Spring (RE)Training? In a groundbreaking shift ahead of the 2018 season, renowned baseball teams such as the Phillies, Mets, Red Sox, Yankees, and Nationals opted for a bold strategy replacing seasoned managers with youthful skippers.
The age gap was staggering, ranging from 8 to 26 years younger, with some lacking major league managing experience. Tom Verducci of Sports Illustrated highlighted that “the ability to connect with young players and a comfort with analytics rose above experience.”
These visionary managers excelled in bridging the gap with the latest generation of players, exemplified by 42-year-old Alex Cora leading the Boston Red Sox to a World Series triumph in his inaugural year at the helm.
This transformative move from traditionally conservative baseball owners serves as a poignant wake-up call for leaders in all domains.
🌐 Navigating the Five Generations at Work 🌐
With the dawn of Gen Z in the workforce, we now witness an unprecedented convergence of five distinct generations. Millennials represent the largest cohort, followed by Generation X, Baby Boomers, and Matures. It’s commonplace for today’s leaders to oversee teams spanning a staggering 60-year age range, as exemplified by my father-in-law, Fred Wills, who remained an active contributor until the age of 89.
Effectively relating and connecting across these generational divides is paramount. Each cohort brings forth unique expectations and requirements. Echoing the wisdom of former MLB manager Joe Maddon, who underscores that effective leadership and culture emanate from relationships. He believes building bonds across the generations fosters trust and paves the way for an open exchange of ideas.
Navigating this multigenerational landscape presents uncharted territory for today’s leaders. As Carol Hymowitz elucidates in The Wall Street Journal,
“That means they must create opportunities for young employees to advance (or risk losing them) while also making sure veterans, whose skills they need in today’s tight labor market, don’t feel overlooked. And to maintain productivity and innovation, they must persuade employees of disparate ages to collaborate.”
It’s an imperative task—mastering the art of managing the gray. That’s where the Generational Matrix (see below) comes in. Created by Brian Doyle and myself in the book, “Gray Goldfish – Navigating the Gray Areas to Successfully Lead Every Generation.”
HOW TO USE IT:
Find your generation as a leader across the top row. Then scan down the column to find guidance on how to recruit, train, manage, and inspire across each of the five generations.