Betsy, a baby boomer nearing retirement, recently had a revealing conversation with her twenty-something daughter, who had just accepted a new job as a solutions consultant in tech. Betsy was curious why her daughter turned down a similar job that offered $40K more.
The answer was simple: the higher-paying job from a start-up required 12+ hour workdays and a relentless grind. Her daughter wanted more—time for fun, workouts, dating—in short, she wanted a balanced life. When Betsy pushed back, saying everyone has to make sacrifices to get established, her daughter ended the discussion with, “Your values, not mine.”
More than just a difference in opinion, Betsy realized how much more balanced her daughter’s values were compared to her demanding career-centric values. In that moment, her daughter became the teacher, prompting Betsy to reflect on her own choices.
Life Beyond Work: Generational Differences in Priorities
Their conversation highlights a key issue in leadership today: generational differences in priorities. Betsy’s daughter values balance and fulfillment, while her mom sees long hours as the path to success.
Baby boomers value loyalty, hard work, and “paying your dues.” Millennials and Gen Z focus on balance, flexibility, and fulfillment. As a leader, you need to navigate these expectations carefully. Don’t ignore differences in values, hoping they’ll magically go away or not matter.
How Generational Differences Shape Leadership Today
If your team wants balance but your culture says they need to work 12-hour days, they’ll either disengage or burn out—and might hustle their way right out the door. On the other hand, honoring their values fosters Authenticity, Belonging, and Collaboration—the ABCs of love-powered leadership. And let’s face it, an engaged and happy team does more innovative work—and maybe even has some fun too!
- What are your core operating assumptions about “paying dues” and working long hours?
- Are you recognizing and respecting the different priorities of your team members?
5 Amare Steps to Align Your Team by Embrace Different Generational Values
1. Start with you. Make a list of your own top values. Notice how they influence the assumptions you make, how you treat people, and what you reward.
2. Dive into generational values. Identify what motivates each team member—work-life balance, career advancement, money, etc. Work on understanding and accepting values that differ from yours. Stay curious, not judgemental.
3. Foster team alignment. Brainstorm what success looks like with your team. Tailor your leadership to help individuals achieve their unique vision of success, in line with the organization’s goals. Remember: their values, not yours!
4. Honor diversity. Different values express diversity. Cultivate a culture that fosters authenticity, belonging, and collaboration. Make space to align diverse individual values with organizational goals and vision.
5. Recognize poor fits. Establish clear boundaries so that if some team members hold values that just don’t fit the company, and there is no remedy, then it will soon be time to say goodbye. Respectfully, of course.
The Power of Embracing Different Values
As a leader, acknowledging and making space for different values can transform your organization. When you understand and honor what motivates your team members, you can create opportunities that drive both fulfillment and productivity, fostering loyalty and engagement rather than burnout.
By embracing diverse values, you build a thriving culture where everyone feels valued and gives their best. You’ll become the leader everyone wants to work for, and your organization a magnet for top talent.
Yes, that means having fun along the way, too. Because who says you can’t be successful and enjoy the ride?
Tell me about YOU!
My purpose in each and every one of these newsletters is to serve you and support you in being your very best as a human being and leader. I am starting on a new set of books and would love your ideas on what would best support you. Will you help? Please contact me to set up a time for us to chat.
Today’s Amare Wave Wednesday Quote
“If people believe they share values with a company, they will stay loyal to the brand.”
—Howard Schultz, longtime CEO of Starbucks
Click here and read more Amare Wave Wednesday newsletters on related topics:
The Lure of Big Money: When Investor Funding Requires Compromising Your Values
Vote Your Values the Amare Way
“Us” vs “Them”: When Our Values and Actions Clash
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