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Leadership in business is a challenge today for often as a leader, you will come across workers from four generation identities, i.e. Gen Y (born in 1981-2000), Gen X (b. 1965-1980), Baby Boomers (b. 1946-1964) and Traditionalists (b. 1922-1945). Each one of these generations has different approaches to work, authority, life, society and politics. They also have very different expectation from their leaders, varied styles of interacting with team members, behavior at work place, management styles and so on.

The Differences Are Often Glaring

A leader’s first and foremost duty is to focus on motivating employee performance. To achieve the best results, a leader needs to possess good leadership skills and a keen sense of managing each type’s “generation baggage” so the outcome (productivity) is optimal.

The traditionalists normally prefer the linear style of working with clearly defined rules, which they would follow strictly. They look up to the leader for direction and guidance and are process focused.  For them, the need for change comes in only when something malfunctions or is broken.

The baby boomers are comfortable with a structured style of working. They are people focused, and almost always challenge rules when they work in teams. For them, change means discomfort hence; it is accepted with inertia and caution. They typically have good communication skills and work best in teams.

The GenX employees work best in flexible style. They are okay with change for they interpret it as opportunity not threat. They often change rules, are result oriented and love to work independently with little or no supervision. A good leader would focus on motivating employee performance here, for they need it most.

Lastly, the GenY employees love fluid style of working. They create the rules on the go, are technology focused and work independently but need supervision. For this generation, change means improvement hence; they always welcome and embrace it. These are the people who are capable of networking well for the benefit of the company.

Making Teams, Managing Conflict

Managing these four generations means you need to have not only good leadership skills, but also excellent not simply good communication skills. Your success as a leader will depend upon how well you are able to group these people and manage conflict, which will flare up often.

Your success with motivating employees will be directly linked with how you connect with these types of people, and how you build your teams.

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