That last post brings me back to the core of my blog: what does a leader look like in a postmodern context?
As I’ve observed my generation’s forays into leadership — including our new president, who was born on the cusp of Generation X in 1963 — I suspect a number of things will prove true about Gen X leaders as a whole. Granted, these are stereotypes and the characteristics may well prove to have positive and negative ramifications. I want to dig into what a leader looks like over the next month, but I’m going to be sporatic until I take my new position in April. Hang in there with me, and set your RSS feed.
I think Gen X leaders are not always immediately identifiable. They may not be the most vocal or the one up front. When you walk into a room of young people, you’re likely to note a few extroverts who stand out for being the most vocal. A few seem to command the ears of the rest though they’re not as outspoken. Others might carry the right technology or always seem to wear the right clothes. But the one in charge – the one who called the group together and did the behind the scenes work to get them there and subtly shift the conversation – may not be any of these.
Leadership is influence, after all. You can have a huge amount of influence without being the one in front. I gave an example of this kind of “back row leadership” in my very first post. Here’s another: do you remember in Amazing Grace how William Wilberforce was the vocal one in the House of Commons, but prime minister William Pitt was secretly pulling strings without offering any emotion from the floor? There was no question that Pitt was the power broker, though Wilberforce got the headlines.
So, why not lead from the front? There could be a lot of reasons, but let me suggest a few:
1. We have an iconic view of leaders. To be a leader, you have to have the complete package: a face for magazine covers, great speaking ability, amazing organizational aptitude and abundant confidence, empathy and wisdom. Who can measure up to the image? Either leaders are larger than life or they’re failing gloriously. Or both.
2. I think there is a strong preference for avoiding risk. It’s easier to sit in the back row and take potshots at the person at the front. The one at the front is putting his neck out, and that takes courage and confidence — two traits that seem to be lacking among many young people. Perhaps we’ve been too sheltered. Anyway, it’s easier to influence someone else to get out front and take the risk instead.
3. Younger leaders prefer facilitation. It’s a philosophical difference. We like to do accomplish things together, and sorting out the roles to recognize success gets messy when it was done as a team. Maybe it doesn’t matter who gets the credit, after all.
4. I think many in my generation see power as a trap. They’re not interested in all the perks that go along with position. No amount of power or money can make up for the long hours, the cost to family, the stress or the inability to wear jeans to work. Better to keep your freedom and your balance.