“Every generation needs regeneration.” Charles Spurgeon

I recently conducted assessments in two different companies and in each the issue of generational differences came up.

I asked ChatGPT to summarize generational differences as is experienced today. According to its sources (which I verified as credible), here is a high-level overview:

Baby Boomers (Born ~1946–1964)

• Work Style: Loyal, hard-working, often define themselves by their job.
• Values: Stability, hierarchy, work ethic.
• Communication Preference: Phone calls, in-person meetings.
• Technology: Adapted to it, but not digital natives.
• Trends: Many are delaying retirement, often in leadership or mentoring roles.

Generation X (Born ~1965–1980)

• Work Style: Independent, resourceful, value work-life balance.
• Values: Flexibility, results-driven, pragmatic.
• Communication Preference: Email, phone, some texting.
• Technology: Early adopters; comfortable with digital tools.
• Trends: Often bridge the gap between Boomers and Millennials; many are in senior management now.

Millennials (Gen Y) (Born ~1981–1996)

• Work Style: Collaborative, feedback-seeking, mission-driven.
• Values: Purpose, growth opportunities, flexibility.
• Communication Preference: Texting, instant messaging, email.
• Technology: Digital natives; fluent with evolving platforms.
• Trends: Expect development, care about DEI and company values, often push for remote/hybrid work.

Generation Z (Born ~1997–2012)

• Work Style: Entrepreneurial, multitaskers, highly adaptable.
• Values: Diversity, transparency, mental health support.
• Communication Preference: Short-form content, chat tools, video.
• Technology: Mobile-first, extremely tech-savvy.
• Trends: Value job flexibility and purpose over stability, expect rapid feedback and inclusivity.
• Communication Clashes: Some value face-to-face vs. others prefer Slack or Zoom.
• Work-Life Expectations: Younger generations prioritize flexibility and mental health more than older ones.
• Feedback Styles: Boomers and Gen X may prefer annual reviews; Millennials and Gen Z want frequent, real-time feedback.
• Career Paths: Younger workers expect fast growth and learning; older workers often value job security and legacy.

What To Do With Who You’ve Got

CIOs who work well with generational differences exercise four key practices.

Affirm Your Values

Your company has values, and so must your IT department. Values are often ignored beliefs as opposed to auditable behaviors.

When you establish non-negotiable behaviors, generational differences dissolve. One IT department I’m working with even calls their values The Four Behaviors. I love that.

Every day you and I live by non-negotiable behaviors (called laws), and in a court of law our generational differences do not excuse the breaking of the law. And when we all live peaceably with those laws, order is enjoyed.

What are your values?

Do you utilize them in your check-ins and evaluations?

Do you audit them annually to make sure they are actual, being applied, and not incongruent to an employee’s experience?

Accept Different Preferences, Not Different Performances

I’m fine with the employee who prefers to text, and I’m fine with the employee who goes out of their way to meet people in person. I don’t care if a deal is won on the golf course or on a Zoom call. 

I do care that the client was put first, was heard and attended to, and that the deal we closed is entered into with mutual enthusiasm. 

Your priority is to keep the employee performance premium, and that premium is driven by how well internal and external clients are served.

Advocate For Each Other Rather Than Argue For A Way

You have yet to meet a generation that didn’t complain about how the previous generation said, “We’ve always done it this way.”

IT as a whole can’t stand it when innovation is blocked by the “we’ve always” mentality. Why do we put up with it in our own IT department?

The issue isn’t the way, it’s the who trying to accomplish the why, what and how.

Who represents talent and skills. Generational differences are unified when we concentrate on maximizing each other’s talent and not curbing the tactics.

Align Around Shared Purpose Not Scattered Passion

I’m a passionate person. So are you. Our passions may differ while we seek the same purpose.

Generational differences are rooted in contrasting passions. It’s why arguments can get heated.

Misalignment isn’t corrected by understanding different passions nor certainly by trying to share one passion.

Alignment is bringing scattered passions together towards one purpose. 

It’s what has made our country great, makes families meaningful, and makes teams work. 

My sons have my blood in them. They are wired in ways very much like me; and the differences are significant too. Nothing moves my heart more than seeing both the similarity between us and the differences that make each of them distinct.

We are family. We are a team. The generational differences are celebrated. 

I learned as a father how to affirm and accept and advocate and align. I learned as a CIO how to reinforce those in my team.

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