I’m 40 and a manager. In tech. A lot of my best servant leader examples/role models are from the generation above me. So, it’s not a style that is lost on them. My first feedback is that you may have some bad assumptions here.

It is hard to advise further without examples of the behaviors that don’t go well with the older crowd. It may be that you seem too permissive or something else that has nothing to do with “servant leader” style.

Good leaders are appreciated across age groups for their vision and their results. Of course there are always dissenters and disgruntled types, but it sounds like you have a blind spot if an entire group seems to reject your style.

Anonymous wrote:

Anonymous wrote:The timing may be right OP, however if you speak the way you write, it won't be you.

I speak much more briefly but for this board I provided a longer insight, I did run it through chatgpt and that's what it gave me lol

jfc

I am a boomer and to be honest I would not like to work for a child boss like you who bought a book on Amazon on how to be a Scum leader.

Empowering staff Blah blah sounds like a cult you run

You speak in a lot of buzzwords and jargon.

This 62 year old would not understand you. I know a lot of people in there 60's, 70's and 80's who are working full time. Do you want to be shoved out of the workplace when you are in your 60's? It is illegal to discriminate at the workplace based on age.

Generally leaders should speak in clear concise words.

The term "servant leadership" is used a lot in church/religious circles. It is an odd term to use in the business world.

Finally, if you have older workers say what you mean and use clear concise words, not jargon.

Getting back to your question, OP, you kiss ass upwards. That's what those old senior people like and want. Do all your servant leadership stuff for the people who report to you (and to be fair I like this mindset, too, and feel like it creates a better work environment.) And then when your boss or boss' boss ask you something, it's quick, decisive, and generally affirmative.

You have to describe the clashes more if you want more detail than that. Is it your boss that you aren't connecting with? Or is it that leadership favors the old fashioned people even though they aren't getting good results?

Anonymous wrote:

Anonymous wrote:The timing may be right OP, however if you speak the way you write, it won't be you.

I speak much more briefly but for this board I provided a longer insight, I did run it through chatgpt and that's what it gave me lol

are you kidding? That was awful. Hopefully you don’t employ ChatGPT as part of your servant leadership style.

Anonymous wrote:

Anonymous wrote:The timing may be right OP, however if you speak the way you write, it won't be you.

I speak much more briefly but for this board I provided a longer insight, I did run it through chatgpt and that's what it gave me lol

Lol I was going to say I thought this sounded like something that came out of chatgpt. Pro tip: don’t do that if you want people to provide helpful responses; chatgpt + corporate buzzwords is the worst possible combo.

In answer to what I think was your actual question: if your getting results your older colleagues won’t care about how as long as it doesn’t involve dragging them into endless meetings. In general, I think it’s important to vary your communication style as a leader depending on who you’re interacting with.

In order to get promoted you will need to adopt your style to the people above you.

Once you are there you can change things.

Anonymous wrote:The timing may be right OP, however if you speak the way you write, it won't be you.

I speak much more briefly but for this board I provided a longer insight, I did run it through chatgpt and that's what it gave me lol

Send this to Ask a Manager. You’re not going to get helpful responses on this board.

The timing may be right OP, however if you speak the way you write, it won't be you.

Anonymous wrote:You sure know many buzzwords OP. You also don't know the art of brevity.
Are you worried that your "command and control" older peers get better results than you with your "servant leadership" (ugh)?

I don't worry about their results however they create an environment that they blame others and become saviors. Either way, the vast majority of constituents aren't going to put up with it e.g. Elon Musk style or Jamie D of JP, I am wondering if the timing is right for the millennial leader style.

You sound like you’re reading from a script of textbook buzzwords.

You sure know many buzzwords OP. You also don't know the art of brevity.
Are you worried that your "command and control" older peers get better results than you with your "servant leadership" (ugh)?

I want insights on a leadership challenge I currently face as a high-level tech company leader. I currently lead a team of over 40 managers and reports, and my leadership style revolves around servant leadership – one that prioritizes serving and empowering my team to bring out their best potential.

I believe in leading by example, putting the needs of my team first, and fostering a positive work environment. However, I also hold individuals accountable for their performance, and when necessary, I take hard stances and make the tough decision to let go of poor performers.

The feedback from the younger millennial and Gen Z members has been overwhelmingly positive, and I am grateful for their trust and collaboration. However, I've noticed a contrasting situation with some of my older peers. They seem to adopt a leadership approach based on command and control, fostering an atmosphere of fear and hierarchy.

Navigating this multi-generational workplace dynamic has become somewhat of a challenge. While I have immense respect for the experience and expertise of my older peers, I worry that my servant leadership style might not resonate with them as it does with the younger workforce. It concerns me that this disconnect could impact my career progression.

To provide some context, many of my older peers are not retiring as quickly as anticipated, which adds to my dilemma. As a millennial, I value collaboration, transparency, and mutual respect, but I don't want to miss out on opportunities due to a potential clash of leadership styles.

I turn to this community for your valuable experiences and wisdom. Have any of you faced similar situations in your careers? How did you handle the intergenerational differences in leadership styles while still striving to achieve your career goals? Do you think my servant leadership style, combined with my ability to take hard stances and make tough decisions when needed, can coexist with the more traditional command and control mentality of some of my older peers, or do I need to make significant adjustments to bridge this gap?