A Workforce Built on Generational Strengths

The Future of Work: Embracing Generational Strengths in a Tech-Driven World

The other day, it hit me. I’m 46, and somehow, I’ve found myself in what some would call the "old camp." Recently, I’ve been invited by a few universities, including Harvard, to connect with their college-age students, and even some team members have asked me to spend time with their kids to talk about career paths. We even had a Harvard grad student join us as an intern, which was a great experience.

But here’s what caught me off guard: they kept calling me “Sir.” Every question started with “Yes, Sir,” “No, Sir,” or “What would you recommend, Sir?” And it wasn’t just respect—it felt like I was suddenly on a whole different playing field. I was “the experienced one,” “the wise one”—even though I feel like I’m in the best shape of my life and at the peak of my performance. There I was, watching this younger generation look at me as if I was, well… old.

It was a bit jarring, to say the least. But it reminded me that we’re at a pivotal moment in the workplace—a time when we’re bridging generational strengths and figuring out how to blend the wisdom of experience with the tech-savvy drive of the next generation. And that’s the real challenge: How do we leverage each other’s strengths in a world moving faster than ever before?

A Workforce Built on Generational Strengths

Today’s workforce is a powerhouse of perspectives. We’re a mix of those who remember life before the digital age and digital natives who navigate new technology with ease.

■ Listen, we are a powerhouse, and if we don’t start looking at our 50s, 60s, and 70s as the new 30s, we’ll miss the boat. We—myself included—can bring tremendous value to this next wave of change, especially as we usher in the next generation of AI.

And studies back this up. It’s not just my opinion—it’s a fact. Research shows that young and old alike can benefit from this blend of generational strengths. The wisdom and street smarts we bring to the table set us apart, giving us an edge that can drive progress forward.

A recent McKinsey study predicts that up to 800 million jobs could be automated by 2030. This shift is profound, representing a moment not unlike the Industrial Revolution, where human skills and technological advancements are intersecting in ways that will reshape work as we know it. By combining the tech-forward vision of the younger generation with the seasoned insights of experience, we’re uniquely positioned to navigate this transformation successfully.

Why Age Matters in Automation

Leaders, let’s talk about age and why it’s not a disadvantage—in fact, our age is one of the greatest tools the world needs right now.

â–  History shows us that transformative achievements often come later in life.

? Colonel Sanders started KFC at 65.

? Vera Wang became a renowned designer after 40.

? Ray Kroc transformed McDonald’s in his 50s.

These leaders proved that experience, resilience, and a seasoned perspective can drive remarkable change.

In this age of automation, it’s our experience and insights that bring irreplaceable value. Our teams don’t just need technical skills; they need the creativity, empathy, and wisdom that only come with years of learning and adapting.

■ When we slow down to connect, we build a culture of trust, resilience, and alignment—pushing us forward no matter how fast technology evolves.

Let’s lean into the knowledge we’ve gained over decades to support the next generation. Now is the time to use everything we’ve learned, to bridge the human-machine divide and guide our teams through these transformative times. Our age isn’t a limitation; it’s our advantage.

Leading with Humanity in the Age of Automation

Leaders, this is our moment to show up. Our teams don’t just need our skills—they need our human side. Show your creativity, empathy, and the wisdom that comes only from experience.

â–  As we enter the age of automation, remember: no technology replaces genuine human connection.

Strategic slowness can actually accelerate team performance. By pausing to connect meaningfully, we build a culture of trust, resilience, and alignment that pushes us forward.

Three Ways to Show Up This Week

1. Share a Personal Story

? Let your team see the real you. Share a moment that shaped who you are today—it could be a challenge, a lesson, or a breakthrough.

2. Share a Current Goal

? Let them know that you, too, are continually aiming higher, even at this stage in your career. It’s a powerful reminder that growth is lifelong.

3. Share a Lesson from a Failure

? Transparency fosters resilience. When you talk openly about setbacks, it sets a tone for honesty, courage, and growth across the team.

Your humanity is the key. The future may be driven by tech, but our strength lies in staying human. Let’s bridge this generational gap together.

As I reflect on that moment—the surprise of being called "Sir" by a new generation eager to learn—it’s clear that we’re at a turning point. Being seen as “the experienced one” isn’t a label of age; it’s a badge of earned wisdom. In a world racing toward automation and change, we have the unique opportunity to offer something technology never will: a connection rooted in humanity, resilience, and shared experience. So, let’s embrace this role, not shy away from it. If being called "Sir" means I get to be a guide, a mentor, and a source of strength, then I’ll wear it proudly. Here’s to bridging the generational gap and leading forward—together.

#stayhuman #seeyouatthetop #FutureOfWork #HumanCenteredLeadership #GenerationalStrengths

** links to the McKinsey study mentioned: Jobs lost, jobs gained: What the future of work will mean for jobs, skills, and wages