The 5 Ps of Multigenerational Leadership
Here is one formidable fact for almost any modern executive: By 2030, Gen Z is going to account for nearly 30% of the talent pool, meaning generational diversity in the workplace is only just getting started. That said, here is the comforting and inspiring context: Over 89% of those employees are excited about such a diverse future!
The multigenerational mingling of the 21st century is redefining our ideas about work. In broad strokes, each generation offers its own unique perspective on the traditions and expectations of today’s workplace. These opinions and preferences aren’t entirely uniform, but they ultimately coalesce into what is termed the “cohort effect,” a collection of the traits that generally define Traditionalists, Baby Boomers, Millennials, Gen Xers, and Gen Zers as functioning team members. Such multifaceted distinctions add to the complexity and nuance of modern leadership, but the personal and professional rewards for a successful leader have never been greater.
So, how can executives transcend generational boundaries and offer leadership that is both insightful and universal? How can today’s leaders consider the needs of each cohort and inspire greater productivity as a result? The cornerstones of effective multigenerational leadership are shockingly simple, and they are summed up perfectly by the five Ps: PURPOSE, PRIDE, PROCESS, PASSION, and PAYOFF.
1. PURPOSE. Your plan.
Let’s pretend we are building a house together. The first opportunity to find common ground would begin with the earliest stages of planning. The layout and design of a house sets the tone for every step of construction, from the selection of materials and equipment to any established expectations on timeframe and budget. A comprehensive and inclusive plan that considers the needs of every party involved is a solid first step in finding a way forward for everyone.
A purpose-minded leader communicates every objective in a way that is both straightforward and accessible. These leaders understand the unique languages of each cohort. They know the importance of establishing clear expectations from the very beginning, as well as opening up a dialogue about the best way to accomplish each task. Your organization’s purpose is at its strongest when everyone feels equally informed, equally heard, and equally clear about their direction. When this all comes together, your multi-generational team can begin its work from a place of trust and empowerment.
2. PRIDE. Your foundation.
Once we’ve finalized a precise plan for our new home, it’s time to prepare the area for construction. Perhaps the biggest step in this process is selecting and laying the foundation. The foundation is the basis for all future construction, and its integrity is what prevents destabilization and collapse in the coming years.
Your organization’s foundation is built on its pride — the pride of each individual employee and the pride found within the organization’s overall mission. Developing that pride might look different for each generation, but the empowering result is the same. With enough pride to support and sustain your efforts, the possibilities are endless. External rewards can be powerful motivating factors, and higher pay and well-deserved promotions should always be pursued with excitement. However, these rewards can only go so far in compensating for a lack of intrinsic pride in one’s mission, which is a universal motivation across every generation.
3. PROCESS. Your tools.
It’s time to cut some tile for our new bathroom. It’s a big space using premium tiles, so you’ve chosen a cost-effective rail cutter for the job. Unbeknownst to you, rail cutters are only really suitable for small-scale installations up against a baseboard, and their uneven lines are going to make a mess of your new porcelain flooring. With a bit more research and investment, you would have sprung for renting a tabletop wet tile saw to ensure the desired results.
Your processes represent the tools your team is using every day to cut tile for your organization. Are they approaching each piece with the proper equipment and a clear understanding of the techniques involved? Successful leaders make sure every process is clearly communicated to each cohort with ample room for explanation and experimentation. A multigenerational team can bring a host of perspectives to every situation, but only if each team member understands the processes and feels confident in participating. If every cohort is actively involved and open to innovation, then your processes will only continue to evolve for the better. As such, they will be better equipped to cut some tile, devise a plan, or create a solid foundation in the future.
4. PASSION. Your power.
A new home can take five months to two years, from initial planning to the very final touch. Like many things in business, it isn’t a task that should be entered into lightly or without a clear understanding of the challenges entailed. And that’s just one house. What if you did this professionally? No one builds houses for a living because it’s easy. They build houses for a living because they love to create, construct, and help realize the dreams of others.
At the end of the day, passion is what pushes projects forward. Successful leaders cultivate passion by letting it grow of its own accord across every generation. When you step away from micromanagement and empower your employees to be creative and imaginative, you instill within them a confidence that makes every obstacle more manageable — no matter their age. Much like employees devoid of passion can stifle any significant stirrings within your multi-generational team, passionate team members can be guardians of the very spirit that keeps your organization going.
5. PAYOFF. The reward.
Our house is finished. It looks beautiful, but I’ve had a change of heart. I’ve decided to sell our new house for 10,000 bananas. You’re surprised at the news, and for some reason, you seem a bit disappointed. If you ever speak to me again, I imagine I’m in for a pretty lengthy conversation.
What’s the most important thing about any payoff? That it’s clearly communicated. What’s the second most important thing about any payoff? That it’s meaningful for every team member. Successful leaders craft detailed visualizations of the payoff behind each project, and this transparency gives their teams the drive and desire necessary to achieve their goals. You cannot guarantee that every team member will be equally motivated for every task. However, you can communicate the external rewards of each task in a way that is sensible and desirable to every generation. What comes next is the reflection and feedback that follows any finalized project, which can be a unique opportunity for the multigenerational team. If every team member feels comfortable exchanging input, then each cohort can better understand the value offered by every individual.
An executive for everyone.
Your multi-generational team can find strength in its diversity, from Traditionalist to Gen Z. It can establish collective pride, purpose, and processes while respecting individual needs and honoring perspectives from every generation. Then, you can experience the greater payoffs and heightened passion of a team that is highly inclusive and encouraged at every level. Are you minding the five Ps of multi-generational leadership? If not, let’s start building our house.
I promise not to sell it for bananas this time.
About Dr. Sam:
Atlanta-based Dr. Sam Adeyemi (SAY: Ah Day yeh me) is CEO of Sam Adeyemi, GLC, Inc. and founder and executive director of Daystar Leadership Academy (DLA). More than 45,000 alumni have graduated from DLA programs, and more than 3 million CEOs and high-performing individuals follow him on top social media sites. Dr. Sam’s new book is “Dear Leader: Your Flagship Guide to Successful Leadership.” He holds a Doctorate in Strategic Leadership from Virginia’s Regent University and is a member of the International Leadership Association. He and his wife, Nike (say Nee keh) have three children. Learn more at SamAdeyemi.com.