Bridging Generational Trust Gaps in Government

At #SHRM25 last week, I was asked this question from an attendee. "As a millennial in a leadership role, I'm struggling to be heard in a room full of older leaders while also trying to advocate for Gen Z employees. How can I assert my value, bridge generational gaps, and ensure my voice matters when I'm the youngest person at the table?" If you feel the same way, here are tips for you to consider. 💬 First, Acknowledge Your Unique Advantage Being the “in-between” generation is a strategic superpower. You understand the legacy of Boomers and Gen X while also speaking the language of Gen Z. Use that dual fluency to position yourself as the bridge, not the outlier. ✅ Tips to Own the Room & Bridge Generations 1. Start with Value, Not Age * You don’t need to prove your worth by age—prove it by insight. * Lead with data, solutions, or outcomes you’ve delivered. * Phrase your ideas in the language senior leaders respect: strategy, ROI, risk mitigation, long-term vision. * Try: “Here’s what I’m seeing in our younger talent that could future-proof our culture and reduce attrition.” 2. Use the “Translator” Mindset * Reframe Gen Z ideas in ways older execs value. * Instead of “They want more work-life balance,” say: “We’re seeing a shift in how this generation defines productivity—it’s more outcome-focused, which can actually increase engagement if we lean into flexibility.” 3. Ask, Don’t Just Tell * Invite curiosity by asking thoughtful questions. “How have you seen talent retention change over the last decade?” “What are your concerns about adapting to new expectations—and how can I help translate those into actionable changes?” * When people feel seen, they listen back. 4. Anchor in Business Impact * Connect generational insights to bottom-line outcomes. * Gen Z wants feedback? Link it to performance acceleration. * They crave purpose? Connect it to brand reputation and loyalty. * Use language that says, “I’m here to make all of us better.” 5. Embody Confidence Without Apology * Don't overexplain or minimize your ideas. You earned that seat. Take up space. * Drop qualifiers like “I may be wrong, but…” * Replace with “What I’ve noticed is…” or “Here’s a perspective we may be missing.” Your perspective is a strategic lens the room needs. 6. Build Quiet Influence Between Meetings * Some of your most powerful moments happen outside the boardroom. * Build 1:1 relationships with older leaders. Listen to their journey, ask for mentorship, and in return—share what you’re observing on the ground floor. * Influence grows exponentially when there’s trust behind closed doors. ✨ Final Thought: You're not just navigating a generational divide—you’re building the bridge between what was and what’s next. Own that role. You have exactly the perspective your team needs right now. To learn more, check out this workshop that addresses this important topic. https://lnkd.in/dJ-XVTK Emily Skoubo Dominique Blue

Leading a Multi-Generational Cybersecurity & IT Team, 25+ Year Perspective. Managing a cybersecurity and IT team with Boomers, Millennials, and Gen Z is like conducting a diverse orchestra. Each generation brings strengths—Boomers’ experience, Millennials’ innovation, Gen Z’s tech fluency—but blending them takes work. **Listen and Adapt** Understand what drives each person. Boomers value process; Gen Z craves flexibility. I’ve seen debates spark over documentation versus quick fixes. Listen to bridge gaps and build trust. Leverage Strengths Pair Boomers’ strategic insight with Gen Z’s knack for new threats. Mixed teams on projects like cloud security blend perspectives. Everyone’s a puzzle piece. Unify Communication Boomers prefer email; Gen Z loves Slack. Set clear norms and train on tools to avoid missteps. Clarity keeps projects on track. Encourage Learning Cyber threats evolve fast. Foster two-way mentorship—veterans share wisdom, younger folks teach tools. A Gen Z intern teaching container security can inspire everyone. Build Unity A shared mission—protecting the organization—bonds the team. Celebrate wins, like stopping a phishing attack, to foster connection. Final Note Embrace differences to create a resilient team. *What’s your trick for multi-generational teams? Share below please.

Leading with Connection: 3 Ways to Build Trust Faster Across Generations When someone is hurt at work, the way we communicate can either create clarity or cause more chaos. And guess what? Generational differences matter, which can be a game changer if you want to focus on your delivery, perception, and reception. Here are three ways to build trust faster across generational lines: 1️⃣ Meet people in their preferred mode. → Baby Boomers value phone calls with a follow-up. → Gen X wants direct, actionable next steps. → Millennials need collaboration, purpose, and options. → Gen Z looks for quick, visual, real-time responses. → Gen Alpha? They will be the ones asking why your PDF isn’t interactive. 2️⃣ Match the medium to the message. → In person = body language and presence. → Virtual = visuals and tone control. → Phone = vocalics and pace. 💡 Don’t treat all platforms the same. Optimize your approach! 3️⃣ Train for tone. → How you say it matters. → How you respond builds or erodes the communication exchange. → Consistency, empathy, and calm builds trust even when you don’t have all the answers. ✨ If you work in workers’ comp, this is your reminder that connection is a core strategy. ✨ Want a deeper dive with practical tips by generation and communication type? 📖 Check out my latest article: The Art of Connection in Workers’ Compensation: Generational Trust only on WorkersCompensation.com. 🔗 below in comments. #WorkersComp #GenerationalTrust #CommunicationStrategy #EmotionalIntelligence #Leadership #BrightDynamicEnergy #BehavioralScience