She also warns not to deny or downplay the differences. “Those differences are there and are real,” said Leonard. “It’s a balancing act. You need to capitalize on the best characteristics of each generation and encourage them to recognize and respect the strengths and contributions of the other. Encourage focus on what each brings to the party rather than the differences in methods and mindsets.”
Gen X’ers tend to be hands-off managers. They are trusting employees to get the work done, and only bother them when they need help. Taking a more hands-on approach
With their independent nature, Gen X’ers are not naturally inclined to foster the critical, supportive relationships that effective leadership requires. As the saying goes, once you recognize a problem, you can work to change it.
A sure way to fail
It’s time for Gen X to step up to the plate and take a swing at a leadership role in their organizations. The sure way for them to fail is if they don’t. McCullough, who claims Generation X as the one she associates most with, doesn’t sugar coat the challenges that this generation faces. “Gen X has a very challenging road ahead as they manage three different generations in the workplace, and soon to add a fourth who comes with their own set of uniqueness. They have a few critical choices to make. Are they willing to change how they work? Are they willing to change how they view work?” This new leadership role for the generation currently in their late 30s, 40s and early to mid-50s means different hours, a more hands-on approach to management, and leading the team rather than just getting their work done and heading home. “I want Gen X to know, that it’s never too late to change,” added McCullough. “But if they don’t, and if they don’t step up to the challenge of leadership, there are plenty of Millennials who will.” n Jan Padron is a freelance writer and owner of Oshkosh-based Padron Marketing Communications. She has more than 12 years of experience in feature, public relations and copywriting.
“Gen X needs to recognize they need to make some fundamental changes,” stated Judy Ruhl, a management development consultant and instructor at Fox Valley Technical College in Appleton. “To me, they need to learn how to communicate aggressively. They’ve got to communicate in a lot of different ways. Email, face-to-face, text messaging, phone.”
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Ruhl also suggests creating opportunities for employees to learn from one another. “Millennials are very tech savvy – there is a lot that they can teach older employees about technology today. This fluidity makes them very open to change,” added Ruhl. “Boomers have experienced a lot of different things throughout their careers. They can impart that wisdom to younger employees.” The one area Boomers and Millennials are similar in is needing feedback. Gen X will need to break out of their comfort zone and provide that. “Both of these generations want to be heard. They also want to know that their opinions and experiences are valued,” said Ruhl. “It’s important to them to create opportunities to provide feedback.” While Gen-X doesn’t need to be told they’re doing a good job, they need to make sure their subordinates know that they are. They also need to foster opportunities for mentorship. “Because of how Millennials were raised, they didn’t learn a lot of the core skills older employees have,” added Ruhl. “Rather than let the younger employee struggle, successful Gen-X managers are creating mentorship opportunities to help develop and strengthen employees in areas where they aren’t strong.”
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