Effectively Lead Multigenerational Teams

As a millennial woman who has spent years in the trenches of the building materials industry, I’ve seen firsthand the challenges and opportunities that come with being a part of and leading a diverse, multigenerational team. Now, as the owner of Build Women and Grit Blueprint, I’m passionate about sharing the lessons I’ve learned to help others succeed in this dynamic and growing industry. 

Steps to succeed in the fenestration industry

1. Understand generational differences 

Before we can effectively lead, we need to understand the unique perspectives and experiences that each generation brings to the table. From the seasoned veterans of the baby boomer generation to the tech-savvy Gen Y (millennials) and the ambitious Gen Z newcomers, each group has its own strengths and communication styles. 

Baby boomers, born between 1946 and 1964, are recognized for their strong work ethic and commitment to their careers, favoring face-to-face communication and a more hierarchical approach to leadership.  

Following them, Generation X, born between 1965 and 1980, is characterized by a pragmatic approach to work, valuing independence and a healthy work-life balance, while adeptly bridging the gap between analog and digital technologies. Millennials, born between 1981 and 1996, are marked by their comfort with technology, a strong desire for work-life balance, and a preference for collaborative and less hierarchical leadership styles.

Generation Z, born between the late 1990s and early 2010s, integrates their status as digital natives with a pronounced emphasis on flexibility, mental health and personal well-being, seeking work environments that support remote opportunities and adaptable schedules. 

2. Embrace diversity 

While these generational differences can sometimes lead to misunderstandings or conflict, they can also be a source of strength and innovation. By embracing the diversity of our teams, we can leverage the unique skills and perspectives of each generation to create a more effective and dynamic workforce. 

For example, the technological savvy and new ideas of millennials and Gen Z can help to modernize processes and improve efficiency, while the experience and industry knowledge of the baby boomers and Gen X can provide valuable insights and guidance. By fostering a culture of mutual respect and collaboration, we can create a team that is greater than the sum of its parts. 

3. Build effective communication 

One of the key challenges in leading a multigenerational team is communication. Each generation has its preferred communication styles and methods, and what works for one group may not work for another. As leaders, it’s our job to bridge these gaps and create an environment where everyone feels heard and understood. 

This might mean adopting a variety of communication methods, from traditional face-to-face meetings to emails, text messages, Slack and even social media. It also means being aware of our own communication biases, and trying to understand and accommodate the preferences of our team members. 

4. Listen actively 

Effective communication isn’t just about speaking; it’s also about listening. Active listening involves not only hearing what someone is saying but understanding and empathizing with their perspective. This focuses on not listening to “respond” and truly listening to what others are saying. This can be particularly important when dealing with generational differences, as it allows us to understand the underlying values and motivations that drive each group. 

By practicing active listening, we can build stronger relationships with our team members, foster a culture of mutual respect, and create a more inclusive and effective team. 

5. Adapt leadership styles 

Just as each generation has its own communication preferences, they also have preferred leadership styles. As leaders, we need to be flexible and adaptable, adjusting our approach to meet the needs of our team. 

This might mean adopting a more hierarchical style with baby boomers, who often value clear roles and responsibilities, while taking a more collaborative approach with millennials, who tend to prefer a more egalitarian leadership style. By understanding and adapting to these preferences, we can create a more effective and harmonious team. 

6. Empower each generation 

One of the most effective ways to lead a multigenerational team is to empower each generation to contribute in their own way. This might mean leveraging the technological or creative skills of the younger generations to drive innovation, while drawing on the experience and wisdom of the older generations for guidance and insight. 

By recognizing and valuing the unique contributions of each generation, we can create a culture of mutual respect and collaboration, where everyone feels valued and empowered to contribute to the success of the team. 

Leading a multigenerational team in the building industry can be challenging, but it can also be incredibly rewarding. By understanding and embracing generational differences, building effective communication and adapting our leadership styles, we can create a dynamic and effective team that leverages the unique strengths of each generation. One way to work effectively with multigenerational teams is to implement reverse mentoring.

Diving into reverse mentoring

Before we delve into the benefits of reverse mentoring, it’s important to understand what it is. Reverse mentoring is a concept where younger employees mentor their older colleagues. This is a shift from the traditional mentoring model where the older, more experienced employee mentors the younger one.

This innovative approach to mentoring was first popularized by Jack Welch, the former CEO of General Electric. He recognized the potential of younger employees to teach their older counterparts about technology, and thus, the concept of reverse mentoring was born. 

Why reverse mentoring? 

Reverse mentoring is not just about teaching older employees how to use the latest technology. It’s about fostering a culture of mutual respect and understanding. It allows both parties to learn from each other, breaking down generational stereotypes and promoting a more inclusive workplace.

For instance, in the construction and building materials industry, a place where labor and training are constantly a hot topic, reverse mentoring can help bridge the gap between the old and new ways of doing things. Younger employees can share their knowledge about the latest construction technologies, while older employees can share their experiences and insights gained over the years. 

Now that we know what reverse mentoring is and why it’s important, let’s explore the benefits it can bring to your organization. 

1. Continuous learning

First and foremost, reverse mentoring promotes a culture of continuous learning. I have seen the wide benefits of a “spirit of curiosity” in my life and career. It encourages employees to stay curious and open-minded, fostering a growth mindset. This can lead to increased productivity and innovation. 

2. Breaking down stereotypes 

We all tend to think more highly of our “generation” and the natural way we function at work. Reverse mentoring can help break down generational stereotypes. It allows both parties to see each other as individuals, rather than just members of a particular generation. This can lead to improved communication and collaboration, creating a stronger work culture. 

3. Building stronger relationships 

Reverse mentoring can also help build stronger relationships between employees. By spending time together and learning from each other, they can develop a deeper understanding and appreciation for each other. This can lead to improved teamwork and a stronger sense of community within the organization. 

In the construction industry, where teamwork is crucial, this can be particularly beneficial. It can help create a more cohesive team, leading to improved project outcomes, safer jobsites and higher profits. 

Steps you can take 

You might be wondering how you can implement this practice into your organization.  

1. Identify the goals 

The first step in implementing reverse mentoring is to identify the goals you want to achieve. This could be anything from improving technological literacy to promoting a more inclusive workplace. By having clear goals, you can tailor your reverse mentoring program to meet these objectives. 

2. Select the right mentors 

The success of a reverse mentoring program largely depends on the mentors. Therefore, it’s important to select mentors who are not only knowledgeable but also patient and understanding. They should be willing to share their knowledge and learn from their mentees. 

3. Provide training 

While younger employees may be tech-savvy, they may not have the necessary skills to be effective mentors. Therefore, it’s important to provide them with the necessary training. This could include training on how to communicate effectively, how to give constructive feedback and how to handle difficult situations. 

Reverse mentoring is a powerful tool that can help bridge the generational gap in the workplace. It promotes a culture of mutual respect and continuous learning, leading to a more inclusive and productive workplace. So why not give it a try in your organization? You might be surprised at the positive impact it can have.