Today there are up to four different generations in the workplace.  Just as different communication styles affect how we lead people, generational differences can also affect how we lead and communicate with others.

               Over the next few posts, I will highlight each generation and give a few ideas on how to lead and/or communicate with those generations.  Today, let’s look at boomers who were born between 1946 and 1964.  As you read this you may be in one of two spots:

1. You are leading boomers and don’t know what to do.
2. You are a boomer and may benefit from these tips on showing up as a leader.

Regardless of which spot you are in I will share three ideas that can be applied regardless of which seat you sit in on your team.

Leverage and Appreciate Experience

               One of the key strengths of boomers is their years of experience.  Recognize and utilize that experience to serve others if you are the leader, and if you are leading boomers have the humility to learn from their experience.  Take time to listen to their insights and value the contribution they bring to the team.  If you are the leader and get frustrated by the work ethic and mistakes of younger generations don’t forget you were at their stage of life once.

Mentorship

               Because of boomers’ wealth of knowledge and skills, they can be mentors to the next generation.  When you create a culture of mentorship where the boomers share their experience while also learning from the new ideas of the upcoming generations it creates a culture of learning and growth.  As the leader you could consider implementing a formal mentorship program for different generations to learn from one another.

Responsibility

               If you are the leader this idea is automatically being implemented.  If you are leading boomers, consider how you could give them responsibility and ownership of people and projects in a way that utilizes their strengths.  Allow the person you are asking the freedom to refuse this opportunity because they may prefer to be a producer or technician rather than take on a significant responsibility.  The more boomers, or any person, feel their contribution matters the greater their engagement will be.

               These were just a few ideas on engaging with and maximizing boomers’ strengths in the workplace.  Which one of these do you need to implement with your team?  If you want to dive further into this idea of generational leadership check out the two books below or contact me about providing a training around generational diversity based on Dr. Elmore’s book below. 

© 2024 Wheeler Coaching, All Rights Reserved

Elmore, Dr. Tim.  A New Kind of Diversity:  Making the Different Generations on Your Team a Competitive Advantage.  Maxwell Leadership, GA, 2022.

Twenge, Jean.  Generations:  The Real Differences Between GenZ, Millenials, Gen X, Boomers, and Silents – and What They Mean for America’s Future.  Atria Books, New York, 2023.