Leading Beyond Labels: Building Teams Where Every Generation Thrives

If there’s one thing the last two decades in sales and leadership have taught me, it’s that real success isn’t found in spreadsheets or sales targets, it’s found in people. Every day, I’m reminded that no two journeys are the same, and that’s exactly where the magic lies. Whether I’m rallying a seasoned team or welcoming a fresh face just starting out, my purpose is simple: create an environment where people don’t just show up, but truly thrive.

Along this journey, I’ve been fortunate to learn from some truly great leaders, and a few old-school managers. Both have shaped my perspective in meaningful ways. One glaring takeaway? I perform infinitely better under a leader than a manager. There’s a difference, and it’s not subtle. Leadership, for me, is about rolling up your sleeves, listening first, and empowering those around you to play to their strengths.

Drawing on these lessons, my leadership philosophy has evolved into a people-first approach, one that embraces the unique strengths, ambitions, and perspectives each team member brings to the table. I’ve built my career on relentless energy, a passion for collaboration, and an unwavering commitment to seeing others succeed. Now, as I look at the workforce in all its generational and cultural diversity, I’m more convinced than ever that great teams are built when we invest in each other

In today’s workforce, we’re managing multiple generations under one roof. Gen X, Millennials, Gen Z, and even early Gen Alpha are clocking in, and they all bring different motivations and expectations. Some are chasing purpose, others are chasing pay. Some need flexibility and freedom, others want clarity and structure.

And here’s where I believe many organisations get stuck

It’s tempting, especially during times of uncertainty or rapid change, for organisations to fall back on familiar patterns. Traditional management, heavy focus on processes, or output-driven evaluations. While these methods may offer a sense of control, they seldom bring out the best in people or harness the full potential of a team.

So, how do we break that cycle and move forward? For me, it always comes back to recognising the human element at the core of leadership. When you trade rigidity for real connection and choose curiosity over control, you start to see what truly drives people. Every team member is on their own journey, sometimes thriving, sometimes stumbling, always evolving. My job as a leader is to meet them where they are, ask better questions, and get curious about what fuels their ambition or saps their energy.

This is where intentional leadership makes all the difference, taking the time to understand not just what someone does, but why they do it, and what’s happening in their world right now.

In my experience, this also means recognising when someone’s in a different “career phase.” I use the 3 Ps as a simple but powerful framework:

• Pay (Earning) – they’re focused on income. Maybe they’re saving, supporting a family, or aiming for a financial goal.
• Progression – they’re focused on development. They want to grow, get promoted, or gain new skills.
• Purpose – they want to feel their work matters. They need meaning and alignment with their values.

Helping people understand which “P” they’re in and aligning their role to it can unlock motivation you never knew was there. When someone hits all three? That’s career nirvana.

Parenting and Coaching: Leadership Training Ground

I’m proud to say that being a dad to four incredible humans, three sons and a daughter, has profoundly shaped the leader I am today. Each of them, in their own way, has taught me the importance of adapting, listening, and leading with empathy. Coaching junior basketball teams only sharpened those lessons. What inspires a six-year-old is worlds apart from what motivates a teenager, and that same flexibility applies to teams at work.

My kids have challenged me to swap control for trust, direction for guidance, and to celebrate growth every step of the way. Honestly, they’ve been my greatest teachers! The influence they’ve had on my leadership style is something I carry into every professional challenge I face.

Let’s also not forget EQ and CQ though…

Emotional intelligence (EQ) sits at the heart of authentic leadership. It equips you to spot burnout before it surfaces, deliver feedback in a way that empowers, and build real trust within your team. Just as vital, though—especially in Australia’s diverse landscape—is cultural intelligence (CQ).

Great leaders pay attention to how people from different backgrounds communicate, respond to hierarchy, take on feedback, and navigate conflict. It’s not about treating everyone the same, but about meeting each person where they are and giving them what they need to thrive.

If you’re leading in today’s sales world like I am, you know it’s no walk in the park. The stats speak for themselves: the average tenure for an Enterprise Account Executive is just 18 months, and the pressure to produce is relentless. In that climate, it’s tempting to slip into micromanagement and try to drive results through sheer force. But that short-term thinking is a one-way ticket to burnout and high turnover.

What do I believe is the real difference-maker? Inspirational leadership. Setting a clear vision, giving your team the freedom to own their results, pulling down the barriers that get in their way, and advocating for them every step of the journey. That’s how I believe you build high-performing teams, and that’s where the real rewards lie, for your people, the business, and yourself.