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One of the most important aspects of collaborating with people from different generations in the workplace is understanding what they value. Yes, I said it—what they value. Not what you value, but what they value.

Why does this matter? Because many workplace conflicts arise from people prioritizing their own perspectives over others. This is especially common in hierarchical management models. What often goes unnoticed are the generational differences in values, which can create tension and ultimately hinder productivity.

Each generation views the world through its own unique lens, shaped by its collective experiences. These differences in values can lead to misunderstandings and stereotypes.

• Gen Z is often labeled as impatient and lazy.
• Millennials are called entitled.
• Gen X is seen as distrustful and overly skeptical.
• Baby Boomers are characterized as rigid and stuck in their ways.

Stereotypes like these stem from biases—usually based on incomplete or incorrect information. They reinforce the mindset that “my way is the only right way,” creating conflict instead of collaboration.

The First Step: Awareness

The key to overcoming these challenges is awareness. Start by observing your team. Are the conflicts generational? If so, that’s your first step—recognizing the issue.

Next, understand that these conflicts often stem from differences in values. Once you grasp this, you can begin to build bridges across generational divides instead of attempting to break through walls of misunderstanding.

Quick Tips for Understanding Generational Values

While I dive deeper into this during my training sessions, here are some quick insights:

• Gen Z: They’re not impatient or lazy—they’re digital natives who value authenticity. They crave social connection through technology. They prefer employers to align with their personal values.
• Millennials: They seek purpose in their work, value flexibility, and prioritize work-life balance. They’re not fans of traditional hierarchies.
• Gen X: Pragmatic and self-reliant, they tend to be skeptical of structured authority.
• Baby Boomers: They value loyalty, have a strong work ethic, and are willing to put in long hours to get the job done.

Bridging the Gap

To foster collaboration, consider the values of the people you’re working with. Here are some strategies to help:

1. Create opportunities for dialogue. Frame discussions within the context of their values. Meet them on their playing field. Collaboration starts with effective communication.
2. Find common ground. Instead of clashing, identify areas of agreement and build from there.
3. Adapt your leadership style. What motivates a Baby Boomer might not resonate with a Gen Z employee. Flexibility is key.

As M. Scott Peck wisely said, “Share our similarities, celebrate our differences.” Stop trying to knock down walls. Build bridges instead. It takes more effort to build than demolish, but the result is a more dynamic and effective team. I help unlock the power of collaboration between the generations so businesses and associations can be more successful. If you are experiencing generational divides in your organization, give me a shout, and let’s collaborate.