Generational differences are too often overplayed in our minds.
Next, look beyond the simple stereotypes for clues as to why the person might be challenging your leadership. If you feel resistance from them, instead of getting frustrated, try empathizing. If you’re managing someone much older than you, they might have legitimate concerns about your leadership because your style is countercultural or just different from how things used to be done. It’s also possible that their resistance isn’t about your leadership at all.
Judgment is a two-way street. Just as your employees are judging you, you are likely judging them. It’s critical to confront your own stereotypes about the generations. Until you shed these misconceptions, judgment will get in the way of building strong relationships with your team members.
One thing you can count on is that regardless of age, everyone wants to be valued. If the way you are managing the older or younger members of your team is overtly or subliminally signaling that you don’t value them, you will see the symptoms of hurt feelings: resistance, disengagement, anger, or insubordination. Start by engaging each person in a conversation that demonstrates that you’re interested in their thoughts.
The point of these open conversations is not to suggest that your organization’s way of doing things is optional; it’s not. Instead, the point is to understand the potential resistance you might face and to tap into any source of strength and support that you can get.
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