by Katharina Lange Published 17 April 2025 in Brain Circuits • 4 min read
a. The 1960s, when baby boomers (those born between 1946 and 1964) reacted against everything their parents stood for in terms of cultural tastes, and social and political values.
b. After the end of World War 1, when advances in technology transformed the way people travelled and communicated, and boosted gender equality.
c. At no particular point in history – it has existed since the dawn of time.
Answer: (c). While the term “generation gap” was popularized in the 1960s, every generation throughout history has forged its own identity through distinctive expressions of culture, behaviors and attitudes.
a. Generation X (born between 1965 and 1980).
b. Millennials (born between 1981 and 1996).
c. Generation Z (born between 1997 and 2010).
Answer: (b). Millennials. Shaped by events including 9/11 and the 2008 global financial crisis, and growing global awareness of climate change, Millennials grew up with a heightened sense of insecurity, and their tastes reflect a desire for sustainability and health-conscious living.
a. People born around the latter part of the 19th and the early 20th century, whose first experience of mass visual entertainment was the silent movie era of 1894 to 1929.
b. The generation born between 1928 and 1945, and which was shaped by the experiences of the Great Depression and two world wars.
c. Digital natives, because they communicate through social media, rather than language.
Answer: (b). Those born between 1928 and 1945 and who, despite their strong work ethic and sense of self-sacrifice, are the revolutionaries who laid the foundation for the post-war world.
a. Millennials.
b. Generation Z.
c. Generation Alpha (born between 2010 and 2025).
Answer: (c). Generation Alpha. According to a Statista report, Millennials were the largest cohort in the US in 2023, with an estimated population of 72.7 million. Generation Z consisted of three million fewer people and Generation Alpha, which follows Gen Z, was expected to show a similar decrease.
a. Generation X.
b. Baby boomers.
c. Millennials.
Answer: (a). According to 2023 research, Generation X accounts for 55% of startup founders and owns 29% of US household wealth – despite representing only 19% of the population.
Communicate clearly what you can offer employees joining the company. Gravitating away from monetary incentives and reinforcing self-transcending values can help attract and retain Millennials and GenZers.
Role model a well-curated set of self-enhancing and self-transcending values (including social justice, equality, humility, temperance, and benevolence) with integrity.
The way the business purpose of the role of a younger team member relates to their individual purpose helps to increase accountability. This nurtures a sense of responsibility among the younger generation for the outcome of their actions.
Different generations struggle to work together because they lack a common language. When younger generations spend more time in direct contact with their employees, they are more likely to stay and grow with their current employer. Outcomes include lower attrition, increased efficiency, and more engagement.
Share a common vision and interpret this to set clear objectives, ensuring these are cascaded in terms of expectations for each team and team member.
Older generations can learn about flexibility, social conscience, and inclusion from their younger colleagues; boomers and GenXers can learn new tricks related to technology and a better work-life balance (as well as how to have more fun at work and to take more risks); while younger cohorts can learn about commitment and its importance for their careers.
By working together and understanding each other’s strengths and weaknesses, different generations can avoid the traps of intergenerational conflict and co-create a more harmonious and productive work environment for all.
From boomers to Gen Z, there is much to learn from each other
Bridging Generational Divides in Your Workplace
How To Bridge The Generation Gap At Work
Trust is like a dance. Learn the steps to be a better leader 
Affiliate Professor of Leadership
Katharina Lange is Affiliate Professor of Leadership at IMD. She specializes in self-leadership and cross-cultural team leadership in times of change. Before joining IMD, Katharina led the Office of Executive Development at Singapore Management University, where she directed Open Programs such as ALPINE (Asia Leaders Program in Infrastructure) and the J&J Hospital Management Program.
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