In a world that’s currently suffering from great levels of chaos and discourse, entering the world as a new leader straight out of college or from an entry level position can be anything but a welcoming or easily navigated environment.

Unfortunately, what you will most likely find is that the mindsets of the individuals you may encounter may be in direct conflict with yours at times, and it’s important to understand the “why” behind these complex systems of thinking among your various multigenerational peer groups. 

The fact is you are more than likely interacting with two very distinct and very different generational groups:

• Boomers/ Gen Xers- These folks ready to retire, or damn well should have retired years ago; they are ridged and often use the “tough love” approach to all of their interpersonal relationships. They are over everything and everyone, they see your youth at times as threat to their existence, and they don’t always take kindly to the young and “less seasoned” leadership telling them what to do. Having said all that, they are the foundation of the organization in most instances, and moreover, they tend know EVERYTHING about the organizations that they work for. This is not simply their job, it is there home, the people in the organization are their family (whether they like their fellow co-workers or not) and they will go to great lengths to defend their place and rank within the organization.  Additionally, when they know they are both recognized and respected, they can offer up some mighty awesome levels of knowledge and skill. 

These folks demand and require some levels of respect and appreciation. They’ve devoted their time, and they have sacrificed a lot for the organizations. So, try to meet them where they’re at. Lead them with respect and you’ll be rewarded with a bounty of experience and wisdom. 

• Millennials/ Gen Zers– These folks are either fresh out of college or somewhere in the being to middle part of their careers, these folks are energized! They have fresh ideas, they are technology savvy, and they don’t always see work as the end all be all of their existence. They crave work-life balance, and they demand and expect that their time be limited to meaningful and values-based work. If the work is meaningless, these folks will very quickly loose interest. They seek opportunities to socialize and collaborate through supportive relationships with others, and they know how to build relationships and develop personal and professional connections. These are the folks who birthed the “branding” revolution, and they know how to promote themselves and their organizations. These folks expect flexibility and need consistent feedback and positive reinforcement from their own leadership. Give them meaningful tasks and watch them literally SHINE ✨! Beware though because if you bog them down with meaningless and mundane tasks and you will- unintentionally will them to walk away. Turnover is higher in these groups because they know their worth is not solely tied to who they are professionally. Ensure that these folks are given flexibility, given guidance and structure when it’s needed, and most importantly give them a purpose to serve the needs of the organization they serve. 

So how do you go about leading these various generational groups and how do you come to better understand them? I recommend you try these three things:

1) Understand that you are meeting these new peer groups where they are at within their own personal and professional journeys. Using force is not going to work with them for very different reason, so seek to better understand who they are and try to understand where they are coming from and what their ultimate goals are as it relates to their role within the organization.

2) Know that you are bringing something of great value to these various groups by way of a freshly seasoned perspective on how you approach leading others and/or in how you choose to develop and maintain your professional relationships. You are in fact a part of one of these groups, so take the time to better understand what makes you all tick together.

Equally vital to your success as a younger leader is understanding that even with a lack of experience, your voice matters, your feelings are valid, and your priorities and your boundaries are important to identify, clarify, and protect. Having said all that, and as a younger gen xers myself, I’d offer up these additional bits of advice and hope that you take it as guidance for navigating your new role as a leader of multi-generational work environments to heart. 

In addition to what I already mentioned, I also recommend that you: 

1. Tap in and get better results by learning who you are working with and who you are trying to lead. Meet the people you manage where they are at NOT where you are at. You are currently at the beginning of your journey, you’ve learned a lot, you have gained the knowledge, you probably have the alphabet soup at the end of your name, and all that comes with becoming the “boss”. However, try to always remember you can still learn something of value from us old dogs and we CAN, if respected and supported, learn new tricks from you young pups! 😉
2. Don’t be afraid to fail, you will no doubt encounter a boss or a peer who was never afforded the opportunity to fail. They will attempt to micromanage you, and they will guide you the only way they know how, through tough love and unhealthy levels of drive and activity. Don’t try to keep up with these folks, you can’t! This is because by default, you’ve come from a softer generation that values balance and understanding. Learn what you can from these folks, respect their knowledge and acknowledge their contributions. However, don’t allow their path to become a roadmap for how YOU need to move forward. Kindness, and the ability to allow yourself grace when you fail will greatly improve your leadership journey in 2025.
3. Remember that you DO honestly and truly matter! This ever-changing professional world needs you! We need your presence in our spaces, we need your high energy, and fresh perspectives. Most importantly, we all need to learn from one another through grace and understanding, and we need to work together to build the future team leaders we want to see in our various industries.

So, there you have it, and my message to you is simple, take the steps necessary to better understand yourselves and those you will be interacting within your new roles as leader. Know that you may fail a time or two and learn from those moments. No one book or experience can ever give you all that you require to succeed as a leader but never stop listening and NEVER stop learning from those who you meet along your journey.

Are you a new or mid-career millennial or gen z leader? Want to further develop your skills as a leader? Want to learn how to better communicate with the boomers and the gen xers who you are leading? Consider a professional coaching program with me, Coach Carol 💁🏾‍♀️! I offer two specially designed coaching program tracks especially designed for your generation, the M-Track and the Z Track. Click on the video below to learn more!

To schedule your FREE 30-Minute Reclaim Coaching session click here to schedule an appointment.