The Many Faces of Leadership: Finding Your Style in a Multigenerational Workplace
We’ve all heard it before: “Leadership isn’t one-size-fits-all.” But what does that really mean in today’s dynamic, multigenerational, remote-and-hybrid work culture?
As someone who has supported leaders across sectors and helped organizations create systems that work, I’ve learned one thing for sure your leadership style matters. Not just in how you manage projects or meetings, but in how you inspire trust, build momentum, and adapt to the people you lead.
Let’s break down how you can find (and flex) your leadership style to better connect with your team and yourself.
Which Leadership Hat Do You Wear? A viral leadership framework circulating LinkedIn outlines 9 core leadership styles from Visionary to Situational. You might recognize your own tendencies in a few of them:
Visionary (Elon Musk): Big-picture, future-oriented
Democratic (Satya Nadella): Collaborative, consensus-driven
Servant (Mary Barra): Empathetic, people-first
Coaching (Sheryl Sandberg): Growth-focused, development-minded
Transformational (Oprah Winfrey): Bold, change-driving
Autocratic, Transactional, Laissez-Faire, Situational—the list goes on.
None of these are “wrong.” In fact, effective leaders often shift between styles based on the context. A Harvard Business Review article, “Leadership That Gets Results” by Daniel Goleman, outlines how great leaders have range and know when to pull which lever.
“The most effective executives use a collection of distinct leadership styles—each in the right measure, at just the right time.” – HBR
Think of leadership like a toolkit. What matters most is knowing when to reach for the wrench vs. the hammer.
Leading Across Generations: One Size Doesn’t Fit All
Today’s workplace is a multigenerational mix of values, expectations, and communication styles. If you’re leading a team, you’re likely navigating the needs of Boomers, Gen X, Millennials, and Gen Z often all at once.
An insightful infographic shared by Justin Hill on LinkedIn breaks it down with clarity:
Boomers (1946–1964) seek structure, loyalty, and respect. They value experience, hierarchy, and consistency in leadership.
Gen X (1965–1980) thrives on autonomy and efficiency. They appreciate directness, minimal micromanagement, and flexibility.
Millennials (1981–1996) prioritize purpose, growth, and feedback. They want leaders who are approachable and organizations with values that align with their own.
Gen Z (1997–2012) expects inclusion, innovation, and mental wellness support. They communicate rapidly, often digitally, and value transparency and authenticity.
Understanding these generational traits isn’t about labeling it’s about leading with empathy and effectiveness.
So what’s a modern leader to do? You lead with awareness and agility.
For example:
Use democratic or coaching styles when working with Millennials or Gen Z.
Lean into transactional or visionary methods with Gen X who appreciate outcomes and direction.
Recognize the servant leadership style may build trust faster with Boomers, who value acknowledgment and security.
This doesn’t mean you need to become a different person. It means stretching your style to meet people where they are—something I coach my clients to embrace.
When Leadership Gets Hard
The moment hit me unexpectedly.
I was wrapping up a tough call, my voice steady but my energy drained. I didn’t know my 10-year-old had been listening from the hallway. When I finally ended the call, she quietly walked in, handed me a copy of Harvard Business Review, and said, “You should read this it's about how people want to feel like they matter.”
She had turned to an article under the “Managing People” section and started reading aloud. It was one of those moments that stops you in your tracks not just because of the wisdom coming from such a young voice, but because she was right. She heard in my tone something we all feel at some point: the weight of not being valued.
That’s the reality for so many leaders and professionals. Leadership isn't always uplifting. Sometimes it's lonely, exhausting, or riddled with difficult dynamics that chip away at your confidence.
In the Harvard Business Review article, “10 Signs of a Toxic Boss — and How to Protect Yourself” by Collins D. Ellis, the warning signs are clear: micromanagement, fear-driven culture, emotional volatility, and chronic burnout among staff. But here’s the kicker toxicity doesn’t have to be loud to be damaging. Even well-meaning leaders can become toxic when systems break down and support is lacking.
If that resonates, you’re not alone. But here’s the truth:
Toxic patterns can be interrupted.
With the right structure, communication tools, and leadership support, even dysfunctional teams can heal and thrive.
That’s where we come in.
At Opal Bloom Advisory, we don’t just help you lead—we help you lead better, with integrity, clarity, and confidence. Because sustainable leadership doesn’t come from hustle culture—it comes from smart systems, empowered people, and intentional support.
Whether you're building a small business team, scaling a nonprofit, or juggling a hybrid staff, we offer support that aligns with your leadership journey:
Leadership & Team Development
Coaching and consulting to help you flex your style and lead with intention.
Operational Systems & Project Management
Build workflows and rhythms that support how real humans work best.
Executive Support & Planning
From strategic planning to team events, we help your leadership efforts take root.
You don’t have to do it all. You just need the right support system.
Ready to Grow Into the Leader Your Team Needs?
Schedule a free discovery call. Let’s build your leadership toolkit one intentional step at a time.