It’s Not Disrespect - It’s a Different Generation

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Hey Spark Family,

Have you ever sent an email... and waited.
And waited.
And then started to spiral?

You’re not alone.
But here’s the truth: they probably are working. Just differently.

We're leading in a new era - where generational working styles are clashing in real time. One leader's “urgent” is another’s “I'll get to it Monday.” And what feels like disrespect to one generation might feel like healthy boundaries to another.

And that difference? It’s not personal. It’s cultural.

The Research Is Clear

• According to a 2025 LinkedIn Workforce study, 76% of Gen Z employees prioritize “mental health boundaries” over “real-time responsiveness.”
​➡ Translation: They're not ignoring you, they're protecting their energy.

• 70% of Millennials say they prefer asynchronous communication to avoid burnout and multitasking fatigue.​
​➡ Translation: Silence doesn’t mean checked out, it means focus mode.
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• Meanwhile, 82% of Gen X leaders say lack of immediate response makes it harder to build trust.
➡ Translation: They grew up on urgency, and they're scanning for commitment.

• 84% of Boomer leaders say delayed responses are a sign of disengagement.
➡ Translation: They’re reading tone and urgency where there might be none.

• McKinsey’s 2025 Leadership Trends show that teams with multi-generational EQ training outperform peers by 18% in collaboration and retention.​
➡ Translation: When we learn to decode each other’s norms, everyone wins.

When you zoom out, the message is clear:
We’re not just dealing with different ages - we’re navigating different norms.
And leadership today means bridging the gap between intention and interpretation.

What I'm Seeing In The Field

The leaders I coach aren’t struggling with talent - they’re struggling with expectations.

They’re navigating:

• The Gen Z employee who leaves their laptop at work (and doesn’t check email after 5pm)
• The Millennial manager who wants hybrid flexibility, but still expects team-wide availability
• The Boomer exec who was taught responsiveness = respect

None of this makes one approach “right” or “wrong.”
But if we don’t pause to understand, we’ll start taking everything personally - and miss the chance to build bridges.

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What We Teach Leaders Inside Spark Brilliance

Here’s how we help leaders lead across generations - with intention, not assumption:

Lead with curiosity​
Before assigning meaning, ask: “What’s your ideal way of working and communicating?” Expectations can’t be met if they’re not named.

Normalize clarity over assumptions​
Make workstyle preferences a part of onboarding, team charters, and performance convos. These aren’t just generational quirks, they’re communication defaults.

Model boundaries and responsiveness​
It’s not either/or. Show your team how to respect personal time while staying accountable to shared goals.

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🌟 Your Challenge This Week

Pay attention to your assumptions.

➡ Where are you assigning meaning (or frustration) to a communication style?
​➡ Where can you replace judgment with curiosity?
​➡ Where could a conversation replace a story you’re telling yourself?

We’re not just leading people anymore - we’re leading cultures.​
And the best leaders? They learn to translate.

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With gratitude,
​Jackie

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P.S. – Forward this to a leader or teammate who could use this reminder: Boundaries aren’t disrespect. They’re a different rhythm.
Let’s learn to lead across the noise, together. ✨

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