Generational Leadership

Millennials, generally defined as individuals born between 1982 and 2004, are now entering leadership positions in organizations. They bring a unique set of challenges that differentiate them from previous generations. This, coupled with the fact that there are generally people still 30 years their senior in executive positions, puts a Millennials in a unique and difficult situation. They want to change the world but are kept down by a vast generational storm. What is coming up and how can all of us contribute to growth & understanding of all generations?

Leadership and The Diverse Age Gap

Let me preface this by saying I’m not a millennial. I’m not even close. That said, I feel like I span two generational groups, although I identify more as a Gen-X than a Boomer. I like to think of it as a Boom-Xer! Having worked with all age groups and I want to believe I have a more birds-eye view of the situations that come up because of coaching. I don’t necessarily believe in the segregation of generation in any form – but it’s necessary to know what makes up a workforce, and right now, we generally have four generations (!) working side by side.

Being a coach gives a unique perspective. Let me also state that these traits I talk about here may appear in all generations and that every case, every situation should be held on its own merits, not on generalities. And… I’m happy to be wrong about any/all of this and would love to hear from you if you agree or disagree! Let’s dig in…

Millennials often find themselves leading teams that may include individuals who are older and more experienced than them. This can make it challenging to gain the respect and trust of their team members. Their lack of experience in a more analog world can be determinantal as well, especially when older team members talk about “the good ol’ days,” or how “that won’t work, we did it before.” In this, a sense of humility on both sides helps. Being open to hearing what approach someone takes and being willing to try something new can only benefit all parties.

Balancing Between Life and Leadership

People in the late Gen-x age group (Genneals?) and beyond value work-life balance more than previous generations. As leaders, they may struggle to find the right balance between encouraging their team members to maintain a healthy work-life balance while still achieving organizational goals. These driving forces are at odds with each other. What might seem as excessive time off or personal needs may, in fact, be simply a generation-cultural difference. Gen-X, raised by Boomers, are constantly pushing to learn and do more. And, let’s not forget the old adage that you only get more in a corporate job once you sacrifice your personal time. Yes, sacrifice is alive and well. What can either side do? It’s helpful to negotiate these kinds of situations with a win-win mentality. Needs don’t have to be at odds and it may take flexibility on both sides to make progress.

Recognition, Feedback, and Promotional Needs

There tends to be a more frequent need for feedback and recognition for Millennials than for older generations. Millennials grew up in an era of instant gratification and continuous feedback from social media. As leaders, they may expect regular feedback and recognition, and may struggle with motivating their team members who might have different expectations or preferences. Likewise, the constant affirmation of “good job” to their older employees may feel disingenuous to those who are not accustomed to hearing it often. In this situation, it’s best to talk about what actually motivates an individual and work with them directly on providing that level of feedback and recognition.

There can also be a huge impatience for career advancement for Millennials. They often have high career aspirations and desire quick progression. Taking on this attitude, they may face challenges in managing their own expectations as they navigate corporate hierarchical structures.. The hierarchy will not go away anytime soon. It’s incumbent upon later generations to change it from the inside in ways that can be heard and supported by all.

Generations, Know Thyself!

This isn’t easy, I know. And honestly, change is slow. Instant gratification does not exist in most corporate culture. It exists more in a startup culture, where success is not guaranteed, nor is quick progression. Each generation feels the strain of the ones before and after. The one thing that stays consistent is the need to know yourself – your own limitations, challenges, hangups, strengths, and personality traits. It’s the rare person at any age that knows this. The more well-rounded educationally the person is, the more they can succeed in this area alone.

Learn to Lean on Each Other

For all generations, and especially Millennials, ask for help. Don’t be afraid to ask that 30-something how to edit your Teams profile, or your 60-something how to have your message be heard by your age group. Skills are independent of age – shy away from the easy age bias. We need to learn to not be afraid of talking with each other and to not apply stereotypes to an entire swaths of people. If you don’t know, ask. Please don’t take my or other media’s word for it.

This list is not comprehensive. Not at all. I can generalize and say that overall, while millennials bring fresh perspectives and skills to leadership positions, they also face unique challenges related to age, technology, expectations, and generational differences. Successfully navigating these challenges can lead to effective leadership and organizational success for all generations and growth for companies that embrace the need for diverse approaches to problems.

“If you think you are leading and turn around to see no one following, then you are just taking a walk.”
Benjamin Hooks, former director of the NAACP

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