In today's rapidly evolving organizational landscape, leaders face an increasingly complex challenge: understanding and effectively managing the diverse responses of different generational cohorts to organizational change. This critical understanding is often lacking, leading to the potential failure of change initiatives as leaders struggle to tailor their strategies to meet the unique needs and preferences of each generation. While existing studies provide valuable insights into the cultural characteristics of different generations, there is a notable gap in understanding the specific nuances of their reactions to organizational change. To address this significant gap in the literature, our qualitative phenomenological study embarked on a comprehensive exploration, conducting in-depth interviews with 24 individuals who were directly involved in various organizational change processes. Through this rigorous examination, five fundamental themes emerged, illuminating key areas of consideration for leaders: communications, employee involvement, understanding the impact of change on employees, perceptions of change, and generational perceptions. By uncovering and elucidating these critical themes, our study offers invaluable insights and practical guidance for leaders striving to navigate the complexities of organizational change successfully. Armed with a deeper understanding of these themes and their implications for different generational cohorts, leaders are empowered to customize their change strategies with precision, leveraging predictive generational behavior to drive positive outcomes and enhance organizational resilience. Ultimately, our study serves as a beacon of knowledge and wisdom for leaders across industries, equipping them with the essential tools and insights needed to enhance their effectiveness and achieve success in the dynamic landscape of organizational change. With this newfound knowledge at their disposal, leaders can confidently chart a co
