Learning to listen

by Dave Miller
Most of us have been there. Sitting across from a younger team member, nodding along, but quietly thinking: Why don't they just see it the way we do?

Risepoint, an architecture firm serving churches and Christian schools based in Chicagoland, was struggling with its interns a couple of years ago. This is a killer organization that does amazing work across the country to help churches remove the facility lids that limit growth.

Kim Guge of Risepointe was feeling frustrated working at an amazing place, yet struggling with its youngest team members. As someone navigating the realities of leading a multi-generational team, she found herself running into a wall. "We were struggling to understand this new generation of leaders," Kim shares. "Their view on work, responsibility, and the like was quite different." And like many experienced leaders who've built something from the ground up, she didn't hide what she felt: "I was feeling frustrated, and to be honest, a bit annoyed."

That honesty matters. Because it's real. And it's exactly where growth begins.

The Shift That Changes Everything

Kim's team went through the Leadership Pathway coaching experience designed to develop leaders at every level and bridge the gaps that slow organizations down. What happened next surprised even her.

Kim Guge of RisePointe

"A year later, I have a new perspective on the way this new set of team members views work, life, and everything else," Kim reflects. "In working with our group, allowing them time to communicate their perspectives, and listening to what others had to say, really opened up opportunities for improvement with overall company communication."

That's the thing about generational friction in the workplace. It rarely comes down to one side being wrong. It comes down to a lack of structured space to actually hear each other. When that space is created intentionally, with skilled facilitation and a clear process, the walls come down faster than most leaders expect.

Worth Every Bit of Effort

Change is hard, especially for leaders who've found success doing things a certain way. Kim doesn't sugarcoat that either. "As stubborn as some of us 'older folks' can be, and as hard as it is to try and understand the upcoming workforce, it is worth the effort."

And what makes that effort sustainable? Accountability and support along the way. "To have someone available to listen to progress and offer constructive feedback is invaluable," she says. That's what Leadership Pathway coach Kristin provided: not just a program, but a consistent presence and a trusted voice throughout the process.

A Year That Paid Off

By the end of the year, Kim's perspective had shifted in ways she didn't anticipate going in. "I have thoroughly enjoyed this past year. I have learned a lot from our group, and from Kristin (Lp’s Director of Resident Development). This opportunity has been extremely helpful."

That's the mark of real leadership development. When the leader doing the investing walks away having learned something too, you know the process worked.

If your organization is navigating generational change, team dynamics, or communication breakdowns, Leadership Pathway was built for exactly this. Reach out today to learn how coaching and a proven process can help your team do what Kim's did: actually listen, and grow together.