Leading Across Generations
When Patrick Oh shared this, it resonates with me.
Baby Boomers (1946–1964)
“Work hard, stay loyal, the system will reward you.”
Built the system. Now watching it change.
Gen X (1965–1980)
“Trust no one. Figure it out yourself.”
Often overlooked, yet carrying the weight of execution.
Millennials (1981–1996)
“Find purpose. Break the 9-to-5.”
Burnt out from chasing meaning while paying rent.
Gen Z (1997–2012)
“Question everything. Mental health over hustle.”
Raised online. Navigating a loud, uncertain world.
Gen Alpha (2013–Present)
“Born digital. Raised by screens.”
The first generation growing up with AI as a constant companion.
Here’s the leadership problem we don’t talk about enough:
Most managers are leading across generations, using one set of assumptions.
But different generations respond differently to:
- Authority
- Feedback
- Flexibility
- Incentives
- Policies meant to be “fair”
What motivates one group can demoralize another.
What feels supportive to one can feel controlling to someone else.
That’s why I wrote Leading Across Generations.
It’s a practical leadership guide for managers, founders, and CEOs who want to:
- Lead diverse teams without lowering standards
- Reduce friction caused by generational misunderstandings
- Hold authority without dominating
- Build teams that work, not just coexist
If you’re managing people from different generations and feel leadership has become harder than it used to be, this book is for you.
Get a copy here: https://payhip.com/b/eM1Ox
