Struggling with generational differences in culture change efforts?

My experience with several high-performing companies is that the top leadership is very forward-thinking and the entry-level people are willing and adventurous, but the ones in the middle, especially those who do not see a great future or are unable to adapt, become resistant to any change and do not adapt well. it's not easy or wise to ignore this bulge of resistance. The situational leadership model of Hershey and Blanchard is useful in working with people. The middle managers may suffer from both behavioural issues, and as well functional and technology skills which are rapidly changing. This model recommends mentoring for skills, which many be best done as reverse mentoring by younger people and coaching in behaviour by the older.

Culture change involves questioning actions and behaviors - they speak louder than slogans, yet they are grounded in unspoken beliefs. My approach to harnessing the power of trans-generational diversity is to start with recognizing that everyone has a space, everyone is invited to contribute their experience towards common vision and mission. In an open dialogue, invite everyone to share their perspective re the value that is recognized as the most critical for this org. F.ex. there were times when Knowledge had a value and a big pricetag. Nowadays, knowledge is accessible at a fingertip and very often depreciated by younger generation. Yet when this is brought up to the conversational table, alignment is possible.

To manage generational differences in culture change efforts, emphasize open communication and mutual respect. Acknowledge that each generation brings unique strengths and perspectives, and find ways to bridge gaps by highlighting shared goals. For example, younger employees might embrace digital transformation, while older employees value stability and proven methods. Create cross-generational task forces to encourage collaboration, blending innovative ideas with the wisdom of experience. Hold workshops where all voices can be heard, fostering understanding. By creating opportunities for dialogue and collaboration, you ensure that generational differences become strengths rather than obstacles in your culture change efforts.

Start by facilitating open discussions where all generations can share their views and experiences. Encourage mentorship programs that pair younger and older employees, fostering mutual learning. Emphasize the shared goals of culture change, highlighting how everyone’s contributions matter. When each generation feels heard and valued, it strengthens collaboration and drives positive change together.