Leading people who are older than you can feel a little intimidating, especially when you’re new to a role or stepping into a leadership position for the first time. You might worry about whether they’ll take you seriously, or whether you have enough experience to guide them. But here’s the thing – good leadership isn’t about age. It’s about your ability to listen, communicate clearly, and create a space where everyone feels valued. Whether you’re leading in a startup, a corporate office, or a senior living community, these tips will help you build trust and lead with confidence.

Don’t Try to Prove Yourself

It’s easy to fall into the trap of thinking you need to prove you’re qualified. But trying too hard to show you know everything can actually work against you. Instead of overcompensating, lean into a learning mindset. Ask for insights. Get curious about how things were done before and why. Invite older team members to share what’s worked for them in the past.

Older employees often have deep institutional knowledge and industry experience. When you tap into that rather than compete with it, you gain not just useful information but also respect. People are much more likely to trust and support a leader who listens to them and values their experience. It shows that you’re confident enough to grow, which ironically is what makes you look more capable, not less.

Be Respectful

Yes, respect matters, especially when you’re younger than the people you’re managing. But that doesn’t mean you have to tiptoe around giving direction or avoid difficult conversations. Your team, no matter their age, wants a leader who’s clear, fair, and consistent.

Being respectful means acknowledging the value your older teammates bring, not assuming they’re stuck in their ways, and not dismissing their ideas. But it also means stepping fully into your role. Set expectations clearly. Follow through on decisions. Own your responsibilities. You’re not doing anyone a favor by holding back just because someone’s been around longer. 

In environments where staff may include seasoned professionals with decades of experience, balancing respect and authority is key. When you do it well, you build a team culture that thrives on mutual appreciation and trust.

Communicate Openly

At the end of the day, leadership is about relationships. And relationships thrive on real, open communication. That means being clear about your expectations and feedback, but also being open about your own learning curve.

You don’t have to pretend you have it all figured out. In fact, showing a little vulnerability (without undermining your role) can make you more relatable and trustworthy. 

Age might make leadership feel tricky at first, but it doesn’t have to be a barrier. Respect your team’s experience, step confidently into your role, and lead with empathy and openness. When you do that, you won’t just lead older people well; you’ll lead anyone well.