In a world where youth is often in the spotlight, it’s easy to overlook the wealth of experience and wisdom that Generation X brings to the table. Born between the mid-1960s and the early 1980s, Gen Xers are often sandwiched between the larger, more vocal Baby Boomer and Millennial generations. But make no mistake — Gen Xers are a force to be reckoned with, and their unique skills and perspectives are more valuable than ever.
Gen Xers have at their core a remarkable resilience. Having come of age during times of economic uncertainty, political upheaval, and rapid technological advancements armed them with the skills to adapt and thrive; and this resilience has enabled them to weather challenges and flourish despite the changing of the guard.
Gen Xers, having spent decades honing their skills and building their careers, bring a wealth of experience and expertise to the table that should not be considered passé. From technical know-how to strategic thinking, Gen Xers have the skills and qualifications necessary to excel in any role, and have proven time and again that they are able to meet challenges head-on.
As a Gen Xer myself, I have watched so many culture shifts and changes in how the workforce flows, how work-life balance is viewed, the changes in loyalty to the organization and re-prioritization — from what can I do for the organization to today’s mindset shift of what can the organization do for me?
Growing up in a time before the internet and social media, Gen Xers possess a heightened understanding of reliance on their peers, and this perspective is invaluable in today’s increasingly digital world, where face-to-face connections are often overshadowed by screens and devices, and where human connection can often be set aside in favor of the efficiencies of Artificial Intelligence.
Gen Xers are natural leaders — practical, adaptable, and resourceful — qualities that are essential for navigating today’s ever-changing business landscape.
I have watched the workforce culture shift to one that prioritizes the needs and growth/nurturing of its employees. As a Gen X woman of color, I have been even more excited and inspired to see the emphasis on diversity and inclusion translate to tangible leadership development opportunities for those who may have been shut out in the past.
I would encourage organizations who are developing similar career ladder programs to focus not only on those early in their careers. If 50 is the new 30, then Gen Xers are just now coming into their professional primes, where their knowledge and experience aligns with their energies and vision. By tapping into the talents and recognizing the leadership skills of this prolific generation, organizations can position themselves for success for many years to come.
Jeanne D. LoVette, DHA, currently serves as Designated Learning Officer. In this role, she leads the development & implementation of executive leadership programs. She has wide-ranging leadership experience, serving as interim executive leadership, and creating & standing up customer service & employee engagement programs during her more than 15 years with the federal government. She proudly served her country in the US Army and, as a servant leader, passionately ‘pays it forward’ by serving as a certified leadership Coach and mentor. Dr. LoVette completed a doctorate in Healthcare Administration from Capella University, has earned certifications in change management, and is Green Belt certified. She is a member of the American College of Healthcare Executives (ACHE), has volunteered with The Reading People Literacy organization, and is a Michigan State University alum who loves all things Spartan Nation!
*The views expressed and opinions written do not represent those of any Federal agency.
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