Strengthening Team Dynamics Through Generational Leadership
Today’s AEC managers aren’t just delivering projects; they’re juggling operational workloads, battling burnout, and holding their teams together through constant change. Uniting team members from different generations to achieve the company’s shared goals – known as “Generational Leadership”- requires the right skills and approach.
We asked Jarion Bradley, Metro Consulting Associates (MCA) Senior Project Manager, “What are the most transformative lessons you’ve learned about generational leadership throughout your 20+ years in the industry?” Throughout each of the following lessons, Jarion explores unique ideas to consider when strengthening your team’s dynamics through generational leadership.
Lesson 1: Lead open discussions to find what works for your team.
Open discussions enable the team to flex innovative muscles, feel confident in their expertise, and optimize processes. Without an encouraging environment, people may feel guarded, disrupting team dynamics and impairing project success.
Take communication, for example. While I grew up referring to people from older generations as “Sir” or “Ma’am,” younger generations often take a relaxed approach. Neither of these approaches is necessarily right or wrong. Having open discussions on these preferences helps teammates learn how to work effectively and respectfully with one another.
As society evolves through various political, economic, social, technological, environmental, and legal influences, new perspectives emerge. Effective leaders cultivate a culture that fosters open discussions, enhancing the team’s day-to-day dynamics and long-term success.
Ask yourself, “When is the last time someone on my team introduced a unique perspective? How can you encourage open discussions moving forward?”
Lesson 2: Generations need to lean on each other.
Different generations have “defining” experiences that have shaped their approach and influenced the industry. Although each generation did not experience the same things, each can learn from others’ perspectives.
My mentor always said, “J.B., promise you’ll always reach back.” It’s a reminder to bring younger professionals forward with me, helping them learn lessons to both avoid some of my hardships and also achieve what I did, only quicker. The next generation will not require 20 years of experience before assuming managerial roles. With advanced technology, improved processes, and supportive mentors, they shouldn’t have to.
Generational leadership combines the new technologies and innovations of younger generations with the seasoned expertise and knowledge of older generations. Each team needs an integrative approach to succeed.
Ask yourself, “What’s a lesson you’ve learned from a different generation, older or younger? What lessons have you taught another generation?”
Lesson 3: Have an open mind and be willing to adapt.
Each generation has a different perspective. Exploring these differences provides opportunities for improvement.
A few years ago, a younger professional joined my team who was an advocate for a healthy work-life balance. Although this flexibility differs from my professional upbringing, it taught me that trust and flexibility help my team members feel valued as professionals rather than babysat. With the ability to better balance their personal and professional commitments with what works for them, I’ve seen team members more eager and capable of excelling within the office.
While strict standards for goals must be maintained, a team that’s willing to adapt enables more creativity and innovation to achieve the goals.
Think of the common topics generations typically have differing opinions on, such as working remotely, motivators, or communication. Do you know how different team members view these items? Don’t assume – ask and open the discussion to gather truthful perspectives.
Lesson 4: Approach change with humility and commitment.
The one consistent thing in life is change. The inability to change directly impacts the success of your team through declining recruitment and retention abilities, and a lack of the necessary expertise to serve their clients effectively. Teams that are unwilling to evolve with these industry changes risk becoming obsolete.
Approaching change with humility and commitment ensures adaptability. When you acknowledge the change as an opportunity for the team to grow, it helps loosen the resistance of those who are stuck in biased views. As the team implements the change, you need everyone on board and committed to evolving.
Ask yourself, “How do you react to change? Does change make you nervous or excited?”
Lesson 5: Have confidence in yourself.
Early in my career, I often experienced imposter syndrome. Sometimes, I worked with people from older generations who made me feel that I couldn’t add value to a project due to my age or limited experience. Gaining the confidence to work well with generations outside of my own took me a while. Now I see my confidence as a tool to help my team succeed.
Good leaders must be confident in themselves. When leaders are confident, they don’t view change as a threat but rather as an opportunity to grow. You cannot stop the world from changing; know when it’s time to leave behind outdated processes.
Celebrate your wins and learn from your losses. Combine confidence with humility.
Although there are more lessons learned regarding effective generational leadership, Jarion has found these five to be the most transformative throughout his journey. Taking changes as opportunities and adopting an open mindset has propelled him forward and, in turn, helped his team flourish.
Interested in learning more about MCA’s approach to leadership? Check out a few of our other blogs:
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