always seek your own legal advice.

  • The information with this post was correct at the time of publishing, September 2025 but may be subject to change.


 
 
 

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