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How to tackle the painful multi-generational workforce struggles

What Can You Do Differently to Get The Support and Sponsorship You Need to Advance Your Career?

While meeting with one of our HR partners, she shared that managing the multi-generational workforce is one of her organization's most prominent pain points.  

From my experience, each generation faces its own challenges at work. Recognizing the value and perspective of everyone's viewpoints is important for maximizing collaboration and productivity in the office, where we need to move our products, services, and ideas forward to serve our clients, investors, and benefactors.

Integrating Different Generational Perspectives

It's so important for older generations to recognize the challenges of the younger generations as it relates to their priorities. For example:

Do you live to work, or do you work to live?

For many of us in the older segment of the work population, we grew up with a very strong work ethic.


We technically "live to work." I've learned the hard way from being in a physically and mentally challenging situation that when we don't incorporate self-care or nurture our well-being intentionally, we pay a high price.


Many of us know this firsthand or through close friends who have suffered strokes and other kinds of stress-related diseases that are real.

We know there is a drive or a push from the younger generations to live and enjoy their life more, have more flexibility, and partake in more of their life holistically--not only work. I witnessed that in my niece who is only 24 years old.

There is value to that perspective. At the end of the day, we are all contributing to or running a company that must be profitable and must deliver high-quality services and products to our customers or stakeholders.


How do we integrate these two worldviews?


In my opinion, there must be a way for the older generations to move a little bit closer to the middle and equally for the younger generations to gravitate toward the middle-- so that we are all rowing in the same direction around what are the overall goals and objectives.

We can adapt to each other's needs and perspectives while ensuring that we create the pipeline of talent that will lead our organizations into the future.


Looking at myself at 55 years old, I have a wealth of knowledge, information and insights to bring to my role. And simultaneously, younger generations on the rise now have fresh ideas, perspectives, and insights on how to grow the business, build better products, and improve quality,

The integration of these worlds and the appreciation for each other's unique value is what's going to help us collaborate and build the pipeline of talent that our organizations need to lead us into a brighter future.


How is this resonating for you?


I would love to bring you into this conversation.

Where do you fall in this spectrum of, "I work to live, or I live to work?"

Based on where you stand, how you lead and manage others will be very telling of your mindset.

If you notice that you have an “I live to work” mentality, how does that influence your leadership style?


If you have the “I work to live” mentality, how does that influence your work ethic, your leadership?

What is working, and what's not? If it's not working, let's tweak it.

What is your perspective about this conversation? Share where you fall in the spectrum.

If you want to connect with us and bring this type of training to your organization to help you bridge this gap of appreciation, you can always reach me at I would love to support you.

Live with purpose, live with joy!

Coach Ginny 💕

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DR. GINNY A. BARO, Ph.D., MBA, MS, CPC, CEO,, immigrated to the U.S. at age 14 with nothing more than a dream. Today, she is an award-winning international transformational speaker & leadership coach, career strategist, and #1 bestselling author of Healing Leadership and Fearless Women at Work. Named one of the Top 100 Global Thought Leaders, Dr. Baro has successfully delivered keynotes, leadership training, and coaching programs for organizations, ERGs, and Fortune 500 companies. She's been a Leadership Coach for the McKinsey & Company's Hispanic/Latino Executive Program since 2021. Leveraging over 20 years of corporate leadership experience, in 2020, Dr. Baro created the Fearless Leadership Mastermind™ to help high-potential female leaders advance and gain critical leadership skills to lead, engage, and influence their teams confidently and deliver business growth and personal well-being. She earned a Ph.D. in Information Systems, an MS in Computer Science, an MBA in Management, and a BA in Computer Science and Economics, and she is a Certified Professional Coach (CPC). To learn more, please visit

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