Leadership styles change over time, and each generation tends to have a different approach to leadership. Although these different approaches often result in conflict between generations, each generation’s preferred leadership style has unique strengths. When leaders are willing to learn from the leadership styles of other generations, they can become more balanced and effective leaders.
This post will look at two generations of leaders: baby boomers (“boomers”) and Generation X. As we discuss each generation’s predominant leadership styles, it is important to remember that these are general concepts and not specific to a particular person.
Born between 1946 and 1964, boomers are one of the oldest generations in the workforce. This generation tends to value hard work, loyalty, and achievement. Many started their careers when leadership tended to be authoritative and task-oriented. Because of this, many boomers resonate with traditional workplace structures, such as a distinct leadership hierarchy, climbing the career ladder, and rewards for their contributions to their organizations.
Some drawbacks to this generational leadership style include being reluctant to embrace change and being slower to adapt to new technology. However, many boomers recognize the value new technology brings to an organization. Because this generation favors a more hierarchical leadership structure, hires can sometimes be made based on a person’s tenure rather than their skills or abilities.
Despite these drawbacks, boomers generally have the most experience in the workplace and use the knowledge they have gathered over the years to make well-informed decisions that positively impact their teams and their organization’s bottom line. They have had time and resources to develop their leadership skills and tend to understand their organization and its culture well.
Gen X leaders are leaders who were born between 1965 and 1980. They tend to take a middle view between boomers and millennials on many topics, such as values, leadership style, and technology. Independent and self-reliant, many Gen X leaders are more comfortable with technology than the boomer generation. They want their work to be engaging and place a premium on work-life balance. They also want to come across to others as easily approachable.
Gen X leaders tend to focus on the results of a project rather than the amount of time spent on it. They generally respect their employee’s time and come across as less formal than leaders from the boomer generation. They also tend to be more transparent and open with their teams.
While Gen X leaders tend to have a more informal, relational leadership style than Boomer leaders, they can lack some of the boomers' experience and expertise.
In part 2 of our Generational Leadership series, we will look at the preferred leadership styles of the Millennial and Gen Z generations.
Chew on This:
Who is an older, more experienced leader you could learn from?