Business consultants spend a lot of time helping clients deal with staff issues.

More often than not, the problem isn’t that someone is doing a bad job — it’s that they’re not doing things the way the boss “would have done back in my day.”

This generational clash is common in modern workplaces.

Younger employees often have different expectations, values, and approaches to work.

That doesn’t make them wrong — but it does mean leaders need to adapt.

Sometimes just a little. Sometimes a lot.

For many business owners, this shift can feel uncomfortable.

It’s tempting to expect the team to change rather than question your own leadership style.

But real leadership often means evolving yourself too — meeting people halfway, showing flexibility, and learning new ways of motivating and supporting your team.

This doesn’t mean giving in to every demand or throwing financial caution to the wind.

It means modelling the kind of behaviour you want to see.

Pay rises, for example, shouldn’t be automatic — but fairness, respect, clear communication, and empathy should be non-negotiable.

A great boss isn’t the one who always says yes; they’re the one people want to follow.

I came across a short piece some years ago that illustrates this point beautifully.

It’s often attributed to Charles Schulz, creator of Peanuts, and while it applies to life in general, it’s especially relevant to how we work and lead.

It starts with a simple quiz:

1. Name the three wealthiest people in the world.
2. Name the last three Masters’ golf champions.
3. Name the last three Miss World winners.

Tough, isn’t it?

Yet these people were all exceptional — the best in their fields.

But their achievements fade from memory.

Awards tarnish. Records are broken. Recognition doesn’t last forever.

Now try this quiz instead:

1. Name your first primary school teacher.
2. Name someone who helped you through a tough time.
3. Name three people you love spending time with.

That one’s easier.

The point is simple: the people who truly make a difference in our lives aren’t necessarily the richest, most famous, or most accomplished.

They’re the ones who care. They show up. They invest in others.

It’s the same in business.

The most impactful leaders aren’t those who rigidly enforce the old ways or those who give in to every request.

They’re the ones who listen, empathise, and genuinely care about the people they lead.

They adapt not because they have to, but because they understand that leadership is about more than authority — it’s about influence, trust, and human connection.

So here’s a challenge: at work and in life, ask yourself whether you are someone who counts.

Are you the kind of leader people remember — not for your title or achievements, but for the difference you made in their lives?

Because in the end, that’s what leadership — and legacy — is really about.

If you’d like to talk more about this, please contact me on 027 433 1430. I’d be happy to expand on this subject with you.