Emily Gawlak, a brilliant researcher and colleague at Coqual, joined me recently for a deep dive into one of the most fascinating challenges in the workplace today: managing a five-generation workforce. Traditionalists, Baby Boomers, Gen X, Millennials, and Gen Z—each generation brings its own strengths, quirks, and yes, the occasional clash. 

We engaged with senior leaders from across industries in a series of roundtable conversations, all grappling with the same question: How do we turn generational differences from a source of tension into our biggest competitive advantage? What we uncovered wasn’t just insight—it was a call to action. Five generations in one workplace isn’t a problem to solve; It’s a superpower waiting to be unlocked. 

What Makes Generational Diversity So Powerful? 

Dr. Kellie A. McElhaney, Coqual Board member and thought leader on equity and inclusion, says it best: “Organizations that prioritize generational diversity alongside gender and racial diversity are more innovative and prepared for the future.” And it’s true. Each generation brings something unique to the table: 

• Traditionalists (born before 1945) remind us of loyalty, discipline, and long-term thinking. 

• Baby Boomers bring optimism, teamwork, and a relentless work ethic. 

• Gen X thrives on independence and pragmatism. 

• Millennials are purpose-driven, collaborative, and growth-focused. 

• Gen Z challenges norms with bold ideas, creativity, and technological fluency. 

Together, they create a rich tapestry of perspectives. When we honor these differences—and learn from them—our teams become stronger, more resilient, and endlessly creative. 

Here are some takeaways from the roundtable: 

Is “Professionalism” an Outdated Concept? 

Here’s a question that sparked real conversation among the leaders in our roundtable discussions: What does professionalism even mean today? For Baby Boomers, professionalism might mean being in the office, polished and punctual. For Millennials and Gen Z, it’s often about results—delivering quality work, no matter the setting, whether it’s a hybrid office or a coffee shop. So, who’s right?  

The truth is professionalism isn’t about rigid rules anymore. It’s about respect, accountability, and outcomes. Instead of labeling behaviors as “unprofessional,” ask yourself: Is this holding back the team or the work? If the answer is no, maybe it’s time to let go of outdated expectations. 

Stop Guessing—Start Asking 

During our conversation, one senior leader brought up a powerful point: “Have we stopped to understand the ‘why’ behind someone’s behavior?” 

It’s so simple, yet so transformative. Generational tensions often arise because we don’t take the time to understand motivations: 

• A Gen Xer who resists change might value stability after living through too many failed fads. 

• A Gen Zer pushing for a new collaboration tool might be looking to cut down inefficiencies they can’t unsee. 

Instead of assuming someone is resistant, lazy, or out of touch, stop and ask why. Empathy turns tension into understanding and understanding builds trust. 

Mentorship Is a Two-Way Street 

Here’s the shift we need to make — mentorship isn’t a one-way hierarchy. It’s a circle. 

• Boomers and Traditionalists can mentor younger generations on resilience, relationship-building, and long-term strategy. 

• Millennials and Gen Z can mentor on emerging technologies, automation, and workplace innovation. 

It’s not about one generation teaching another—it’s about swapping skills and perspectives. The best teams aren’t just multi-generational; they’re multi-directional in how they share knowledge. 

Are You Designing Systems & Processes for Everyone? 

This was a lightbulb moment for many in our group: Are our systems and processes built with everyone in mind? Generational diversity often means designing with universal principles. For example: 

• Offering flexible training formats: Gen Z might thrive on short video tutorials, while Boomers prefer detailed, step-by-step guides. 

• Communicating in different ways: Gen X might love email updates, while Millennials and Gen Z gravitate toward Slack or text. 

When you design with your team instead of just for them, you create an environment where everyone can thrive. 

Work-Life Balance Isn’t One-Size-Fits-All 

Another big theme from our session was the impact of life stage. Generational diversity is about more than age—it’s about recognizing where people are in their personal and professional journeys: 

• A Boomer might be balancing elder care responsibilities. 

• A Millennial might need flexibility for daycare pickups. 

• A Gen Zer could be pursuing a degree while working full-time. 

The workplace wins when we create policies that acknowledge and support these realities. 

Conclusion: Five Ways to Harness Generational Power 

Ready to turn generational diversity into your team’s biggest strength? Here’s how to start: 

• Ask Before Assuming: Find out how your team members prefer to work and communicate. Everyone thrives differently. 
• Lead With Stories: One senior leader shared a team icebreaker where everyone talked about their favorite childhood game—from hide-and-seek to Monopoly. It was lighthearted, fun, and showed how diverse experiences shape who we are. 
• Redefine Feedback: Replace vague critiques like “That’s unprofessional” with actionable comments: “Here’s how this approach could better serve our clients.” 
• Build Bi-directional Mentorship: Pair employees across generations to swap skills and perspectives. Everyone has something to teach—and learn. 
• Embrace the Messy Middle: Collaboration won’t always be seamless, but that’s where the best ideas are born. Stay curious. 

What’s Next? 

This isn’t about “fixing” generational differences; It’s about unlocking their power. 

Emily and I left the roundtable conversations inspired by what’s possible. When we stop focusing on generational divides and start embracing the richness of these perspectives, the workplace transforms. Teams become smarter, more connected, and ready to tackle whatever comes next.  

Now it’s your turn: What’s the best thing you’ve learned from someone outside your generation?