As I stepped onto the stage at the Bombardier Safety Standdown, I felt both excitement and responsibility. My panel, Generations in Conversation, explored how diverse perspectives can strengthen safety, culture and collaboration in business aviation.
With five generations currently active in the workforce, our diversity of experience has never been greater. However, this diversity also brings challenges, especially in communication, culture and expectations. I selected each panelist carefully, knowing their unique perspectives would spark an insightful and honest discussion. From emerging professionals to seasoned leaders, each shared lessons that left the audience inspired and reflective.
Understanding the Generations
We began our conversation by defining the five generations present in today’s workforce and asked the audience to identify their own. This exercise illustrated the complexity and opportunity of multigenerational teams.
Here are the five generations, each with defining traits that shape their perspectives:
- Traditionalists (Born 1925–1945): Known for loyalty, a strong work ethic and preference for face-to-face communication. They value structure and stability.
- Baby Boomers (Born 1946–1964): Optimistic, competitive and focused on achievement. They prioritize teamwork and often embrace a “workaholic” mentality.
- Generation X (Born 1965–1980): Independent and pragmatic. This generation values flexibility, autonomy and work-life balance.
- Millennials (Born 1981–2000): Tech-savvy, collaborative and purpose-driven. They seek regular feedback and value work-life integration.
- Generation Z (Born 2001–2020): Digital natives, highly adaptive and socially conscious. They prioritize diversity, inclusion and authenticity.
Drop the Labels
Brandon NeSmith, a Millennial pilot and flight instructor for Coca-Cola Consolidated, shared a powerful reminder: treat individuals as individuals. “Labeling people by generation can be unhelpful and sometimes derogatory,” he said. Brandon encouraged us to consider the unique origin stories that shape each person’s perspective.
Brandon also emphasized how showing appreciation bridges generational divides. “Recognizing the efforts of others isn’t just nice—it’s essential,” he explained. He described how taking time to assist maintenance crews and clean aircraft after flights created mutual respect. “It’s not just about getting the job done; it’s about recognizing the efforts of others.”
Leading with Transparency
Marty Grier, director of maintenance at The Home Depot, highlighted the importance of transparency when navigating team dynamics. He shared how differences in salary and benefits between new hires and tenured employees can create challenges. “Honest communication is the key,” he said.
A Boomer, Marty explained that involving teams in conversations about market realities builds trust. “When people feel included, they become part of the solution,” he shared.
The Power of Mentorship
Emma Rasmussen, a Gen Z graduate student at Embry-Riddle Aeronautical University, shared how mentorship transformed her journey. “Older mentors shared their passion for aviation and it changed my life,” she said. She encouraged younger professionals to ask questions and show humility, which builds respect and connection.
Emma’s story illustrates how mentorship benefits both mentors and mentees. Reverse mentorship, where knowledge flows in both directions, strengthens teams and fosters innovation.
Marty added that younger team members bring new energy and skills. “But mentorship isn’t a one-way flow of information,” he explained. “It’s a two-way street; everyone has something to offer.”
Balancing Technology and Fundamentals
Cullen Gahagan, a corporate pilot and director of operations, addressed the balance between technology and fundamentals. Younger pilots often excel with advanced avionics, while seasoned aviators bring unmatched hands-on skills. “The key is finding balance and learning from each other,” he explained.
A Gen Z, Cullen also shared how he helped a senior pilot adapt to new technology with patience and respect for their experience.
Marty added that in maintenance teams, younger technicians often excel at decoding technology, while older team members bring critical troubleshooting expertise. Collaboration enables teams to thrive by leveraging these strengths.
Key Takeaways for Flight Departments
Our discussion provided actionable strategies for fostering collaboration:
- Show appreciation: Recognize contributions across all levels of your team to build trust and belonging.
- Communicate transparently: Share the “why” behind decisions to prevent misunderstandings and align team members.
- Encourage mentorship: Create formal and informal opportunities for mentorship, including reverse mentorship, where everyone learns.
- Balance skills and technology: Train for both fundamental skills and advanced systems to leverage the strengths of all generations.
- Prioritize safety culture: Foster open communication and encourage teams to share concerns and ask for help.
The Importance of Communication and Curiosity
Having five generations in the workforce undoubtedly adds complexity, but it also brings unparalleled depth and skill to the table.
By approaching one another with curiosity, respect and a genuine willingness to learn, we can transform differences into strengths. Collaboration becomes the key to elevating safety, culture and innovation in aviation.
Tim Wade’s presentation reminded us of a critical truth: 60% of aviation accidents involve communication issues. This underscores the need for respectful, high-quality communication to ensure safety in our industry. Effective communication builds trust, prevents incidents and enhances team performance.
As we continue to navigate a multigenerational workforce, let’s remember the wisdom of Coach Ted Lasso: “Be curious, not judgmental.” Through curiosity and meaningful conversations, we have the power to shape the future of aviation—one step at a time.