Over the course of my career in executive search, I’ve seen the workforce evolve in many ways, but perhaps the most striking shift has been generational.

Today’s workplace is more multigenerational than ever, with Baby Boomers, Gen X, Millennials, and Gen Z all working side by side. And while that diversity brings richness, it also brings complexity.

It’s not just about age. It’s about expectations – and how they’ve changed. From a personal standpoint, I’ve recently turned 50, and I’d say my generation may well be the last to have grown up with a traditional view of leadership and hierarchy. We were taught to fit into the world as it was. But the generations coming through now? They expect the world to fit around them.

Here are 5 lessons I’ve learned from my conversations with HR leaders and my own experiences about leading in this new landscape.

1. The Shift from Vertical to Horizontal Trust

One of the most profound changes I’ve observed is how people access and trust information. My generation, and those before me, were raised in a world where authority flowed vertically. You trusted your boss, your doctor, your MP. If someone in a position of power said something, you accepted it.

However, younger generations operate differently. Their trust is horizontal. They crowdsource opinions, rely on peer reviews, and validate information through networks – not hierarchies.

A brilliant example came from a recent CPO dinner I attended. The guest speaker, an anthropologist by background, explained how younger people now read a news article by scanning the headline, skipping the content, and going straight to the comments. It’s the reaction that shapes their view, not the article itself.

That’s a seismic shift. Moreover, it changes how we lead. You can’t just say, “I’m your boss, do this.” That doesn’t cut it anymore.

2. Recognise the Rise of Individualism

Another key difference is how people see themselves in relation to the world around them.

When I entered the workforce, we were conditioned to fit in. We adapted to the expectations of society and the workplace. But younger employees expect the world to adapt to them. They value individuality, flexibility, and purpose.

As the speaker at the CPO dinner explained, we used to be one tribe of 100 people. Now we’re 10 tribes of 10. That analogy really stuck with me.

For leaders, this means tailoring communication and management styles to different audiences, even within the same team. What works for someone my age might not work for a 25-year-old. And that’s OK. We just need to be aware of it.

3. Influence Through Peers, Not Just Position

If younger employees are getting their information and validation from peers, then we as leaders need to think about how we influence that peer group, not just the individual.

It’s not enough to issue instructions from the top. We need to create environments where ideas are shared, feedback is encouraged, and influence flows laterally as well as vertically.

To be honest, I don’t think many leaders have cracked this yet. It’s a bit like parenting in that many of us are copying what our parents did – most of us are still trying to lead the way we were led. But the world has moved on. And we need to catch up.

4. Listen More Than You Speak

This one might sound like a cliché, but it’s true nonetheless: leadership today requires active listening. Two ears, one mouth – use them in that ratio.

It’s not about telling people what to do. It’s about understanding where they’re coming from. What motivates them. What frustrates them. What they need to thrive.

I’ve seen this first-hand in my own team. The way I manage someone my age is very different from how I need to manage a younger consultant. It’s not about being soft, it’s about being smart.

If you want to get the best out of people, you need to meet them where they are.

5. Accept That This Is the New Normal

This isn’t a passing trend. The generational shift is only going to accelerate. As older cohorts retire, younger ones will dominate the workforce. And their expectations will shape the culture.

Interestingly, I think the older generations are starting to shift too. I now crowdsource where I go on holiday, what hotel I book – things I never would have done 10 years ago. Maybe, over time, we’ll all become a bit more like the younger generations.

Final Thought: Leadership Is Evolving – So Must We

Leading a multigenerational workforce isn’t about choosing one style over another. It’s about flexibility, empathy, and a willingness to evolve. We can’t lead the way we were led. We have to lead the way our people need to be led.