“Did you ever feel like the industry’s flipped on its head?” That’s what I asked my partner in crime over lunch.
We were reflecting on how things used to be. When we started in finance, managers were older, seasoned, full of lived experience. We brought the qualifications and knew we had to pay our dues.
Today, it’s different. Many mid-career professionals now report to younger managers fast-tracked with degrees, certifications, and loads of ambition.
When we asked others how they felt, most said it wasn’t about reporting to someone younger. The problem was that they were not being heard. It felt like everyone was speaking a different language.
We’d seen these clashes before, so we asked, “What would we do differently, knowing what we know now?”
Here’s what we came up with:
1. Speak Up More Often
Experience is valuable but it’s not always visible.
Younger managers often expect action and initiative upfront. Don’t wait for assumptions to build. “Straight talk, bad manners.” as my friend would always say. Ask: “What are you hoping to see from me on this?”
It’s a simple question that builds clarity and confidence
2. Respect Isn’t Age-Based
Mutual respect isn’t automatic it’s earned.
Once we stopped comparing credentials (and yes, it did take some time) and started listening, trust grew.
Everyone wants to be seen for their contribution, not their years.
3. Your Yin, My Yang
It’s not about right or wrong, it’s about different wiring.
A friend once said of her manager: “He seemed cold as ice, and I’m all people.”
Turns out, he valued structure and very tight check-ins. While she on the other hand was all about relationships and intuition.
Once they saw their differences as their unique working style rather than signs of conflict their working relationship changed completely.
4. Mentoring? Both Ways.
We often picture mentoring as the older guiding the younger.
But reverse mentoring (a term I recent learnt) unlike traditional mentoring recognizes that everyone has something valuable to teach and learn. Mutual learning taking place across generations that’s where the growth happens.
It’s not about who knows more. It’s about what we can learn from each other.
That’s how new conversations (and better systems) begin.
Final Thought
So, to all the seasoned, full of lived experienced mid-career professionals navigating a younger manager, you’re not alone. This isn’t a power shift it’s a perspective shift.
And the real question isn’t “Who’s in charge?” It’s “How do we lead better together?”
Because the future of leadership isn’t either/or, it’s both experience and fresh perspective, structure and adaptability, learning not from one but from each other to lead better.
#FinanceLeadership #WomenInFinance #GenerationalBridges #ReverseMentoring #RespectInTheWorkplace #CareerReflections #LeadershipEvolution
