Things Leaders Do

What Gen X Gets Right About Leadership

• Colby Morris

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What Gen X Gets Right About Leadership

Episode Summary
Gen X leaders don’t always get the spotlight—but they’ve been holding organizations together with grit, practicality, and quiet confidence for decades. In this episode of Things Leaders Do, Colby Morris breaks down the six distinct leadership strengths Gen X brings to the table—and why today’s teams need them more than ever.

From solving real problems under pressure to earning respect through action (not just title), Gen X has been tested, refined, and built to lead in chaos. But many of these leaders are undervalued or underestimated—until now.

If you’ve ever felt overlooked in the leadership conversation, this episode will remind you exactly why your experience, resilience, and no-nonsense leadership style still matter.

In this episode, we cover:

  • Why Gen X leads with earned authority, not entitlement
  • The power of practical, fast problem-solving (and why it's a Gen X superpower)
  • How Gen X mastered accountability without cruelty
  • The unique “translator” role Gen X plays across generations
  • Real-world stories of Gen X resilience through crisis after crisis
  • Why quiet confidence is one of the most undervalued traits in modern leadership

Whether you’re a Gen Xer leading from the middle or the top—or someone who wants to understand and support them better—this episode will give you a whole new lens on what makes this generation’s leadership so effective.

Resources & References

Your Next Step
Write down three examples of how your Gen X leadership has made a difference—and pick one way to adapt your style to meet your current team’s needs.

Because building others...
 That’s what leaders do.


Speaker 1:

Picture this it's 1999. You're sitting in a gray cubicle under fluorescent lights that hum just loud enough to drive you crazy. Your manager let's call him Dave just dropped a bomb on you and it's Monday morning. The client moved the deadline up by two weeks. No, there's no additional budget. Yes, you'll probably need to work some weekends. Any questions you don't ask if this is fair. You don't request a wellness check-in. You don't even think about it, you just nod, grab another cup of coffee from the break room with the flickering light and you get to work. Fast forward 20 years. Now you're Dave. You're the one in the corner office, the tough decisions and a team looking to you for direction. But here's what's different. You remember what it felt like to be on the other side of that conversation and that memory. It shaped everything about how you lead.

Speaker 1:

Hello leaders and welcome back to the TLD podcast. I'm Colby Morris and today we're talking about something that doesn't get nearly enough attention in the leadership world what Gen X gets absolutely right about leadership? You've been overlooked in most leadership conversations. The business world talks about boomer wisdom and millennial innovation, but somehow just skips right over the generation that's been quietly holding everything together. Well, not today. Today, we're recognizing what you bring to the leadership that no one else can and why teams desperately need more.

Speaker 1:

Let's dive in. Let's start with strength number one you lead with earned authority, not assumed entitlement. Here's what Gen X leaders understand, that others often miss. A title does not make you a leader. Competence, consistency and showing up when things get tough that's what makes you a leader. Earned authority is fundamentally different from assumed entitlement. When you assume authority, you expect people to follow you because of your position. When you earn authority, people choose to follow you because of your position. When you earn authority, people choose to follow you because of your actions. So what does earned authority actually look like in practice?

Speaker 1:

First, you lead by doing, not just directing. You're willing to roll up your sleeves and handle the work you're asking others to do. You don't ask your team to stay late on a project while you head home at 5 pm. You don't delegate difficult conversations and keep the easy wins for yourself. Second, you prove your competence before you exercise your authority. You learn the business. You understand the challenges your team faces and demonstrate that you can add value, not just oversight. You ask questions like what's slowing you down and how can I help remove obstacles before you start making changes. Third, you build trust through consistent actions. Over time, you'll do what you say you'll do. That's a hidden art, a forgotten art.

Speaker 1:

When you commit to supporting someone, you follow through. When you promise to address an issue, you actually address it. Your team learns that they can count on you because you've proven it repeatedly. And fourth, you admit what you don't know, but you learn quickly. You don't pretend to have all the answers. Instead, you say things like I'm not familiar with this process yet. Can you walk me through it? Or maybe I want to understand this better before we make changes.

Speaker 1:

Here's the practical difference. Assumed authority says I'm the manager, so we're doing this my way. Earned authority says based on what I've learned about our challenges, here's what I think will work. What am I missing? Assumed authority says I need you to trust me because I'm in charge. Earned authority says I need to earn your trust through my actions. This approach takes longer, but it builds something more valuable Genuine influence.

Speaker 1:

People don't just comply with your decisions, they buy into them. They don't just follow your lead. They want to be a part of what you're building. You've learned this because you've seen what happens when someone tries to lead their position alone. You've worked for those managers. You've watched good people quit because they were managed by title instead of led by example, and you've promised yourself I will do it differently. All right, strength number two you've mastered the art of practical problem solving. Look, gen X leaders, don't get stuck in analysis paralysis. Don't get stuck in analysis paralysis. You've lived through enough crisis to know that perfect information is a luxury you rarely have and waiting for it often makes problems worse.

Speaker 1:

Let me share a story that perfectly illustrates this. Last year I was consulting with a tech company facing a major software glitch and it was affecting customer orders. The bug appeared at 2 pm on a Friday afternoon. Because why wouldn't it? It's just the worst possible timing. The millennial product manager wanted to form a task force to analyze the root cause and develop a comprehensive solution strategy. Doesn't sound bad. But the timeline solution strategy Doesn't sound bad. But the timeline. They said we should have a plan by Monday afternoon.

Speaker 1:

The Gen X operations lead, janet, said five words that changed everything. That's too late. Move over. In two hours she had identified a workaround that would process 80% of stuck orders. She set up a manual process for the remaining 20% and implemented a communications plan for affected customers. Okay, she created a schedule for weekend fixes. Was it perfect? No. Was it comprehensive? No, did it save the weekend for hundreds of customers and prevent a PR nightmare? Absolutely. Monday morning they fixed the underlying issue, but Janet's quick thinking kept a small problem from becoming a company-defining crisis. That's Gen X leadership. Company-defining crisis that's Gen X leadership.

Speaker 1:

You solve the immediate problem first, then you solve it right. You understand that progress beats perfection, especially when people are counting on you. You learn this because you've worked in environments where resources were scarce, timelines were super aggressive, you've developed the ability to separate what's urgent from what's important, and you learn to move fast with incomplete information, all right. Strength number three you understand accountability without cruelty. This might be your most valuable leadership trait, and it's one that's desperately needed right now. Gen X leaders have a unique perspective on accountability because you experienced the worst of it early in your career. Right, you had managers who shame as a weapon, who confused fear with respect, who thought that breaking people down somehow built them up, and you decided you'd never be that kind of leader. But here's what makes you different from some newer leadership approaches you didn't throw accountability out the window. You just found a better way to deliver it.

Speaker 1:

Let me tell you about Kevin. Kevin, a Gen X manufacturing supervisor, and one of his team members, josh, had been consistently missing safety protocol checks. That's a pretty serious issue in their environment. Here's how Kevin handled it. He sat him down and said Josh, I need to talk to you about the safety checks. I noticed you've missed the documentation on the last four shifts. This isn't like you, and I'm concerned both about what's causing it and what can happen if we don't fix it. Help me understand what's going on. Josh explained that he'd been rushing to finish his other task and figured he could skip the paperwork, since he was doing the actual safety checks. Kevin's response hey, I get it. The paperwork feels redundant when you're actually doing the work. But here's why it matters. If OSHA comes through and we can't prove we're following protocols, it's not just a fine. It puts the whole facility at risk and, more importantly, if something did happen and we couldn't prove we followed procedure, you'd be the one liable. I care too much about you and this team to let that happen. They spent 10 minutes redesigning Josh's workflow to make the documentation faster and more efficient. Josh never missed another safety check.

Speaker 1:

That's Gen X accountability, clear expectations, direct communication, problem-solving focus and genuine care for the person. You're not afraid to have hard conversations, but you have them with the goal of making people better, not making them feel smaller. All right, strength number four you're the master translator of the workplace. Here's a scenario that plays out in companies everywhere. A boomer executive and a Gen Z employee are in a meeting and they might as well be speaking different languages. The Boomer says I need you to take ownership of this project and really drive results. The Gen Z employee hears work long hours and don't ask for help. The Gen Z employee says I want to make sure this aligns with my values and growth objectives. Employee says I want to make sure this aligns with my values and growth objectives. The boomer hears I'm high maintenance and not committed to this work. And who steps in to translate? You do.

Speaker 1:

To the boomer, you say Sarah's asking great questions about how this project fits into her development plan. Let's talk about how we can frame this as a growth opportunity, that plan. Let's talk about how we can frame this as a growth opportunity. To Sarah you say look, jim's really invested in seeing you succeed when he talks about ownership. He means he trusts you to run with this and will back you up when you need resources. See, this isn't just diplomacy, it's essential leadership.

Speaker 1:

You've worked closely with both generations. You understand their motivations, their communication styles and their blind spots. You remember when face-to-face meetings were the only option, but you've also adapted to Zoom calls and Slack channels. You can shift between let's grab coffee and hash this out and can you send me a quick message, depending on who you're working with. This makes you invaluable in today's multi-generational workplace. While others are getting frustrated with generational differences, you're the one building bridges. All right, strength number five You've developed resilience through repeated adaptation.

Speaker 1:

Let's be honest about what Gen X has lived through in your careers. You started working during the dot-com boom, watched it crash and you adapted. You learned new technologies when the internet transformed business you adapted. You weathered 9-11 and its economic aftermath you adapted. You weathered 9-11 and its economic aftermath you adapted. You survived the 2008 financial crisis and massive layoffs and adapted. You figured out social media when it changed how we communicate, you adapted. You led teams through the global pandemic and remote work and, yes, you adapted. Now you're navigating AI's disruption and guess what? You're adapting again. Each time, you didn't just survive, you learned something that made you better.

Speaker 1:

You develop what I call adaptive leadership the ability to stay calm when everything around you is changing. This adaptability isn't just a nice to have trait. It's exactly what organizations need in today's rapidly changing business environment. So how do you leverage this adaptive leadership practically? First, focus on what you can control when everything else is uncertain, instead of getting overwhelmed by all the unknowns. Identify the fundamentals that remain constant your people's core strengths, your customers' essential needs and your organization's primary value proposition. And then, second, move quickly with imperfect information. Yes, I said that Move quickly with imperfect information. You've learned that waiting for complete certainty often means missing the window to act effectively. Make the best decision you can with available information. Then adjust as you learn more.

Speaker 1:

Third, separate temporary adjustments from permanent changes. When disruption hits, ask yourself what do we need to modify right now to keep moving Versus what fundamental changes do we need to make for the long term? This prevents you from making permanent decisions based on temporary circumstances. And fourth, communicate the why behind the changes clearly and frequently. Your team needs to understand not just what's changing, but why it's necessary and how it connects to the bigger picture. This reduces resistance and increases buy-in. Then, fifth, build flexibility into your systems and processes. Instead of creating rigid structures, design workflows that can bend without breaking. Okay, this means having backup plans, cross-trained team members and processes that can scale up or down as needed. Your adaptive leadership isn't just about surviving change. It's about using a change as a competitive advantage. While others are still figuring out what happened, you're already three steps into solving it.

Speaker 1:

All right, strength number six you lead with quiet confidence. Gen X leaders don't need to be the loudest voice in the room. You're comfortable leading from the middle, making other people successful and getting things done without fanfare. This drives some people crazy. They want you to be more visible, more vocal, more self-promoting. Here's what they're missing. Your quiet confidence is exactly what many teams need.

Speaker 1:

Here's how to leverage your quiet confidence more effectively. First, understand that leading from the middle is a strategic advantage. You're close enough to the work to understand real challenges, but senior enough to influence decisions. Does that make sense? Use this position to be the bridge between strategy and execution. Second, make sure your results are visible. Even if you don't make yourself visible, you don't need to self-promote, but you do need to communicate the impact your team is having. Okay, share success stories, highlight team achievements and connect your work to organizational goals. Third, develop others intentionally and we talk about that a lot here.

Speaker 1:

Your quiet leadership style creates space for others to grow. Use this to build strong successors and explain your influence through the people you develop. And fourth, speak up when it matters most. You may not be the loudest voice in every meeting, but when you do speak, make sure it counts. Your reputation for thoughtful, practical input means people listen when you finally do contribute. Then, fifth, document your decision-making process. Since you tend to work behind the scenes, others may not understand how you achieve your results. Sharing your thinking helps others learn and builds confidence in your leadership approach, your quiet confidence. That isn't a limitation. It's a leadership style that creates stability. It creates trust.

Speaker 1:

In chaotic environments, teams gravitate towards leaders who are calm, steady and focused on what actually matters. All right, let's get to this week's reality check where Gen X leaders can grow. Let's be honest about the areas where Gen X leaders sometimes struggle. One, embracing feedback culture. You're used to figuring things out on your own, but younger team members often want more regular feedback and guidance. The no news is good news approach doesn't work for everyone anymore. Two, showing vulnerability. Your strength is staying calm under pressure, but sometimes your team needs to see that you're human too. It's okay to admit when you're learning something new or when you're uncertain about the best path forward. And then three, investing in recognition. You don't need a lot of praise to stay motivated, but many of your team members do. Okay, regular acknowledgement and celebration of wins isn't like fluff. It's fuel for sustained performance. These aren't major flaws. They're areas where your natural strengths might need some conscious adjustment to connect with different working styles.

Speaker 1:

So your challenge for this week? I want you to do two things. First, I want you to write down three specific examples of times your Gen X leadership traits made a real difference. Maybe it was staying calm during a crisis, or solving a problem quickly, or building a bridge between conflicting perspectives. Own these strengths. And then, second, pick one area where you could adapt your approach for your current team. Maybe it's just providing more regular feedback or being more visible about celebrating wins or sharing more context about your decision-making process.

Speaker 1:

The goal isn't to change who you are as a leader. It's to leverage your strengths more and more intentionally and fill those gaps where it's needed Gen X leaders. Here's what I want you to know the business world needs more of what you bring your practical problem solving, your earned authority, your ability to hold people accountable with respect, your skill at building bridges across differences, your quiet confidence and adaptive resilience. These aren't old-fashioned leadership traits. They're timeless ones. While everyone else is debating the latest leadership trends, you're doing the actual work of leadership making people better, solving real problems and delivering results that matter. You've been the steady hand on the wheel through more change than any generation before you. You've learned to lead not from theory but from necessity, and you've developed the leadership style that works because it's been tested in the real world, refined through experience and proven under pressure. So this week, lead with confidence, trust your instincts and remember that your approach to leadership practical, resilient and focused on what actually matters is exactly what many organizations need more of.

Speaker 1:

If this episode resonated with you, send it to a fellow Gen X leader who needs this reminder. Let's start the conversation about the value we bring and how to multiply it. And if you're serious about becoming the kind of leader who builds people, systems and culture the right way, why don't you head over to Next Step Advisors that's NXT, nextstepadvisorscom. Whether you're building your leadership pipeline, coaching emerging leaders or trying to evolve your own leadership style, you'll find the tools, strategies and support to do it with intention. And if you haven't yet, connect with me on LinkedIn. It's where I share even more leadership insights, video clips from the show and behind-the-scenes context you won't find anywhere else. That link is also in the show notes. And, hey, before you go, make sure to follow or subscribe wherever you're listening. That's how we keep building better leaders, one episode at a time, because building leaders is important and it's also what leaders do.

Speaker 2:

Thank you for listening to Things Leaders Do. If you're looking for more tips on how to be a better leader, be sure to subscribe to the podcast and listen to next week's episode. Until next time, keep working on being a better leader by doing the things that leaders do.