Leading Through a Century of Change
When is the last time you got to dress up in a “costume” outside of Halloween?
Last week some of us took the opportunity to dress up in our best 1920s attire including gloves, a feather headband, pearl necklace, earrings, long cigarette holder. Now for those of you who know me well, the cigarette holder was a major stretch since I used to work for the American Cancer Society and am still an advocate for no smoking. 😉
You may be asking what in the world inspired us to do this?
The Rotary Clubs of Ankeny held our annual gala last week. Our theme – the Roaring 20s. So, it got me thinking about what’s changed about Leadership from then to now. Granted there’s not enough time or space to include everything so below are a few of the highlights I discovered about leadership in the 20s 100 years ago vs. leadership in the modern 20s.
Command & Control vs. Coach & Collaborate - 1920s leadership emphasized hierarchy, efficiency, and authority and follows process. Today’s leadership leans toward empowerment, coaching, and shared ownership and contributes to the purpose.
Efficiency vs. Engagement - Leaders in the 1920s optimized tasks by using time, motion, and focus mainly on productivity (which is important, however so are people). Leaders today optimize people to be even more successful through engagement and working to ensure their wellbeing which contributes to retention of team members.
Stability vs. Adaptability - The 1920s valued predictability and structure with focusing on long-term roles and climbing the ladder. The 2020s demand agility, fluid roles, continuous reinvention, and constant change.
Position Power vs. Personal Influence - Leadership used to come from title and tenure. You’ve heard it “Because I’m the boss.” Today it’s rooted in credibility, trust, and emotional intelligence. “Because you trust me.” For decades, IQ was considered a person’s primary predictor of success. However, in Emotional Intelligence, Daniel Goleman challenges this assumption, arguing that emotional intelligence—the ability to recognize, understand, and manage emotions in ourselves and others—is equally, if not more, important. Emotional intelligence (EI) determines how well we navigate relationships, handle stress, and make decisions. Without it, our emotions control us, leading to behaviors that hold us back. Fortunately, unlike IQ, Goleman contends that EI can be learned and developed. (Shorftorm.com)
Uniformity vs. Inclusion - The 1920s workplace often expected conformity so one could “fit in”. The 2020s workplace values diversity of thought, background, and experience where it’s okay to “stand out.”
Work as Duty vs. Work as Meaning - Work in the 1920s was largely transactional and about making a living. Today’s Workforce still wants to make a living however it is increasingly more purpose-driven and about making an impact. Simon Sinek, one of my favorite authors and TedTalk presenters, talks about a people needing to find their “Why.” I agree this is important in having a more fulfilling life.
Communication: One-Way vs. Continuous Dialogue - Leadership communication has shifted from top-down directives and announcements to feedback loops and ongoing conversations.
Speed of Change: Industrial vs. Digital - Both eras experienced rapid change—but today’s pace is exponential with all the digitization, AI, and remote work.
Leadership takeaways:
Authority gets compliance; coaching gets commitment.
You can measure output—but you earn discretionary effort.
Today’s leaders aren’t just managing change—they’re normalizing it.
Influence outweighs authority.
Innovation comes from differences, not sameness.
People don’t just want a paycheck—they want a purpose and passion.
The best leaders today listen as much if not more than they lead.
The faster the world moves; the more grounded leaders must be.
Leadership doesn’t stop at the end of an era. If we pay attention, it can continue to evolve to what the world and people need at any given moment in time.
Not someday. Not when things slow down. Now.
What’s one thing you’re going to do to continue establishing the Leadership Legacy of the 2020s and the next 100 years?
If you want to talk about your future or your team’s – drop me an email and let’s have a conversation!
You Got This. And I Have Your Back!
Supporting you in creating the life and career you deserve, Ann
