How do I lead team members who are older and more experienced than I am?

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Question: I’m in my 20s and I’ve recently begun managing a team for the first time. I’m managing people who are 20-plus years older than me, and I sometimes feel like they don’t see me as a leader figure because of my age. How can I effectively lead my team?
We asked Stéphanie Jules, tech lawyer and LinkedIn Top Career Development Voice, to tackle this one:
I think the first thing you have to develop is self-esteem. Managing people older than you can naturally lead to feelings of intimidation, but building strong self-esteem is critical in overcoming that. It’s about recognizing and owning your unique strengths and the fresh perspectives you bring to the team.
By embracing the value that you contribute, you can shift your focus from worrying about age or experience gaps to focusing on collaboration and achieving results. This confidence will foster mutual respect and will set the tone for effective teamwork regardless of age differences.
I’ve formally managed people who are older than me and I’ve also led people who are older in different leadership initiatives. At times, I’ve felt imposter syndrome. To overcome it, I remind myself that I am in the role because I’ve earned it. While I may not have the same years of experience, I have knowledge, I have skills.
As a manager, it’s easy to fall into the trap of thinking that you have to be perfect. I’ve learned that preparation is more important than perfection. If I’ve done my research, if I understand my team’s needs, if I know the goals they’re working toward, then I don’t have to be flawless in execution because mistakes are inevitable, but they are also learning opportunities. I try to lean on my strengths and trust that learning from those I manage is a part of leading effectively.
It’s also about making sure the team feels comfortable, because egos are going to be bruised. Some people are going to say, ‘You’re too young to be managing me, I have more experience than you.’ When I manage people who are older than me, I approach the relationship with a learner’s mindset. That means recognizing that while I have leadership responsibilities, their experience is incredibly valuable. I focus on collaboration, on listening actively to their insights and empowering them to share their knowledge. But I balance this with being decisive when I need to be.
It will take some time before you find your leadership voice. That will come from looking at the different leaders around you and seeing which type of leadership you are most attracted to. But it’s not just about mimicking those around you. Your voice should be unique to who you are. If you try to be someone that you are not, you’re going to hate it, and people will be able to see through you.
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