Generations at Work and Why We Collide

The term "generation gap" came to prominence in describing the disparity between kids of the first postwar generation and their parents, sometimes called the G.I. Generation. But another gap inevitably exists on the other side of the Boomer generation. This gap, created by differing sensibilities and economic realities, has put passing the leadership torch from Boomers to Gen X-ers low on the priority list. For the past 20 years, Boomer-led organizations have been highly focused on cost cutting and downsizing, often to the detriment of emerging leader training and mentoring programs. Furthermore, Boomer culture tends to emphasize competitiveness, self-importance and youthfulness-qualities that may make it hard for Boomers to grasp their responsibility to mentor and prepare their successors. In fact, some organizations are choosing to invest in short-term solutions, such as retirement postponement incentives that keep knowledge-rich Boomers in the workplace longer, rather than in long-term training and development initiatives for future leaders.

Given the lack of consideration or preparation for the future that most organizations have demonstrated to date, it is quite likely that Gen X-ers are going to find themselves suddenly in the driver's seat and expected to steer organizations through complex, chaotic and uncertain terrain, prepared or not. How can this next generation of leaders take charge and seek out the knowledge that they will need to lead well? How can they step up and prepare for their future? It is unlikely the status quo will change. As has been the lifelong truth for those who grew up as latchkey kids, Gen X-ers must continue to figure out what to do to take care of themselves. In short, if you are just waiting in the shadow of the Baby Boomers, push aside the apathy for which Gen X is known and use the coping skills you grew up with to effect positive change.

Self-knowledge is the most important tool that good leaders possess. When you are aware of your strong points and have insight about your shortcomings, you can chart a path for yourself to advance and succeed. Resist the compulsion to be overly self-critical; you are simply taking an inventory of your abilities and what you need to learn. Consider how your values, such as a desire for work/life balance, can be leadership strengths, and how a lack of political savvy may be a limitation. Successful leaders need to understand how to inspire people to work toward meaningful goals, and these skills can be learned if you are willing to do the work.

Excerpt from Donna Hickey