Why You Should Be The Leader You Needed When You Were Younger

Connecting with Gen Z is key to building workplace productivity. But how do we bridge the generational gaps and build a culture for the future?

I’ve said it once and I’ll say it again: it’s a joy and an honor being an elder millennial. I remember a time when the internet was new, email was nonexistent, Tom was my first friend on MySpace, and you had to have an .edu email address to be on Facebook.

Now I find myself searching an AI-driven video app full of viral trends, sounds, and music, being entertained and educated at a mind-numbingly rapid pace. I do my best but as I speak to many of my contemporaries, other leaders in the IT channel, it becomes very clear that the gap between generations is fueled not only by gaps in technology use and AI adoption, but life experiences as well.

A recent study by global business consulting firm Protiviti – Generations: Unlocking the productivity of a multigenerational workforce – highlights generational disconnects in workplace expectations, particularly regarding productivity and communication. Not surprisingly, younger generations, such as Gen Z, value flexibility, digital tools, and purpose-driven work. They often perceive older colleagues as resistant to process change and tools that could streamline innovation.

In contrast, older generations emphasize in-person collaboration and structured processes, viewing younger employees as overly reliant on technology. It is this misalignment that impacts overall productivity, as each group struggles to align on priorities and preferred working styles.

While a lot of talk surrounds what Gen Z needs in terms of skills and mentorship, it is time for us – as the leaders in the room – to look at what we as Millennials, Gen X, and Boomers can do to create a culture whereby the younger generation can thrive. Because bridging the gaps in communication and productivity will require organizations now and, in the future, to foster mutual understanding and create inclusive practices.

The simple answer: be the leader you needed when you were younger.

Being the leader you needed you had means embodying the qualities, values, and actions you once sought in leadership. It’s about reflecting on the gaps or strengths in the leadership you experienced and using that insight to lead in a way that inspires, uplifts, and serves others effectively. This approach requires self-awareness, empathy, and a commitment to growth—for yourself and those you lead.

Here’s what it can look like:

• Empathy and Understanding: Providing support and guidance that respects the individuality of each team member, fostering a safe and inclusive environment.
• Clear Communication: Being transparent, offering constructive feedback, and creating space for open dialogue, ensuring everyone feels heard.
• Empowerment: Encouraging others to take initiative, build their skills, and trust their instincts.
• Integrity: Leading with authenticity and fairness, aligning actions with values to build trust and respect.
• Visionary Leadership: Inspiring people with a clear purpose and demonstrating the courage to challenge the status quo.

Ultimately, being the leader of a younger generation means leading in a way that reflects not only what you needed in the past but also what will help others thrive in the present.

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