“The Youth of Today…”: Coaching Through Generational Change
I recently completed an International Coaching Federation (ICF) training focused on coaching across generations and aging in the workplace for the renewal of my Associate Certified Coach (ACC) certification.
The session was just 90 minutes long, but it left me with a few sticky reflections, especially a quote someone shared, often attributed to Socrates:
“The children now love luxury; they have bad manners, contempt for authority…”
Whether or not he actually said it, the sentiment is timeless. Every generation seems convinced the next one is missing something vital. And yet, we’re still working, building, and leading together.
In both my coaching practice and in the classroom (I teach at a small rural francophone university in northern Ontario, Canada), I’ve seen this play out firsthand. Clients and students alike name “generational tension” as a source of misunderstanding or friction. Sometimes it’s about communication styles, pace of change, or the meaning of “hard work.” But often, these so-called generational differences aren’t generational at all. They’re simply human.
Moving Past Labels
Too often, we fall into the trap of thinking that people can be sorted into neat categories: Millennials are this, Boomers are that. But coaching invites us to go deeper. It asks us to meet people where they are, in their careers, their studies, their lives, and to see beyond stereotypes.
Yes, someone earlier in their career may be fuelled by different motivators than someone nearing retirement. (And I love talking about motivators with clients!) But those differences don’t have to become obstacles. With curiosity, true open-hearted curiosity, they become opportunities.
Let’s stay curious.
Coaching With Generational Awareness
What does this actually look like in practice?
It means listening for life stage, not just age. A new parent in their 40s may relate more to a 28-year-old juggling personal and professional shifts than to a peer at the same chronological point.
It means recognizing that values evolve. Flexibility, purpose, and belonging often shift over time. Yes, they can mirror generational patterns, but they’re shaped more by experience than by birth year.
It also means creating space to talk about identity and legacy. While some people are defining who they want to be in their careers, others are reflecting on the impact they’ll leave behind. Coaching can hold both, and help create meaning in the process.
More Diversity, Not More Difficulty
When we talk about “bridging generational gaps,” we sometimes forget the real strength that multigenerational spaces offer. If coaching is about fostering clarity, alignment, and personal growth, then generational difference simply adds richness to the mix.
One of my biggest takeaways from the ICF training was the reminder that coaching challenges assumptions, including the ones we don’t even realise we’re making. Generational labels can be especially sticky, but they rarely capture the whole story. It’s far more powerful to listen deeply, ask meaningful questions, and honour the full context of each person’s lived experience.
Final Thought
The next time you hear someone say that “young people today” don’t understand, or that “older workers” are stuck in their ways, pause. Those comments often say more about the speaker than the group being labelled.
Coaching across generations isn’t about managing conflict. It’s about unlocking connections. And in a world where we’re often siloed by age, industry, or ideology, that kind of understanding is more valuable than ever.
