In my last post we looked at the leadership you’ll find from the “Dad’s” generation. In this third of what’s likely to be a five post series we’ll look at the group best known as the “Baby Boomers” or as I call them “The Middles.” This is the group born between 1946 and 1964, I was born right in the middle of those years, hence the name “middles.”
This generation, my generation, was the first to actively declare a higher priority for work over personal life. The “Middles” generally distrust authority and large “systems.” Our values were shaped by the civil rights movement, Viet Nam, and for a time, run away inflation. We are mostly more optimistic and willing to change than “Dad’s” generation.
We’re also known to some however as the “Me Generation” and that moniker is probably well deserved. If the “Dad’s” invented Minute Rice then it was the “Middles” who decided that a minute was way too long a time to wait for rice, or nearly anything else for that matter. We do tend to want everything NOW. That need for instant gratification can sometimes show up as a sense of entitlement. It is never good for someone in a leadership position to have any kind of sense of entitlement, it tends to send followers running for the door.
My generation, “The Middles” have had their retirement plans changed, not really changed, more like ripped from them. The dot.com slaughter and the Great Recession have caused many of my generation to consider when and even if they will retire. 63% now say they will work at least part-time in retirement to replace lost savings.
That can make a person a bit bitter and a bitter leader is a bad leader. A very bad leader.
My generation embraced the value of having to sacrifice to get ahead. All that sacrifice makes us very loyal to one another. We’ve seemingly always understood the value of a solid effort and have had no issue with working to earn everything we receive.
All of this has shaped our values into what they are. I believe “The Middles” are a great generation in their own way. But too many leaders from my generation also believe that “our way” is the only way and that can make it very difficult to lead.
Authentic Servant Leaders to not apply their values and their value system to those they lead. To be an effective leader in 2014 you must lead people according to their value system, not yours.
Leading others according to their values is not a sign of weakness on the part of the leader, it is a sign of caring and intelligence.
Let’s say that you have a team member, someone you lead, from the “Changers” or “Kids” generation, and their work hours are 8:00am to 5:00pm. Each day you watch them turn off their lights and pack-up to head home at 5:00pm. Their work for the day is done, no big projects due or deadlines approaching but you question their loyalty and work ethic anyway.
Your question doesn’t stem from their lack of performance, it stems from you applying your values to them. Remember, for us “middles” “work” is a place to go, for “Changers” and “Kids” it is something they do.
The “problem” here really lays with the leader, not the follower.
Authentic Servant Leaders seek first to understand and know their people. They know they can’t truly lead a person until they know the person they are leading.
On another note, to my fellow “Middles,” maybe we can learn something from the “Changers” and “Kids,” go home and see what you’re missing. These youngsters just might be on to something. We’ll find out in the next post of this series!