Leading with impact across generations

Traditional top-down management no longer fits. Employees no longer want a boss who simply assigns tasks - they need a coach who inspires, guides, and empowers.

With multiple generations in the workplace, leaders must navigate different expectations, values, and work styles. While younger employees crave mentorship, flexibility, and purpose, senior employees bring experience, stability, and structured approaches. How can leaders bridge these differences while keeping teams engaged and productive?

We have explored the success criteria for leading multigenerational teams by interviewing HR and C-level executives across Europe. Their insights reveal how organisations can thrive across generations.

From command to collaboration

A leader doesn’t dictate; they facilitate. Instead of micromanaging, they focus on developing their team’s strengths, fostering open communication, and providing continuous learning opportunities. This approach is especially valuable in multigenerational teams, where employees have different expectations of leadership.

For younger employees: Many younger team members thrive on frequent feedback and mentorship. They value opportunities for growth and appreciate leaders who invest in their development. As one executive we interviewed noted, "Our younger staff members are eager for learning opportunities and want to see a clear path for advancement."

For senior employees: Experienced team members bring a wealth of knowledge and stability. They appreciate when their insights are valued and when they're included in decision-making processes. A senior HR leader shared, "Recognizing the contributions of our experienced employees has been instrumental in fostering mutual respect and collaboration."

A coaching culture ensures that everyone feels heard, respected, and motivated to contribute, fostering a workplace where collaboration and innovation thrive.

Building a coaching culture

Adopting a coaching leadership style doesn’t happen overnight. It requires a mindset shift:

Active listening  – Encourage open dialogue and understand individual motivations. As one executive put it: "Great leadership starts with listening—not just hearing, but truly understanding what drives each employee."

Foster mentorship across generations – Pair younger employees with senior colleagues to share knowledge both ways. For instance, a tech-savvy younger employee might help a senior colleague navigate new software, while gaining industry insights in return. "Our reverse mentoring program has been a game-changer. It builds bridges between generations," noted a C-level leader from the financial sector.

Embrace real-time feedback – Provide continuous coaching moments and meetings.

Empower employees to lead – Give team members ownership of projects and decision-making. "When employees feel trusted, they step up. We’ve seen remarkable leadership emerge from unexpected places," said a senior executive in manufacturing.

Create psychological safety – Build an environment where employees feel safe to share ideas, take risks, and learn from failures. A leader observed, that after establishing clear norms for communication, they noticed a surge in creative problem-solving.

The future of leadership is coaching

Leading with impact means adapting to the changing expectations of the workforce. Organisations that embrace coaching leadership will not only attract and retain top talent but also build stronger, more agile teams.

Reflecting on your leadership approach, consider: Are you merely managing tasks, or are you inspiring and guiding your team to excel?

Reach out to our experts and get guidance on building a strong, multigenerational organisation.

Lars Holm Anna Maria Nicotra Herma Ober- van Hienen Linda llolander Vermund Nilsen