New data suggests Gen X leaders are being leapfrogged in succession plans.
That worries us — not just because it’s our generation, but because overlooking this group leaves a critical gap in organizational strength. Gen X often serves as the glue that holds organizations together.
They bring institutional memory, operational depth, and adaptive leadership. They’ve navigated recessions, tech revolutions, and cultural shifts. They were the first to bridge analog and digital work, and they’ve been quietly building capacity ever since — mentoring emerging leaders, stabilizing teams, and adapting without chasing the spotlight.
And yet, when organizations skip over Gen X in succession planning, they risk losing the connective tissue that keeps people, strategy, and culture aligned. It’s like removing the keystone from an arch: you may not notice immediately, but the structure weakens.
So what should leaders do about it?
1. Audit your leadership pipeline
Take an honest look. Is Gen X represented at the right levels of your organization, or are they clustered in middle management while younger leaders advance past them? If the latter, what’s driving those decisions — and what risks are you accepting in overlooking experience?
2. Invest in their growth
Even seasoned leaders need opportunities to stretch, evolve, and stay relevant. Gen X leaders often carry the weight of “steady execution” but get fewer chances to reinvent themselves. Without investment, you risk disengagement or quiet exits — right when their influence is most needed.
3. Leverage their influence
This is the generation that can translate across levels. They know how to speak to executives, manage peers, and mentor emerging talent. Give them visible roles in shaping culture, leading enterprise-wide initiatives, and sponsoring the next wave of leaders. Their impact grows exponentially when their influence is recognized and amplified.
At HAVEN, we believe succession planning is not just about identifying the “next” leader, but about strengthening every layer of leadership so the whole system thrives. That means ensuring no generation’s potential — or hard-earned wisdom — is overlooked.
If you’re rethinking your succession plans, or wondering how to better leverage the leaders already in your ranks, let’s talk. Because the organizations that succeed will be the ones who know how to ignite exceptional performance at every level — not just at the top.
