Diverse teams don’t need more control; they need leaders willing to adapt, listen, and connect.
A Holiday Table, Two Daughters, and a Leadership Wake-Up Call
Over the holidays, we had both of our daughters home at the same time, 21 and 23 years old. If you’ve experienced that, you know it’s equal parts chaos, laughter, and unexpectedly deep conversations.
Our oldest, Teagan, graduated from the University of Arizona last May, and is now living and working in Aix-en-Provence, France, in a postgraduate role with an American university. Listening to her talk about navigating work across cultures, expectations, and communication styles was fascinating.
She described meetings that felt slower but more thoughtful, decisions shaped by context and conversation, a much more direct way of receiving feedback and direction, and a very different relationship with time and urgency than what we often see in U.S. workplaces.
Meanwhile, my younger daughter shared her own experiences — different generational expectations, different norms, different ways of showing up at work.
As a mom, I loved the connection.
As a leadership practitioner, I had a realization: It’s not just generations we’re leading — it’s worldviews.
2026 Is Calling Leaders to Lead Differently
As we step into 2026, one thing is clear: The “everyone works like me” approach to leadership is officially outdated.
Today’s leaders are navigating:
- Multiple generations on one team
- Employees spread across cities, states, and countries
- Cultural norms that shape communication, decision-making, and pace
- Different definitions of success, feedback, and recognition
The leaders who thrive won’t be the ones who demand sameness, but rather, they’ll be the ones who design for difference.
Let’s talk about how. How to Lead Multi-Generational, Dispersed Teams More Boldly
- Meet Them Where They Are
Different people process information differently, and geography only amplifies that. Some team members think best out loud on video. Others prefer chat, async messages, or written follow-ups.
Bold leadership move for 2026:
Stop defaulting to one communication style. Use a mix — video, chat, written summaries — so everyone has a way in.
Ask yourself: Who might this format unintentionally exclude?
- Ask Before Assuming
Age does not equal preference. Culture does not equal capability. One of the biggest traps leaders fall into is assuming what someone wants based on generation or location.
Instead, ask:
- “How do you like to receive feedback?”
- “What helps you feel recognized?”
- “What’s the best way for us to collaborate?”
Curiosity beats stereotypes every time.
- Create Shared Purpose
When teams are dispersed, the “what” of the work can feel transactional. Purpose is what connects people across distance and difference.
Bold leadership move for 2026:
Anchor conversations in why the work matters, not just deadlines, tasks, and metrics.
When people understand how their work contributes to something bigger, alignment follows.
- Leverage Differences, Don’t Flatten Them
One of the most powerful leadership shifts is moving from “fitting in” to learning from each other. Pair seasoned professionals with newer employees. Encourage knowledge-sharing in both directions. Experience brings perspective. Fresh eyes bring innovation. When leaders value both, teams become stronger, not fragmented.
- Make Space for Every Voice
In hybrid and multi-generational teams, louder voices often dominate, unintentionally.
Bold leadership move for 2026:
Design meetings for equity.
- Use round robins.
- Invite written input ahead of time.
- Ask quieter team members to share last.
Inclusion doesn’t happen by accident. It happens by design.
Leading Boldly Into 2026
Sitting at the table with my daughters reminded me of something important:
Different doesn’t mean difficult. Different means rich with possibility.
As leaders, 2026 is our opportunity to:
- Let go of rigid “right ways.”
- Lead with curiosity instead of control.
- Build connections across generations, cultures, and continents.
The future of leadership isn’t about managing difference, it’s about embracing it.
Your Leadership Challenge
As you move into 2026, ask yourself:
- Where might I need to adapt my leadership style?
- Who on my team experiences work differently than I do?
- How can I design connection instead of assuming it?
Lead boldly. Lead intentionally. Lead differently.
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