7 Critical Ways Gen X Strengthens Your Leadership Pipeline

Forbes

19-04-2025

While the media overflows with stories about Baby Boomers' retirement plans, Millennials' search for purpose, and Gen Z's digital savvy, one generation consistently fades into the background. Gen X—the 65 million Americans born between 1965 and 1980—has become the forgotten middle child of the workforce despite quietly leading today's organizations. Though they rarely demand attention like other generations, Gen X now holds over half of the leadership positions and forms the management backbone across industries. Yet this pivotal generation receives disproportionately less attention—an oversight that's unfair and potentially damaging to business performance.
To appreciate why Gen X deserves recognition, we need to examine the distinctive qualities that make this group indispensable. Let's explore seven attributes that make Generation X valuable contributors who are essential to your organization's leadership pipeline and future success.
Generation X has lived through and adapted to modern history's most significant technological transformations, giving them a unique advantage. Unlike digital natives or older generations who might resist technological change, Gen X bridges these worlds with remarkable adaptability.
Gen X brings technological competencies:
This powerful combination of technological fluency and business savvy makes Gen X valuable in implementing digital transformation initiatives across organizations.
Gen X is at the peak of their careers, bringing decades of experience while still having many productive years ahead. This makes them your most valuable leadership asset—experienced enough to navigate complexity yet adaptable enough to embrace change.
Gen X leaders offer critical advantages:
Organizations that focus exclusively on developing Millennial and Gen Z talent while overlooking Gen X are essentially neglecting the very leaders currently running their companies, making Gen X engagement and development a strategic imperative.
Organizations often undervalue institutional memory in an era marked by disruption and innovation. Gen X employees frequently serve as the keepers of this knowledge, having accumulated years of understanding about why systems, processes, and cultural norms exist.
Gen X preserves critical organizational knowledge:
This historical information becomes increasingly valuable during organizational transformations, providing the stability and context needed to manage change effectively.
Having adapted to major technological and workplace shifts, Gen X is uniquely equipped to bridge traditional and modern work approaches. Their position within organizational hierarchies positions them as natural connectors within a multi-generational workforce.
Gen X excels at cross-generational leadership:
As workplace generational diversity continues expanding, this bridging capability becomes increasingly valuable for organizational alignment and knowledge transfer.
Despite their reputation for independence and skepticism, Gen X demonstrates remarkable workplace loyalty compared to younger generations. Amdocs research found that only 14% of Gen Xers have considered leaving their jobs, compared to 31% of Gen Z and 27% of Millennials. Only Boomers showed slightly more loyalty at 13%.
This stability delivers significant organizational benefits:
However, this loyalty shouldn't be taken for granted. During the Great Resignation, Gen X departures increased by 37% compared to previous years—a warning sign that even this traditionally stable generation will seek better opportunities if undervalued.
Shaped by economic challenges, political scandals, and social upheaval, Gen X developed a distinctive pragmatism that translates directly to business value.
Gen X brings a results-driven approach:
This combination of practical assessment and openness to change makes Gen X leaders particularly valuable during periods of business transformation.
Gallup's research reveals troubling disengagement trends among Gen X workers. Since March 2020, the percentage of engaged Gen X employees has declined (from 35% to 31%), while actively disengaged Gen X employees increased (from 17% to 18%). The data is particularly concerning because Gen X shows the most significant drops in crucial engagement areas: connection to organizational mission, opportunities for growth, meaningful manager discussions, and the sense that their opinions matter. The good news is that addressing this gap doesn't require complex tactics.
Gen X typically responds well to straightforward strategies:
Given Gen X's critical leadership roles, the ROI for these relatively simple tactics could be substantial.
Organizations overlooking Generation X do so at their own risk. Gen X's competence, adaptability, and institutional knowledge become increasingly valuable as leadership gaps widen. In today's disruptive environment, this generation offers both stability and innovation—precisely what's needed to navigate uncertainty. It's time to bring Gen X from the background to the foreground of your talent strategy—not just as a recognition of their contributions but as an investment in your organization's future success.