Gen X-Factor Leadership

In Robert Putnam’s epic book, Bowling Alone, he claims, “half of the overall decline in social capital and civic engagement can be traced to generational changes in Americans born in the second half of the last century.” This especially includes Generation X.

This article attempts to introduce the motives and cultural values that shape Generation X responses to other generations. The word “attempts” is deliberate as this generation often defies description and they resist being categorized in most any way. And now, as the oldest Gen Xer turns 50 this year, their social consciousness has finally been stirred as they are raising adult children and striving to balance the competing demands of work, family and personal life.

Generation X, called the most misunderstood generation, is made up of nearly 46 million people born between 1965 and 1980 and represents roughly 30% of the 2015 workforce. Entrepreneurial Generation Xers have lived through the most profound economic changes since the Great Depression and their experiences directly impact their workplace attitudes and ethics. Coming of age in the late 70’s and 80’s in a double digit inflation economy with dual income households stands in stark contrast to the Baby Boomers who grew up in the post-war and prosperous 50’s, 60’s, and even early 70’s.

Robert Putnam describes Generation X as “visually oriented, perceptual surfers, multitaskers and interactive media specialists. In both personal and national terms, this generation is shaped by uncertainty (especially given the slow growth, inflation-prone 1970’s and 1980’s), insecurity (these are the children of the divorce explosion), and absence of collective success stories. Thus, this cohort is more inwardly focused.” Fiercely independent, they have learned not to trust the permanence of institutional or personal relationships.

I believe that targeting the professional development of the Gen X leader – one who can bridge an ever-widening gap between the Baby Boomers and the Millennials – is a critical need. Defining events and cultural milestones have shaped the way they act and more importantly, who they are. They want to get in, get the work done, and get out. Gen Xers’ core needs are to have the freedom to act without hindrance and their energies are focused on competence, skillful performance, variety, and stimulation in the workplace.

Bottom line best advice when working with or for Generation X … Baby Boomers, don’t view and treat them as a younger version of you and, parenting this generation is not a way to inspire them. This generation prizes individuality and wants to be treated and managed as individuals. Do not try to force fit them into a “one size fits all” management mold. They appreciate open lines of communication with top management. Boomers and Millennials: spare them drama, schmoozing, and bureaucracy. And, like Millennials, Gen Xers disdain meetings “just to meet.” They value those who, when they do schedule meetings, have a tight valid agenda, stick to it and respect everyone’s time.

Note to Gen Xers: it would not hurt to put a little more skin in the game at work; stretch your competencies to include a serious look at improving your emotional intelligence and interpersonal skills; consciously control your impatience with those who less efficient/skilled with using their time as you. Think collaboration, show a can-do attitude, demonstrate enthusiasm, and try to be more trusting.

After all, where would we be without Generation X in the workplace? They have taught us the importance of work/life balance and leadership by competence.