# The present generational cultures

## Baby boomers

Born 1946-1964

Stereotypes:

- Technophobic
- Inflexible
- Stuck in the past

Hidden strengths:

- Long-view thinkers
- Loyal
- Strong at relationship-building
- Wise mentors

Common conflicts:

- They tend to emphasize phone calls to build trust, voice to voice.
- They're open to technology, but only if it legitimately improves things.
- They resist change because they've seen things break before.

How to lead them:

- Respect them.
- Tap into their experience before making decisions.
- Temper any innovation with tradition.
- Invite them to coach others.

## Gen X

Born 1965-1980

Stereotypes:

- Apathy
- Inflexible
- Emotionally distant

Hidden strengths:

- Self-reliant
- Focused on results
- Loyal when trusted
- Calm under pressure

Common conflicts:

- They only talk when they think it matters.
- They resist trends because they've seen how trends come and go.
- They resist micromanagement and want to be trusted.

How to lead them:

- Let them run projects entirely by themselves.
- Avoid "padding" and get to the point.
- Directly ask for input.
- Respect their work-life boundaries.

## Millennials

Born 1981-1996

Stereotypes:

- Indecisive
- Desperate for praise
- Hypersensitive

Hidden strengths:

- Great at teamwork
- Resilient under pressure
- Focused on creating meaning
- Tech-savvy

Common conflicts:

- They want sincere feedback, not flattery.
- They don't see their decisions as tradeoffs between self-interest and others' interests.
- They believe that finding consensus is a strength.

How to lead them:

- Connect the work to a purpose or tangible progress.
- Give them autonomy and offer coaching alongside it.
- Give clarity about what the future may look like for them.
- Make space for their ideas, and actually do something with them.

## Zoomers

Born 1997-2012

Stereotypes:

- Entitled
- Weak
- Always on their phone

Hidden strengths:

- Clear on boundaries
- Eager to fix broken systems
- Fast learners

Common conflicts:

- They value the output they create, not the hours they spend.
- They value career growth more than loyalty.
- They move rapidly and communicate on-the-fly.

How to lead them:

- Explain "why", not just "what".
- Give feedback early, often, and clearly.
- Let them question outdated procedures, then answer them clearly.
- Give flexibility for their projects, with clear indications over what must be done with the work.