Work has changed. Leadership must too.
“Orders Are Optional.”
It’s a line from a film, but it captures a growing reality in today’s workplace. Millennials and Gen Z increasingly prefer autonomy, dialogue and participation over rigid hierarchy.
This isn’t defiance. It’s evolution. Work has changed. Leadership must too.
Four Generations, One Workplace
Today’s SME leaders often oversee four distinct groups:
- Baby Boomers (1946–64): Respect authority, value experience, prefer structure.
- Gen X (1965–80): Independent, adaptable, sceptical of bureaucracy.
- Millennials (1981–96): Collaborative, feedback-hungry, mission-driven.
- Gen Z (1997–2012): Digital-first, flexible, expect transparency.
Each group brings its own strengths and blind spots. The differences often create friction: between managers and teams and between peers.
Where Misunderstandings Begin
Generational tensions are common:
- A Boomer rolling their eyes at a Gen Z colleague questioning an old process.
- A Millennial feeling dismissed by a Gen X peer who avoids regular feedback.
- A Gen Z worker feeling patronised by a “helpful” Boomer.
These are rarely about intent. They’re about communication gaps.
Why Emotional Intelligence Is a Business Tool
In Emotional Intelligence: the EQ Edge for Business Leaders, I argue that EQ is not a soft skill but a strategic one. In multi-generation teams, EQ enables leaders to:
- Recognise different motivators (security vs flexibility).
- Adapt communication styles (formal email vs instant messaging).
- Defuse misunderstandings before they harden.
- Build trust across age lines.
High-EQ leaders see that questioning isn’t defiance, experience doesn’t always equal relevance and efficiency looks different to different people.
Designing Teams for Multi-Generational Success
Practical steps for SMEs include:
- Shared goals, not shared styles: Focus on outcomes, not processes.
- Mutual mentoring: Let Boomers share experience and Gen Z share insight.
- Psychological safety: Encourage voices across the age spectrum.
- Clear but flexible frameworks: Set values and outcomes, allow latitude elsewhere.
The Takeaway
If “orders are optional”, influence, clarity, and emotional intelligence are essential. The best teams aren’t uniform. They’re stitched together with trust, empathy, and shared purpose.
Leadership today isn’t about shouting louder. It’s about listening better.