Are You a Perennial? Why Mindset Matters More Than Age

In a world that loves to sort people by generation — Boomer, Millennial, Gen Z — we’re often asked to define ourselves by the year we were born. But what if there’s a more powerful, more accurate way to describe how we move through the world?

Enter the Perennial.

A Perennial is not defined by age, but by mindset. They’re not bound to a particular generation, trend, or era — they’re characterized by curiosity, adaptability, and a genuine connection to people across all walks of life.

This idea was first popularized by Gina Pell, who described Perennials as "ever-blooming, relevant people of all ages who know what’s happening in the world, stay curious, mentor others, and have friends of all ages."

In many ways, being a Perennial is about staying engaged — not because you’re trying to stay “young,” but because you value growth. You’re open to change. You seek common ground. You bring together the best of the past and the innovation of the present.

Being a Perennial means:

• You’re comfortable in rooms full of people older or younger than you.

• You care more about mindset than birth year.

• You resist labels and stay open to ideas, tools, and cultures beyond your immediate experience.

• You see yourself as always growing — not finished, but unfolding.

These are the kinds of people who thrive in today’s fast-changing world — especially in the workplace. They’re the team members who translate across generations, build bridges, and help companies navigate change without losing their soul.

So, are you one?

Here’s a visual checklist of 10 signs you may be a Perennial:

If you see yourself in this list — or you know someone who embodies this mindset — you’re not alone. And more importantly, you’re exactly what the future of work needs.

Want to know what your generational mindset is? Take the Generational Mindset Quiz!

Welcome to the GenShift Podcast

I’m thrilled to introduce you to something I’ve been dreaming about for a long time—the GenShift Podcast.

For years, I’ve spoken with leaders and teams all over the world about generational differences. What I’ve found is this: when we don’t understand each other across generations, we often slip into frustration, stereotypes, or disconnection. But when we do understand each other? That’s when collaboration, empathy, and innovation really take off.

That’s the heart of GenShift.

Each episode brings together real voices from different generations—from Traditionalists to Gen Z, and even the emerging Gen Alpha. We’ll talk about:

• What shaped each generation’s worldview

• How those values show up at work and in relationships

• The challenges and stereotypes we face

• And how we can build stronger bridges across our differences

You’ll hear honest conversations, personal stories, and insights that can help all of us navigate life, work, and leadership in more intentional ways.

Whether you’re leading a team, starting out in your career, or simply curious about how generations shape our world, I think you’ll find something here for you.

I can’t wait to share these conversations with you.

Which Generational Mindset Do You Lead With? Take the Quiz

What’s Your Generational Mindset?
Why the Way You Think Might Matter More Than When You Were Born

When we talk about generations at work, we often focus on age: who's older, who's younger, and how that gap affects communication and culture. But the real story goes deeper.

Your generational mindset—the attitudes, expectations, and assumptions you bring to the table—shapes how you lead, collaborate, and connect with others. And it doesn't always align with the year you were born.

A Millennial might approach leadership like a Traditionalist. A Gen Z employee might think more like a pragmatic Gen X. These mindset mismatches can lead to confusion—or unlock new possibilities—depending on how aware we are of them.

That’s why I created the Generational Mindset Quiz. It’s designed to help you identify the way you think, not just the generation you’re part of.

This short quiz offers insight into:

• How you prefer to work and make decisions

• What you value in leadership and collaboration

• Where your mindset aligns—or clashes—with others on your team

Whether you’re a manager, a team member, or someone navigating generational complexity in your workplace, understanding your mindset can make your interactions more thoughtful, respectful, and effective.

Want to take the quiz?
Just enter your email at the link below to get access to the quiz. It’s a quick, thoughtful tool you can use on your own—or with your team—to explore how you think and lead across generations.

Ready to find out your generational mindset? [Click here to take the quiz.]

The Case for Generational Awareness Training in the Workplace

Why Generational Tension Deserves More Attention

We’re working across more generations than ever before. And while this age diversity brings a range of perspectives, it also brings friction. Miscommunication, differing expectations, and value clashes can quietly derail teamwork.

In fact, 67% of companies report conflict between different age groups on their teams (Matsh.co). Another survey from SHRM found that 76% of employers experience generational conflict in their organizations. These tensions aren’t rare—they’re the norm.

But despite how common this is, most workplaces don’t offer structured support. Teams are expected to “figure it out,” leading to avoidable stress, resentment, and inefficiency.

The Cost of Ignoring It

When generational differences go unaddressed, it shows up in subtle but costly ways:

• Communication breakdowns

• Poor collaboration

• Lower retention and morale

• Reduced productivity

These dynamics are especially harmful in hybrid and remote settings, where tone and clarity matter more than ever.

A study published by Harvard Business Review found that companies investing in generational awareness training see a 12% increase in employee engagement and a 10% boost in productivity.

And it’s not just about older vs. younger workers. In inclusive workplaces that intentionally support age-diverse collaboration, 87% of employees say they feel productive, compared to only 58% in less inclusive environments.

Why Generational Training Works

Generational awareness training isn’t about stereotyping. It’s about building shared understanding around:

• Communication preferences (e.g., face-to-face vs. digital)

• Feedback expectations

• Approaches to leadership and learning

• Attitudes toward work, purpose, and flexibility

With the right training, teams learn how to bridge gaps, recognize strengths, and shift from conflict to collaboration.

A Practical Way Forward

That’s the goal behind GenShift: From Tension to Teamwork—my eLearning course designed to help organizations build generational fluency. It’s built for leaders, HR professionals, and teams who want real tools—not just theory.

Because generational intelligence isn’t just a nice-to-have—it’s a leadership skill for the future of work.

Want to explore how generational training could support your team? Visit the GenShift course page or reach out to start the conversation.

Gen Z at Work: Navigating the New Workforce Landscape

By 2030, Gen Z is expected to account for 30% of the global workforce (CAKE.com™)—a dramatic demographic shift that’s already reshaping workplace expectations and culture.

1. Purpose, Meaning & Values Matter

• Purpose-driven work ranks highly: 86% of Gen Z employees say meaningful work is essential to their well‑being and job satisfaction (Deloitte, CAKE.com™).

• 44% have rejected jobs based on misalignment with personal ethics or company values (Deloitte).

2. Ambitious & Well‑Being Focused

• Even early in their careers, 70% of Gen Z grads expect to be promoted within 18 months, and 74% would leave a job over low salary (CAKE.com™).

• 60% of Gen Z expect managers to care about their well‑being, and 92% of recent grads want open mental health conversations at work (CAKE.com™).

• Just 51% rate their mental health as good or excellent, and 40% report high stress levels (Deloitte).

3. Learning, Growth & AI Adaptability

• Around 65% describe themselves as eager to learn, and majorities endorse on‑the‑job learning over traditional higher education (CAKE.com™).

• According to Deloitte’s 2024–25 surveys:

• 74% of Gen Z and 77% of millennials anticipate GenAI affecting how they work within a year (Deloitte).

• Despite willingness, just 14% of Gen Zs (and 21% of millennials) have received formal AI training (The Australian).

4. Flexibility & Hybrid Norms

• Deloitte reports show Gen Z places flexibility and work/life balance above climbing the corporate ladder: just 6% list leadership roles as their primary career goal, while learning and balance rank much higher (Deloitte).

• Gen Z led the return to offices in 2025, logging an average of 3.1 in-office days/week, compared to ~2.6 days for older groups. Still, partial mandates felt most effective—balancing collaboration with flexibility (Financial Times).

5. Career Fluidity & Entrepreneurship

• Nearly 31% of Gen Z plan to switch employers in the next two years—more than Millennial counterparts (17%) (staffinghub.com).

• In India, 26% of Gen Z are already juggling work alongside studies, embracing multi-track careers (The Times of India).

• Many reject traditional paths: facing student debt (~$23K average), rising AI displacement fears and college costs, Gen Z is gravitating toward hands-on careers and entrepreneurship(Business Insider).
  
  

Insights for Employers

Gen Z Expectation

What It Means for Organizations

Purpose & Values

Articulate clear mission and ethical alignment. Emphasize ESG and social impact.

Well-being & Support

Offer mental health resources, flexible scheduling, and inclusive leadership.

Learning Culture

Provide rapid promotion paths, mentorship, AI/skilling opportunities.

Tech & Innovation

Equip teams with AI tools and training. Promote soft skills like empathy, ideation.

Hybrid Flexibility

Design thoughtful in-office systems—cohort days, collaboration hubs, autonomy.

Looking Ahead

Gen Z isn’t just entering the workforce—they’re steering it. Their values, adaptability to AI, and expectations for meaningful, flexible work are redefining corporate norms. Organizations that adapt now will attract and retain the most innovative talent.

When Five Generations Share a Table: Turning Tension into Teamwork

What happens when a Traditionalist trailblazer, a Boomer pioneer, a Gen X strategist, a Millennial innovator, and a Gen Z disruptor walk into a boardroom?

You get a powerhouse of perspectives—if you know how to harness them.

In today’s multigenerational workplace, collaboration has never had more potential—or more pitfalls. With five distinct generations working side by side, the opportunities for innovation, creativity, and wisdom-sharing are vast. And yet, generational differences too often lead to disconnection instead of dynamic collaboration.

At KJ Consulting, we believe the key to unlocking this potential lies in Generational Intelligence—the ability to understand, appreciate, and lead across generational lines.

Let’s take a closer look at what each generation brings to the table—and what questions we should be asking to better support and leverage their contributions.

Traditionalists (born 1928–1945):

The trailblazers of discipline and stability
Traditionalists built the foundation of the modern workplace, shaped by global crises and guided by values of loyalty, respect, and long-term commitment.
Are we still drawing from their long-view thinking and ethical grounding—or are we sidelining their wisdom in today’s fast-paced world?

Baby Boomers (born 1946–1964):

The pioneers of progress and transformation
Boomers led social movements, broke professional barriers, and redefined leadership across industries.
Are we tapping into their deep networks and institutional knowledge—or are they feeling replaced in a culture obsessed with speed and innovation?

Generation X (born 1965–1980):

The bridge-builders of independence and adaptability
Often called the “middle child” of the workplace, Gen X has quietly kept organizations running through disruption and change.
But are we overlooking their potential to connect and translate between older and younger colleagues—and undervaluing their steady, strategic insight?

Millennials (born 1981–1996):

The innovators of purpose-driven work
Millennials have championed authenticity, social responsibility, and meaningful impact in the workplace. Now stepping into leadership, they face a new set of expectations.
Are they equipped—and supported—to lead with both vision and resilience in increasingly complex environments?

Generation Z (born 1997–2012):

The disruptors of digital culture and authenticity
Gen Z is challenging traditional norms with a bold demand for transparency, diversity, and inclusion.
But are their fresh ideas being met with curiosity—or resistance—from established systems and leaders?

From Conflict to Collaboration

When organizations resist generational differences, they create disconnection. When they lean in with curiosity and respect, they unleash innovation and resilience.

At KJ Consulting, we help leaders and teams develop Generational Intelligence™—not just to understand each other better, but to work better together.

Want to build a multigenerational culture that thrives?
Explore our keynotes, workshops, and consulting.

#GenShift #GenerationalIntelligence #MultigenerationalWorkplace #InclusiveLeadership #FutureOfWork #DrKatherineJeffery #KJConsulting

The Generational Cheat Sheet: Your Free Guide to Understanding Today’s Multigenerational Workplace

In today’s workforce, we’re witnessing something unprecedented: five generations working side by side.

From Traditionalists who built the foundation of the modern workplace, to Gen Z professionals redefining communication, expectations, and culture—every generation brings unique strengths, values, and perspectives. But without the right tools and understanding, those differences can just as easily create tension as they can unlock innovation.

That’s why we created the Generational Cheat Sheet—a free, downloadable guide to help leaders, managers, and teams build Generational Intelligence and improve collaboration across age lines.

Why Generational Intelligence Matters

At KJ Consulting, we define Generational Intelligence as the ability to understand, appreciate, and lead across generational identities. It’s more than just knowing someone’s birth year—it’s about recognizing how historical events, shared experiences, and cultural shifts have shaped the way people show up at work.

With five generations in the workplace—Traditionalists, Baby Boomers, Generation X, Millennials, and Gen Z—the opportunities for collaboration are endless, but so are the risks of misunderstanding. Leaders who build generational fluency can foster more inclusive, productive, and connected teams.

What’s Inside the Generational Cheat Sheet?

This one-page reference guide distills the key characteristics of each generation, including:

• Defining events that shaped their worldview

• Shared values and motivators

• Communication styles and preferences

• Leadership approaches

• Learning and feedback styles

• Attitudes toward change and conflict

You’ll find clear, side-by-side comparisons that help you quickly understand how different generations operate—and how you can engage with each more effectively.

Who Is This Resource For?

This guide is ideal for:

• Team leaders navigating generational communication gaps

• HR professionals designing inclusive training and onboarding

• DEI consultants building cross-generational understanding

• Educators and facilitators seeking conversation starters and training tools

• Anyone leading or working on a multigenerational team

How to Get It

The Generational Cheat Sheet is available for free when you subscribe to our newsletter.

You'll gain instant access to the download and receive occasional insights on how to build stronger, more inclusive workplaces through generational strategy.

👉 Subscribe and download the cheat sheet

Final Thought

If we want to lead well today, we must understand the people sitting around the table with us.

The Generational Cheat Sheet is your first step toward becoming a more insightful, inclusive, and effective leader—across all generations.

Climbing the Ladder: Generational Approaches to Career Success

Career success doesn’t follow a single blueprint—and it never has. Each generation in the workforce has navigated its own unique path, influenced by the economic conditions, cultural values, and technological shifts of its time.

Understanding how Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z approach career growth can offer powerful insights for today’s leaders. It’s not just about appreciating history—it’s about fostering work environments that are inclusive, adaptive, and equipped for multigenerational success.

Traditionalists (1928–1945): Discipline and Hierarchy

Shaped by the Great Depression and World War II, Traditionalists valued hard work, loyalty, and clearly defined structures. Career success meant staying with one employer for decades, rising steadily through the ranks by proving dedication and following the rules.

• Key Strategies: Long-term loyalty, respect for authority, formal training through military or vocational education.

• Impact: Traditionalists built the foundation of modern corporate culture—favoring stability, seniority, and structured progression.

Baby Boomers (1946–1964): Stability and Loyalty

Boomers entered a booming economy where the American Dream felt attainable. They brought a strong work ethic, a commitment to tenure, and a belief in climbing the traditional corporate ladder.

• Key Strategies: Job security, seniority-based promotions, formal education as a stepping stone to advancement.

• Impact: Their influence solidified the “career ladder” model and benefits like pensions and long-term employment packages.

Generation X (1965–1980): Balance and Pragmatism

Gen X watched their parents face layoffs and economic uncertainty. As a result, they approached work more independently—valuing flexibility, transferable skills, and a healthy work-life balance.

• Key Strategies: Diversified skill sets, career mobility, prioritization of personal fulfillment alongside professional goals.

• Impact: Gen X catalyzed the rise of remote work, professional development programs, and a shift toward employee autonomy.

Millennials (1981–1996): Purpose-Driven and Adaptive

Millennials entered the workforce during recession and rapid tech disruption. They sought more than a paycheck—they wanted meaning, purpose, and flexibility.

• Key Strategies: Job hopping for growth, alignment with personal values, tech-savvy networking and continuous learning.

• Impact: Millennials transformed workplace culture—demanding transparency, social impact, and flexible, people-centered policies.

Generation Z (1997–2012): Digital-First and Entrepreneurial

Gen Z is the first true digital-native generation. They’re bold, entrepreneurial, and driven by fast feedback and continuous innovation.

• Key Strategies: Self-employment, side hustles, rapid upskilling, and a drive for immediate impact.

• Impact: Gen Z is reshaping the modern workforce—blurring the lines between employee and entrepreneur, digital and physical, local and global.

What Does This Mean for Today’s Workplace?

Understanding these generational approaches to career success isn’t just interesting—it’s essential. Leaders who honor the diverse values, experiences, and aspirations of each generation are better equipped to create environments where everyone can thrive.

From stability to adaptability, from loyalty to innovation—each generation offers something valuable. The future of work depends on our ability to integrate those strengths.

Want to explore more about generational dynamics at work? Connect with us at Katherine Jeffery Consulting to learn how we help organizations lead across generations.

#GenerationalLeadership #CareerDevelopment #MultigenerationalWorkplace #FutureOfWork