Our leaders who were born around world wars have their well designed set of business practices and procedures. While leaders born in between 1965 to 1985 have different ideologies. They want to design their own paths. Differences arise more when each age group people sit for the same purpose because it is not possible to draw boundaries between them. Baby boomers in their time had competed for everything like jobs, money, infrastructure and promotion. For them it was a big achievement. However new one between the early 1980s and 1990s have faced sudden economic and social changes. Earlier ‘lay off’ was so uncommon that employees were not even preparing themselves for this but now manager plans in advance so that to not put all their potential into one corporate.

Leadership in today’s world requires new leadership values. As Xers are the future of our company, we need them not only to replace our baby boomers but also to acquire new skills, talent and expertise needed for today’s challenges.

‘View from our Xers’

Current generation leaders think in a different way that our existing cooperatives find hard to understand. They feel restricted because of interference from boomers in every area. There is also frustration for boomers to work later in their life than Xers. Xers like being appreciated or guided from boomers. Boomers always expect a lot from Xers. There is a different thought process in employees who are in their 20s, 30s and 40s. In your forties there is always a new generation in front of you.

Important factor in leadership:

Today’s corporations are facing many unexpected challenges and problems. This generation’s leaders have created five aspects to suit today’s demand.

1.Increasing cooperation: Building strong relationship based, trust, empathy, needs and intelligence. Boomers have expertise while Xers have new ideas. There can be a strong relationship between them. Also building a connection and network across the boundary is a need of an hour. This generation has a real world exposure.

2. Ask questions: Instead of making independent decisions and imposing your thoughts, leaders should design hours for growth meetings, collaborative thinking and brainstorming. If your employees will feel alienated from the process they will feel less attached and you will lose new ideas and will isolate themselves from real truths.

3.Understand complexity and available information: Simply ignoring the big data and taking lightly the issue will not solve any problem. Embracing the idea that no method is best will direct you to think in every direction possible. Xers anticipate future demands and develop survival skills for that. The new and young managers accept promotion offers easily that require them to travel to different states. They always have their one backup plan.

4.Corporate identity: What is the thing that ties people together? The key things are goal, attraction, vision and motivation. Xers have a lot of travelling experiences and they possess a strong value oriented expertise.

5. Encourage diversity: Today’s corporate society encourages diverse opinion and culture in the organisation. They appreciate multiple opinions. It increases the acceptance power of diverse opinions. Earlier leaders have brought idealism, precision, efficiency and sometimes strictness and arrogance. Future leaders will have to face a changing environment and unexpected problems. There will be no single option and way to do a job nor one method will be applicable to all problems.

• Strategy