JOINT BASE CHARLESTON, S.C. –
I will never forget my first six months in 1996 as a second lieutenant where "Chief B" and "Col. M" were notorious in the unit for their stories of the good old days.
Their times were simpler ... coffee cups were sitting next to the ashtray on the desk, there was always talk about that darn "35-10," and Air Force Instructions were "Regs." When an Airman was given an order, he or she carried it out without question, and if they didn't there was this "tool" called wall-to-wall counseling, which I was told "usually happened out back." I never saw what that Air Force looked like, and the majority of today's Air Force hasn't either.
Trans-generational leadership is a remarkable concept leaders at all levels should stop and think about periodically. The generation our subordinates and superiors grew up in shapes their perspective. Consequently, supervisors and leaders should remember the cultures, mentality and foundation of a subordinate's generation may be remarkably different from their own.
The Baby Boomers are now our senior leaders and mentors - the experienced ones. For the purpose of this article, and not to overly stereotype, I'd like to focus on Generation X - those born from 1965 through 1976 - and the Millenials - born from 1977 through 1998.
Generation X saw the rise of the internet and "Dot-com" businesses. They remember the Space Shuttle Challenger disaster, Desert Storm and relate to Van Halen, Bon Jovi and the start of the hip hop culture. Millenials grew up with video games, are extremely technologically savvy and can multi-task like no other generation before them.
Who is sitting in the desk or office next to you? A Millenial, or perhaps a Gen X'er? Can you relate to him or her? Understanding the generational nuances may foster a happier workplace for everyone. Gen X'ers are mostly hands-off, independent individuals who like to work "with" you, not "for" you. They prefer the task at hand and the creativity and initiative to carry it out, but don't want the step-by-step instructions on how to complete it.
Millenials, however, prefer working in groups versus individually. Millenials like structure and stability in the workplace and don't mind some personal attention and feedback while carrying out tasks. Unlike the Gen X'ers, formal meetings are important to Millenials in keeping their focus and moving forward. Don't be afraid to challenge the Millenial, but ensure they have the tools, resources and support to complete the task at hand.
Remembering "Chief B" and "Col. M," and fast-forwarding to 14 years later, I am not sure either one would know what to say when asked "why" after telling an Airman to do something. The Gen X'ers and Millenials require buy-in from their leaders, and because we do not live in a because-I-said-so world, there can be dissent among the ranks.
Both generations are extremely loyal, but loyalty is a two-way street. Every Airman is motivated differently and since there is no one-size-fits-all tool, it is even more imperative to get to know your Airmen. Consider the generational differences. Motivate them, empower them and then recognize them for being the best Airman they can be.