Different Leadership

Much has been written about the differences in various generational groups. Especially the vast differences when it comes to leading Millennials. 

 

But new information has recently come to light that reveals some surprising insights into who this mysterious demographic actually is. As it turns out, they are people! And they are people who have more in common with other age groups than you might think. 

 

If you’re leading Millennials it might be good if you knew something about them, something that’s actually true. 

 

Millennials now make up the largest generation in the workforce. They are beginning to assume leadership roles of their own within organizations. Their impact grows by the day. 

 

Millennials’ goals are surprisingly similar to older generations. 25% want to make a positive impact on their organization verses 23% of Boomers. 22% of Millennials want to help solve social and environmental challenges vs 24% of Boomers.

 

Most older generations assume that Millennials want to do everything online yet when surveyed Millennials say their top three preferences for learning new skills at work are physical, not virtual. They would prefer to attend a third-party sponsored conference, attend in-person classroom training or work alongside knowledgeable colleagues. 

 

Everybody knows that Millennials want constant acclaim and they think everyone on the team should get a trophy. Everybody knows that except Millennials. 

 

The facts say that 35% of Millennials simply want fair and ethical treatment. 35% want to work in a transparent environment where relevant information is willingly shared and 29% want to work in an environment where their actual accomplishments are recognized. That sounds an awful lot like Boomers to me!

 

You need to be careful when investing in Millennials because they are more likely to jump ship if a position doesn’t fulfill their needs, right? Well, not exactly. 

 

Employees of each generation share the same reasons for changing organizations. 47% of Gen X’ers leave a company for more money or a more creative environment. That number is 42% for Boomers and …. are you ready for it…. 42% for Millennials. 

 

There are obviously differences between the generations but there always has been. This is nothing new. As a leader you must educate yourself on what those differences mean to your organization and understand how you can actually use those differences to build a stronger team. You must also realize that overall, there are more commonalities than differences.

 

Millennials aren’t lazy, they aren’t disloyal, they aren’t any needier when it comes to recognition than any other age group. If you focus on the differences between groups of people you’ll find them. If you view “different” as bad it will be bad, if you view different as an opportunity then that’s what it will be.

 

While you should be aware of the differences between generations what you really need to be aware of are the differences within the generations. Lumping all Millennials into one group and trying to lead every member of that group the same way is a huge mistake. Just as it would be to lead every member of any generation exactly the same. 

 

You cannot lead everyone the same because everyone is different…even within generational groups. You need different leadership for different people.

 

The most effective leaders talk with their people often enough to truly understand their differences, they ask questions until they grasp what makes each person unique. Then they lead them in such as way as to help them succeed. 


It’s a lot of work to lead everyone differently but it’s really the only way to lead authentically. If your people aren’t worth the time it takes to truly get to know them then I’m sorry to say that you may not have time to lead. 

2 thoughts on “Different Leadership

  1. Excellent piece, Steve. I have maintained for years that leadership needs to be tailored to specific places, people and needs. In short, you deliver what people need so they don’t get what you have regardless of their needs. Too many leaders give what they already have rather than developing new strategies of leadership that are designed to meet the occasion at hand.

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