Understanding the Importance of Generational Representation in Leadership

Excited to share a new report I co-authored on behalf of the United Nations Youth Office in collaboration with St. Gallen Symposium (Felix Rüdiger, Kaspar Koechli) and The Club of Rome (Nolita Thina Mvunelo), exploring "How Intergenerational Leadership Unlocks Innovation and Sustainability in Business": https://lnkd.in/eWgzM935   Drawing on research and real-world examples, the report unpacks why the inclusion of younger generations in organizational decision-making is not just a matter of fairness — it’s a strategic imperative. It highlights five key benefits of intergenerational leadership, including: greater empathy with stakeholders, longer-term strategic thinking, disruption of outdated practices, creative problem-solving through generational diversity, and enhanced governance and accountability.   Practically, it also suggests a continuum of concrete actions organizations can take to make intergenerational leadership work (including reverse mentoring, youth advisory boards, co-leadership and shared decision-making, among others). At a time when we need bold and effective leadership more than ever before, our hope is that this model inspires and helps guide organizations in navigating their own work on intergenerational leadership.

Remember when our parents said "back in my day..." and we rolled our eyes? Well, it's 2025 and now we have FIVE generations saying it in different Slack channels. Sitting in a client's office, I watched a Gen Z designer passionately pitch a mental health initiative while the Silent Generation board advisor nodded thoughtfully before asking, "But what's the ROI?" A perfect microcosm of our new reality. Last week at AI ALPI, we delved into this fascinating workplace theater playing out across companies worldwide: → The Great Generational Convergence of 2025 isn't just demographic trivia—it's fundamentally reshaping leadership paradigms → Our research revealed a striking paradox: 78% of leaders unconsciously hire, promote, and value those who mirror their own generational approaches to work ↳ Yet the highest-performing teams in our dataset were those with maximum generational diversity and leaders trained in "Gentelligence" I observed something fascinating at a Fortune 100 tech company recently—they've created "Generational Translators" who help bridge communication differences. Their VP of People showed me how a simple request like "Please provide updates on the project" generates five distinctly different responses across generations! → Boomers deliver formal documentation → Gen X sends a bulleted list of key points → Millennials create a collaborative deck → Gen Z shares a video walkthrough → And yes, their lone Silent Generation consultant still hand-delivers a printed memo In Q1 2025, companies practicing intentional generational integration saw 3.2x higher rates of successful knowledge transfer and 41% fewer "regrettable departures" than those allowing generational siloing. As one CHRO told me, "We spent decades trying to minimize differences. Now we're learning that our competitive advantage lives precisely in those differences." Saturday thought experiment: How might your Monday morning meeting change if you deliberately sought out the generational perspective most different from your own? 🔥 Want more breakdowns like this? Follow along for insights on: → Getting started with AI in HR teams → Scaling AI adoption across HR functions → Building AI competency in HR departments → Taking HR AI platforms to enterprise market → Developing HR AI products that solve real problems #FutureOfWork #GenerationalDiversity #HRTech #LeadershipInnovation #Gentelligence #WorkplaceEvolution #AI4HR #2025Trends

"Leadership is strongest when we allow the next generation to step forward." When I stepped into the role of ANA President, I became the first Generation X nurse to hold this office. I followed seven Baby Boomer presidents in a row, leaders who guided the profession through extraordinary change. It is highly unlikely there will ever be seven Gen X presidents in succession — and that’s a good thing. The next president may very well be a Millennial, and before long, Gen Z nurses will also step into leadership at the national level. Why does this matter? Because nursing leadership is strongest when it reflects the diversity of our profession — across race, culture, geography, practice setting, and yes, generation. Each generation brings its own perspective, skills, and lived experience. Generational inclusion means making room at the table, recognizing when it’s time to lead, and when it’s time to support the next voices rising. True progress happens when we don’t hold leadership too tightly, but ensure its doors stay open. I am proud to represent Generation X in this moment — and even more proud of the leaders who will follow. My Question to Everyone: How have you seen generational diversity strengthen leadership in your own work? #NursingLeadership #GenerationalInclusion #FutureOfNursing #ANA