In a world dominated by Baby Boomers and Millennials, one generation is often overlooked. Generation X, the cohort born from roughly 1965 to 1980, is considerably smaller than the generations that preceded and followed it, and its members are often driven to remind older and younger groups that the world did not go straight from 1964 to 1981 without producing any children.
Getting overlooked in an Internet meme might be cause for a chuckle or an eyeroll, but it’s not a recipe for leadership success. And with Baby Boomers quickly moving out of senior leadership positions and older members of GenX now in their late 50s, a majority of senior leadership roles will soon be filled by “America’s Middle Child.”
How does a generation that’s used to being overlooked leverage its strengths to lead effectively? As it turns out, being Gen X just might be a superpower when it comes to exhibiting strong executive presence.
Table of Contents
How Gen X Shows Up
As a “bridge” generation between Baby Boomers and Millennials, Gen X workers have had experience working in everything from traditional office environments to remote and hybrid environments. They were taught how to “dress for success” and learned to format office memos in high school typing class, but they also welcomed business casual and successfully pivoted to instant messaging with hardly a hiccup.
This level of adaptability can be a huge benefit to organizations trying to bridge multiple generations. The direct, efficient communication style of GenX leaders can help keep processes moving smoothly, and the flexibility to speak the language of Baby Boomers and younger generations can help make all the players feel heard and seen.
Caution: As a generation fluent in sarcasm, Gen X leaders should remember that sarcasm can easily sound disrespectful or rude to others. Avoid sarcastic language unless there’s a very high degree of trust established with the audience.
How Gen X Decides
The so-called “latchkey” generation grew up in a mostly analog world and often had to solve problems without much guidance from adults. When they learned to drive, they had to navigate without GPS or cell phones. They did research in libraries with card catalogs and microfilm and got their first jobs by looking in newspapers and asking for applications in person.
The cultural and technological realities of Gen X gave them a strong combination of creativity and pragmatism that helped them develop solid decision-making skills. They learned to solve problems without input, but they also had to learn to ask for help when necessary, such as when they were lost in an unfamiliar part of town or couldn’t find the documents they needed in the library! GenX leaders are comfortable with collaboration, but they’re also able to solve problems and make decisions on their own when necessary.
Caution: GenXers are sometimes too independent for their own good! Don’t be afraid to approach decision-making in a collaborative way when appropriate.
How Gen X Manages Emotions
Generation X experienced the tough economy of the 1970s, the recovery of the 1980s, and the prosperity of the 1990s. They faced a stock market crash (1987) and the “dot-com crash” (late 90s/early 2000s). Many GenXers were raising families and rising to middle management during the financial crisis of 2008, and they’ve all now been through the COVID-19 pandemic with its disruption and upheaval.
All these ups, downs, and pivots have created a generation of resilient people who can handle disruption. In addition, largely in response to the “workaholic” culture of the 1980s, Gen X tends to have a better perspective on work-life integration than do Baby Boomers. GenX leaders can handle upheaval while practicing emotional intelligence, and they put high value on both integrity and other people.
Caution: As members of the “whatever” generation, Gen X can sometimes seem aloof or unconcerned about disruption, which could look uncaring, especially to younger workers. Remember to remain authentic and human in the midst of crises, even while keeping a strong hand on the tiller.
How Gen X Inspires
As the first generation born entirely after the Civil Rights Act of 1964, GenXers have no memory of legal segregation. Their mothers went to work outside the home in the 70s and 80s, and many GenXers were the first in their families to earn a college degree. Though they were commonly derided as a “slacker” generation, the truth is that Generation X is highly entrepreneurial, especially among women-owned businesses.
Given all these inspirational circumstances, GenX leaders often find it natural to challenge the status quo, build alliances, and encourage others to take risks. Their resiliency and ability to manage disruption also gives them an air of confidence under fire, and they can deliver results without unduly sacrificing relationships or work-life balance.
Caution: Highly driven entrepreneurs can sometimes forget that it’s easy to trample others on the way to big wins. GenX leaders should remember that Millennial and Zoomer colleagues are looking for connection and work-life balance just as much as they want financial wins.
Generation X may be small, but it currently makes up over half of leadership roles worldwide, and that number is likely to grow. The latchkey kids of the 1970s and 1980s were resilient, tech savvy, and entrepreneurial, and their unique energy could be exactly the leadership presence many companies need to deliver long-term excellence.
Self-check:
- As a Gen X leader, is there one way I could better connect with older and younger people on my team?
- Do people of different generations interact well within our organization? Why or why not?
- Is there one unique Gen X habit I have that’s making it tough to connect with others? How can I change it?
