Turning Generational Diversity into Your Greatest Asset

If you’ve spent time managing teams, you know today’s workplace is more multigenerational—and more complex—than ever before. For the first time in history, five generations—Traditionalists, Baby Boomers, Gen X, Millennials, and Gen Z—are working side by side.

Each group brings unique perspectives, values, and expectations to the table. As organizations strive to grow, innovate, and stay relevant, the question isn’t just how to manage these differences, but how to harness them for real, sustainable progress.

More Than a “Youth Issue”: The Multigenerational Reality

It’s tempting to focus on the latest generational trends—especially Gen Z’s expectations for purpose and rapid change. But beneath the surface, engagement, clarity, and purpose are universal needs. Gallup’s research shows that only about one-third of U.S. employees are engaged at work, a figure that has barely budged in decades, crossing all age groups. This signals a systemic challenge—not a generational shortcoming.

The Growth Alignment Framework™: A Bridge, Not a Barrier

Growth isn’t random. Every organization moves through six predictable stages, each marked by a “Crisis Catalyst™”—those moments when what got you here won’t get you there. These inflection points aren’t just obstacles; they’re invitations to evolve, align, and break through to the next level. Generational differences shape how teams perceive, respond to, and ultimately break through these catalysts.

How Generational Strengths and Challenges Play Out in the Six Stages from the Growth Alignment Framework™:

Stage 1—Starting Up: Younger generations bring agility and digital savvy; seasoned leaders offer risk management and perspective. The challenge is balancing speed with wisdom.

Stage 2—Getting Organized: Gen X’s process orientation and Boomers’ experience help formalize systems, but younger employees may resist rigidity. Communication about the “why” behind structure is key.

Stage 3—Growing Bigger: Millennials thrive as culture ambassadors in new markets, while older generations provide operational consistency. The opportunity is to co-create standards that honor both innovation and legacy.

Stage 4—Pulling Together: Gen Z’s hunger for purpose aligns with efforts to simplify and integrate, but legacy systems can create friction. Invite all generations to participate in streamlining and clarifying the “why.”

Stage 5—Innovating Together: Cross-functional innovation is fueled by Gen Z and Millennials’ comfort with ambiguity and technology; Boomers and Gen X offer rigor and risk management. Balanced teams, built with tools like the Core Value Index™ (CVI™), break down silos, break through generations, and accelerate progress.

Stage 6—Staying Fresh: Younger generations thrive in agile, self-managed environments, while tenured employees may need support to adapt. Ongoing learning and transparent communication are essential.

The Core Value Index™: Your Core Wiring Never Ages

Here’s where the science gets fascinating. The Core Value Index™ (CVI) is a rigorously validated tool that measures your innate, unchanging core values—the deep drivers that shape how you make decisions, solve problems, and contribute at your highest level. Unlike personality tests that can shift with life stages or moods, the CVI boasts a remarkable 97.7% reliability over a lifetime. 

What does this mean? If a Baby Boomer was an Innovator in their twenties, there is an extraordinarily high likelihood they are still an Innovator in their seventies. The same is true for Gen X Builders, Millennial Merchants, or Gen Z Bankers. Our core wiring doesn’t change with age, technology, or workplace trends—it’s the through-line of our professional lives.

This insight is a game-changer for multigenerational teams. While career paths and skills may evolve, the fundamental ways we create value remain constant. A Boomer Innovator and a Gen Z "Innovator" may have different cultural references and communication styles, but both are energized by solving complex problems and driving strategic breakthroughs.

The CVI gives inspired leaders a way to see past generational stereotypes and tap into what truly motivates each team member, decade after decade.

Turning Friction into Fuel: Breaking Through Crisis Catalysts™—Together

When organizations reach their next Crisis Catalyst™, the interplay of generational strengths can either stall progress or accelerate it.

1) Leverage Diverse Strengths: Gen Z’s adaptability and digital fluency are invaluable during innovation crises, while Boomers’ steadiness and experience provide ballast during times of transition. Millennials’ collaborative spirit and Gen X’s process orientation help bridge gaps and maintain momentum.

2) Build Teams Around Core Values, Not Just Age: By using the CVI to align roles with intrinsic strengths, leaders can ensure that every generation is contributing where they’re naturally wired to excel. This alignment reduces friction, boosts engagement, and speeds up breakthroughs at every stage.

3) Accelerate Buy-In: Gen Z’s insistence on visible value and purpose can help organizations clarify and communicate the “why” behind changes.

4) Build Resilience: Multigenerational teams, when aligned, are more resilient and creative in the face of crises.

Challenges to Watch For

• Communication Gaps: Digital natives prefer quick updates; seasoned leaders may want context and detail. Hybrid communication strategies are a must.

• Resistance to Change: Older generations may be wary of rapid shifts, while younger workers disengage if they don’t see impact. My AVTAR™ model (Awareness, Value, Thinking, Action, Results) helps ensure all generations see clear, personal value in change. Info about AVTAR™ can be found in another Insights posting.

• Role Misalignment: When roles don’t fit intrinsic strengths (as revealed by the CVI), generational stereotypes are reinforced and engagement suffers.

Practical Next Steps for Inspired Leaders

1. Map Your Team’s CVI Profiles: Don’t rely on assumptions about what motivates different generations. Use the CVI to understand the core wiring of your people and align roles accordingly. Click here to access the CVI™.

2. Invite Multigenerational Dialogue: Use the Growth Alignment Framework™ as a conversation starter. Where are you in the growth journey? What Crisis Catalyst™ are you facing? How can each generation’s strengths help you break through? Click here to access the Growth Readiness Scorecard™.

3. Celebrate Lifelong Strengths: Recognize that the Innovator energy of a Boomer is just as vital as that of a Gen Z team member. Core wiring is your organization’s most renewable resource.

4. Focus on Shared Accountability: Build a culture where every team member, regardless of age, knows how their work creates value and connects to the organization’s mission.

5. Reach out for help: You don't have to go it alone. Reach out to debrief CVI profiles and the aggregation of profiles in the leadership team and to debrief alignment—or opportunities to align—by clicking here to schedule time on my calendar.

The Bottom Line

Generational differences are not barriers—they are the raw material for greatness. By intentionally aligning each generation’s strengths with the demands of your current growth stage, you turn potential friction into catalytic energy. The Growth Alignment Framework™ is your blueprint for orchestrating this alignment, ensuring that your next leap forward isn’t left to chance, but is the result of strategic, inclusive leadership.

Stop taking the easy way out and blaming generational differences for organizational woes. Discover your stage and set yourself up for your next breakthrough. Have your team take the Growth Readiness Scorecard™ and CVI™, and start orchestrating your next level of greatness—no matter what generations are reflected on your team.