My Generation!

As a business psychologist and coach, I’ve seen firsthand how generational perspectives shape what people seek—and need—from coaching. I think that reflecting on this can be helpful.

While there are individual differences, taken as a whole, each generational cohort brings specific attitudes, challenges, and aspirations to the workplace. Baby Boomers, Generation X, Millennials, and Generation Z all have distinct life experiences that shape their work approaches.

1. Baby Boomers (Born 1946–1964)

For Baby Boomers, work has often been synonymous with their identity. As they approach the later stages of their careers, many consider their legacy—what they will leave behind and how they will be remembered. One of my clients even described his last planned year at work as his “lap of honour”. This is all about navigating the transition to a new life phase, perhaps by taking on mentorship roles (being a NED is a good example) or transitioning to retirement.

So, coaching might be about:

Legacy and Knowledge Transfer: Many Boomers are deeply invested in sharing their knowledge and experience. Coaching can help them structure these contributions in meaningful ways, allowing them to leave an impact that resonates beyond their paid job. My favourite book on this topic is From Strength to Strength by Arthur C. Brooks. It’s well worth reading.

Adaptation to Change: Rapid technological advances mean Baby Boomers can feel that they often face steep learning curves. Coaching can provide them with both tools and encouragement to adapt and thrive amidst change, reinforcing that their experience remains invaluable.

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2. Generation X (Born 1965–1980)

Often seen as the “in-between” generation, Gen Xers value flexibility and autonomy. They may have reached middle or senior management and are balancing leadership roles with responsibilities at home. Gen X tends to be pragmatic, self-reliant, and committed, but they may also feel overlooked in a workplace that now prizes the more digitally native Millennials and Gen Z.

Here, the focus of coaching might be:

Leadership and Influence: As Gen Xers take on senior roles, coaching can be a powerful way to develop strategic thinking and people management skills. Emphasis on influencing others and can also be helpful.

Work-Life Balance and Flexibility: Gen X values flexibility, and many are keen to explore strategies for balancing high responsibility with personal time. Coaching around setting boundaries and managing stress can resonate powerfully. For Sixth Sense, interest in this area peaked during the pandemic but has not disappeared.

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3. Millennials (Born 1981–1996)

Millennials, now the largest segment in many workplaces, are characterised by their search for purpose and growth. I have found that, unlike previous generations, they are less willing to stay in positions that don’t align with their values or allow for personal development. They often seek frequent feedback, meaningful work, and clear advancement opportunities.

A different focus for coaching might be required for this group:

Career Growth and Skills Development: Millennials are eager to advance but want to do so in a way that aligns with what they feel they stand for. Coaching can help them identify what makes them the people they are and how to use these unique attributes to progress.

Autonomy and Empowerment: Coaching that supports millennial clients in building autonomy—allowing them to take ownership of projects, make decisions, and experiment with new approaches—can be highly effective. Empowering them to make independent decisions within a structured framework builds their confidence and personal effectiveness.

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4. Generation Z (Born 1997–2012)

The youngest members of the workforce, Generation Z, grew up with technology and global interconnectivity. They may come across as resourceful and self-reliant, but they report feeling quite anxious as they have high uncertainty about the world. They are also at a stage where they’re shaping their professional identity and learning to adapt to workplace norms.

A different focus might be helpful for them:?

Building Professional Identity: Gen Zers may benefit from coaching that supports self-awareness and helps them shape their identity at work. Since they’re still exploring what they bring, coaching can guide them in recognising their strengths and interests. You could call this a personal brand.

Resilience and Adaptability: Gen Z faces unique pressures due to their keen awareness of social issues and global change – all facilitated by social media. ?Coaching focusing on resilience, adaptability, and mental well-being can help them thrive in a rapidly changing work environment. This time, another good book to recommend is The Anxious Generation by Jonathan Haidt.

None of the above should imply that we must treat all members of a generational cohort the same, but ignoring the attitudinal differences common across groups of people of similar age is not helpful.

I’d love to hear your thoughts.