Our world is constantly evolving, and because of that, our experiences across generations are different. Because our experiences are different, our perspectives are different, and because our perspectives are different, our actions are also different. All of those experiences, perspectives, and actions impact our workplaces, which is why L&D needs to get to know our audiences.

In this episode, I've invited Kat Landa to talk to us about generational differences in the workplace.

Kat is the senior vice president of talent solutions at Dickerson Bakker and brings 22 years of nonprofit fundraising and marketing experience to her work.

▶️ Key Points:

04:11 Kat’s nonprofit career journey and focus on generational differences in the workplace

10:42 The generations currently in the workforce

12:33 Understanding the Traditionalist Generation in the workforce

17:05 Understanding baby boomers in the workforce

19:46 Understanding Gen X in the workforce

21:42 Understanding millennials in the workforce

24:02 Understanding Gen Z in the workforce

27:25 The impact of generational differences on Learning and Development

In the intro to Episode 131 of Learning for Good, I share a few memories: rushing back from a commercial break, renting movies from Blockbuster, and waiting days to develop photos from a disposable camera.

Those experiences shaped how many of us learned and interacted with the world. But they’re completely foreign to younger generations who grew up with streaming, smartphones, and instant everything.

Different experiences shape different perspectives.
Different perspectives lead to different behaviors.
And those behaviors show up at work.

In episode 131 of Learning for Good, I talk with Kat Landa, SVP of Talent Solutions at DickersonBakker. With over 20 years of nonprofit experience—from fundraising to recruiting to leadership development—Kat brings sharp insight into how generational shifts are impacting the workforce and what L&D professionals need to know to keep up.

Different Generations, Different Worldviews

From the Great Depression to 9/11 to the rise of AI, Kat points out that each generation has been shaped by different global events and cultural influences. This impacts how people show up at work, how they view authority, and what they value.

Kat shares that typically:

Traditionalists often prioritize loyalty and legacy.
Boomers are achievement-driven and value “paying your dues.”
Gen X wants independence and work-life balance.
Millennials look for purpose, flexibility, and transparency.
Gen Z values speed, customization, and mission clarity.

Adapting Our Communication for Different Generations

Kat shares that the days of blanket email announcements are over (and let’s be honest—probably never effective to begin with). Different generations prefer different communication tools and styles:

Boomers may appreciate in-person conversations or formal recognition.
Gen X leans toward efficient email and practical updates.
Millennials are all about Slack, instant messaging, and clarity.
Gen Z? If you’re not in their DMs or their group chat, you’re not in the loop.

While training isn’t communication, there are still things for L&D to learn here. If your learning strategy doesn’t adapt your message and your medium, it risks missing the mark entirely.

Tapping into Motivation for Different Generations

Understanding what drives each generation is essential to designing learning that sticks. For example:

Gen X might respond well to autonomy and mentorship.
Millennials seek growth opportunities and a sense of purpose.
Gen Z wants to feel included in decision-making and needs to see a clear path forward.

Kat recommends your training programs reflect this diversity—offering blended approaches, flexible learning paths, and clear alignment with what matters most to your audience.

Updating Training Programs to Appeal to Different Generations

While the performance problem and resulting learning objectives will have the most impact on the final decisions for your training program, we can also consider preferences like in-person training, gamification, coaching, and more.

Getting Started with Generational Differences in the Workplace

At the end of the day, understanding generational differences is really about understanding your audience - key to any learning solution.

You don’t need to become a generational expert. As Kat wisely shared, just start with one thing:

Learn what motivates your learners.
Ask for feedback from your learners and use it.

The goal is progress, not perfection.

Because when your learning strategy evolves, your people do too.

And that’s how we move missions forward.

To learn more about working across generational differences in the workplace, tune into episode 131 of the Learning for Good podcast.

Additional Resources Just for You

Other Helpful Podcast Episodes:

Subscribe to the Nonprofit L&D Insiders.

Join the Nonprofit L&D Collective.

Support the Learning for Good Podcast

We are a top 2.5% globally ranked podcast and on the list of top 100 nonprofit podcasts in 2025.

We are currently accepting sponsors. We’ll work together to create a sponsorship package that works for everyone.

Book a call to discuss your unique needs.

Ask a Question or Suggest a Topic

We love hearing from listeners!