In today's business world, many leaders are searching for the 'magic formula' for effective leadership. But what if this formula is no longer relevant for the current generation of employees?

From Boomers to Zoomers: Leadership and teamwork in a multi-generational workplace

To get straight to the point, I'll reveal the current state of affairs regarding teams and their leaders: leading as an art and leading according to a new paradigm of power.

I’ve been a fan of Jaap Boonstra for quite some time. He is a professor of Organizational Dynamics at ESADE Business School in Barcelona and a professor of Change Management at Rotterdam School of Management, Erasmus University. He writes extensively about the role of the consultant, and his insights can also be easily translated to the role of today’s leader. Paraphrasing his ideas, we can distinguish between leadership as a skill, an ability, or an art.

And leadership as art is what it’s all about today:

• Change and organization are rooted in multiple realities:
• All team members are involved in an interaction process where new realities are created.
• Seeking new opportunities is an ongoing process of balancing stability and change.
• It’s a continuous process of professional improvisation, meaning-making, and adjustment.
• Change is a collaborative approach where everyone contributes as an expert.

As you can see, as a leader today, you are someone who positively disrupts the status quo by constantly breaking the norms of the workplace and introducing new standards to shape a generational mix.

This also involves a different perspective on power. Julie Diamond, author of Power: A User’s Guide, describes power as a dynamic network of ranks serving a business objective.

And why should we talk about power?

The youngest generations: What drives them?

Millennials don’t just want to wait their turn. If I were NRC columnist Japke-d. Bouma, I’d say that today’s workplace resembles an episode of ‘The Voice’. Everyone wants to be seen and heard. And if that doesn’t happen? They don’t hesitate to seek appreciation elsewhere. GenZ takes it a step further; they’re not afraid to turn their backs on the status quo or even ghost their leaders. One thing is clear: the new generations have a short fuse when it comes to waiting for change to be implemented by older generations. They want change now, and they want it immediately.

Millennials and especially GenZ enter the job market with fresh energy and a fundamentally different perspective on work compared to previous generations. While it might sometimes seem like Digital Natives are here just to shake you up with their avocado toast, frappuccinos, and ‘I-want-a-promotion-now’ mentality, that’s not their main goal. They crave purpose, appreciation, and the assurance that their voices are heard. They are often critical of traditional hierarchies and are more focused on meritocracy, meaning they want their efforts and talents to be recognized, regardless of their age or position.

Some critics claim that they have a sense of ‘entitlement,’ referring to them as GenE, Generation Entitlement. However, this can also be viewed as a desire to be treated equally and to have opportunities based on skills and merits rather than seniority. They want to be taken at face value.

It’s no longer about the ladder they want to climb, but the impact they want to make.

And that represents a significant shift, from power per se to creating meaningful impact.

"Every CEO, every business leader, should be required to speak with someone from Generation Z on a weekly basis, purely for learning and inspiration."
René Boender, co-author of 'GenZ – Verlangen naar Verandering'

Musical metaphors & organizational models? Really?

Yes, really.

Imagine this: a hundred years ago, the classical music world was also shaken up. Just as leaders today might panic when an assertive intern says that the company strategy 'doesn’t really make sense.'

Composer Arnold Schönberg—think of him as the Millennial of the music world back then—decided that all musical notes on the scale deserved equal opportunity to be heard, a sort of 'The Voice' moment avant la lettre, if you will. Every note was given an equal chance to be in the spotlight, providing him with a broader palette of sounds. This was truly revolutionary! And necessary. The music world had seen how clinging to old structures could lead to stagnation. Contemporary leaders can learn from this: it's time to rethink established organizational structures.

The challenge of information: Thinking you know everything!

In the past, information was power. But now, with the internet and all, it's like trying to hold water with a sieve. Everyone has access to knowledge. Our very own Ben Tiggelaar challenges us to lead without always having all the answers. So leaders, stop pretending to be Wikipedia.

In an era of information overload, it’s crucial for you as a leader to acknowledge that you don’t have all the answers. What you do have is access to a team full of unique perspectives and insights. GenZ has access to unlimited sources of knowledge, making them well-informed and often having strong opinions on a wide range of topics.

It’s no longer about mastering information or managing existing structures but about shaping new team dynamics. In a constantly changing world, you as a leader must find new ways to collaborate with your team. Fantastic new products and strategies? You create them together by sharing your power.

Let's draw a parallel with the world of music. Historically, the composer dictated in detail what and how musicians should play. However, after World War II, a trend towards 'open or mobile forms' emerged in the music world. Composers like Simeon Ten Holt, known for his groundbreaking hit ‘Canto Ostinato’, broke traditional boundaries by granting musicians more freedom. A performance of Canto Ostinato straddles the line between improvised and notated music. Musicians have influence over the performance of the piece: the number of performers is not fixed, articulation and dynamics are left to the performers, and they decide which sections to play or how to handle repetitions. The score became more of a guideline than a strict prescription. The result? An immersive experience for both the leader and the team members. Sorry, composer and performers.

And then you might ask yourself: if I share my power and delegate responsibilities to team members, am I still a leader?

You are the leader! Or composer 🙂

Absolutely! Just like Ten Holt, you are the one who sets the boundaries within which creativity and ownership can flourish. You establish the rules of the game while also providing space for your team to determine how they operate within those rules.

Moreover, the above implies responsibility. If you give your team members space, you should also expect them to take responsibility for achieving results and be accountable for their actions.

But again, you retain your role of leader because you are the one who sets the rules. You are the modern composer, the Ten Holt within your organization.

Creative abrasion, creative learning, and creative combining

Linda Hill, professor at Harvard Business School, calls this 'collective genius.' New products, services, and strategies are developed together with your team and even external stakeholders. It's literally about sharing your power and delegating responsibility to others. This way, you make your company future-proof. Moreover, not everyone depends on you for everything. What a relief!

In such an interactive process, you’re not looking for the best idea. The real art lies in blending elements from various ideas to create the optimal solution or the ideal product.

To make this possible, you ensure a psychologically safe environment where people feel free to propose ideas and a company culture where ambition, collaboration, and learning from each other are prioritized. You also make the conditions for decision-making and choice-making explicitly visible.

Need a little help? The power of systems thinking and systemic tools: this is how Boonstra comes to life.

Okay, imagine you're not sure how to handle your new, young team. Because yes, those words from Jaap Boonstra and Linda Hill sound great, but how do you do it? How do you become a social architect? Or a Ten Holt?

Help is available. Think in terms of systems.

Yes, I know, it sounds like something you'd install on your computer, but it's about your people. Your people are smart and creative: yes, even that one colleague who has never experienced a world without the internet, smartphones, or social media up close.

Leverage that intelligence and creativity. Involve everyone in decision-making. Ask for input. Don't be afraid of new ideas. And don't be afraid to share your power. Sharing decision-making authority isn't a binary choice between micromanagement and chaos; there are other options in between. And if you're really stuck, consider seeking help outside your team. Maybe someone like me?

A picture is worth a thousand words. Take a look at the photo below, where you can see me in the role of a leader, working with a team.

And now what? Have you ever thought of yourself as the ultimate team composer?

Yes, I'm keeping it musical, and yes, that's leadership in 2023!

For you as a modern leader, collaboration is the new normal. You shape a team dynamic where team members do not constantly rely on you for everything, while you maintain your positional power.

Whether you're a CEO or the leader of a small team, today you are primarily a social architect.

Leadership as purely positional power will no longer help us with today's complex challenges. And as behavioral scientist Ben Tiggelaar notes, the era of the all-knowing leader is over. In these stressful times, the best solutions are developed collaboratively.

By enhancing your team's capabilities, you become a creator. As a social architect, you disrupt existing patterns by initiating entirely new, quality conversations. Like a true creator, you shake up the current pieces, exploring them with your team and rearranging them into a new desired reality. In doing so, you develop new skills that enable you to establish a sustainable future vision together with your team and even external stakeholders. This approach not only transforms your leadership style but also promotes a more dynamic and responsive organizational culture, geared towards continuous improvement and innovation.

It's no longer about being the loudest in the meeting. It's about listening. And not just to the person in the most expensive suit. It's about valuing everyone, from the intern to the senior executive.

The start of a new leadership adventure 

Leadership isn't about the size of your parking spot or how many business cards you can hand out. In this rapidly changing world, effective leadership requires flexibility, strategic empathy, and a constant willingness to learn and adapt. Leadership is not simply about holding your position, but rather about creating future-proof dynamics with and within your team.

True leaders create an environment where every team member feels valued and can contribute to the collective business goal.

If you're struggling with this new approach to leadership, don't hesitate to seek guidance. It's not about having all the answers, but about asking the right questions and training the right muscles.

In the words of Peter Drucker: 'The best way to predict the future is to create it.' Let's work together to build a form of leadership that meets the expectations and needs of the new generation.

The path forward: From insight to action

What does all of this mean for you in practice?

1. Focus on relationships, in service of a goal. It might be true that GenZ lacks people skills: if they want something from you, they don't ask; they just walk away. But you do have people skills. As a leader, you are the maestro of human contact. You know that setting up a 'show' like in the photos is essential to keep everyone on board and moving. Consider it your role to organize a performance where all generations meet on stage. And who knows, they might even tackle a few high-flying projects together.

2. Stop calling them 'the youth.' They are adults, with loans and mortgages to consider.

3. Stop complaining about their desire for 'meaningful work.' Maybe having a meaningful job is actually a good idea?

4. So, to all modern leadership gurus, trendsetters, and forward-thinkers: let's give those dusty management books a good shake. The era of buzzwords and empty phrases is over. It's time to roll up our sleeves, turn the ship around, and dive into the future with a fresh, down-to-earth perspective. Because let's face it, if you don't roll up your sleeves, who will? You are the leader! Dare to challenge conventions and create a work environment where even the most critical millennial says, 'This is where it's happening!' and a Gen Z-er puts down the smartphone and asks, 'What should I do to get that promotion?' Now, we are talking 😉

This is how you compose your own Canto Ostinato, the leadership hit Generation Mix!

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Sonsoles Alonso, Team Fixer

Composition8 | Master Your Leadership, Compose Better Teams

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