Beyond the Labels

It’s tempting to reach for tidy definitions. Boomers are loyal. Gen X is independent. Millennials crave purpose. Gen Z wants flexibility.

These kinds of statements can offer a sense of order—but they rarely tell the whole story.

Generational insights are just that: insights, not identities. They provide clues about the cultural, economic, and technological environments that shaped our early experiences, but they should never be mistaken for absolute truths about who we are. 

“Generation insights, when used thoughtfully, open doors to deeper understanding. When misused, they build walls.”

Here’s the deeper truth: none of us are shaped by a single generational influence. Our mindsets are mosaics. As a Gen Xer, my way of thinking has been shaped not only by my peers, but by the Boomer mentors who raised me, the Millennial colleagues I’ve collaborated with, and the Gen Z thinkers who challenge and inspire me. This layering of generational influence is more common than we think—and more powerful than we often realize.

Yet, in many workplace conversations, generational language is still used as shorthand for personality, values, or even competence. This reduces people to stereotypes and reinforces fixed mindsets: “They’re just not committed,” “They don’t understand loyalty,” “They’re resistant to change.”

The irony? When we assume someone’s behaviour is “just a generational thing,” we miss the very dynamics that generational insight is meant to help us explore—how people see the world, what shaped them, and how we might better understand each other in the process.

So, how do we shift from judgment to curiosity? Here are three questions leaders can ask themselves to help make the shift:

What events or situations might have shaped this person’s view of work, responsibility, or feedback? 

Asking this question invites us to consider the life events, social norms, and role models that may have shaped someone’s approach to work. It shifts us from reacting to a behaviour in the moment to understanding the backstory that gives it context, and invites us to have compassion

Where might I be relying on generational assumptions rather than asking thoughtful questions? 

This question helps us catch ourselves in moments of unconscious bias—when we assume we already know instead of being curious. It encourages humility and reminds us that listening almost always offers a fuller picture than labelling.

How have I been influenced—positively or negatively—by other generational perspectives in my own life? 

Reflecting here reminds us that we are all generationally shaped, not generationally bound. It opens us to see our own evolution and recognize how cross-generational relationships have expanded our capacity to lead, relate, and grow.

“We are generationally shaped, not generationally bound”

When we treat generational frameworks as invitations instead of definitions, we create space for empathy, connection, and growth. In this space, those we work with feel seen, heard and valued and trust grows just a little more. Trust is the currency of culture and where true leadership lives.

If you could have insight on the generational influences of your team so you could ask more meaningful questions and approach from a place of understanding, would this be valuable to you? I am working on a tool that can help you do that, If you want to help me test it. Comment INSIGHTS and I’ll add you to the wait-list!