Stepping into a leadership role is a major achievement, whether you’re a seasoned professional or newly promoted. But with the title comes the challenge of leading diverse teams—including those who may be older, more experienced, or even perceived as “smarter.” While these situations might seem daunting, they’re also incredible opportunities to stretch into the true work of leadership and strengthen your team.
As leaders grow, success becomes less about being the most knowledgeable person in the room and more about defining the work, setting direction, empowering people’s strengths, and creating alignment. The shift from “doing” to “leading” is often the hardest—and most essential—transition.
Let’s look at common leadership challenges and strategies to navigate them effectively.
Challenge #1: Leading People Older Than You
When managing someone older, it’s natural to wonder if they’ll take you seriously, especially if there’s a significant age gap. You may worry they’ll view your age as a lack of experience. That doubt can spark insecurity—but it’s crucial to remember why you were promoted in the first place. You earned the role. Showing confidence while honoring what others bring creates authority without arrogance.
Strategies
· Acknowledge Experience: Begin by recognizing their expertise and asking for their insights. This shows respect and opens the door for collaboration. Engaging in one-on-one conversations where you discuss team goals and solicit their input helps get everyone on the same page.
· Be Confident, Yet Appropriately Vulnerable: Confidence and vulnerability are critical. Don’t shy away from admitting when you don’t know something. By being honest, you create space for mutual respect and demonstrate that you value their experience.
· Practice Generosity: Support their growth and celebrate their achievements. Leaders who generously share credit and give meaningful feedback cultivate trust and admiration. Recognize that older team members may have different needs or life responsibilities—do what you can to support them.
Challenge #2: Leading People with More Expertise
Sometimes leaders are hired for strategic thinking or people leadership - not technical mastery. When your team knows more about the work than you do, the goal is not to compete with them but to empower them. This is where the shift from being the expert to leading the experts becomes transformational.
A leader’s job is not to do the work. It’s to define the work - to set the vision, clarify the objectives, decide who does what, and hold people accountable to shared outcomes. When you step onto the “balcony” instead of staying on the “dance floor,” you create clarity and space for others to thrive.
Strategies
· Leverage Their Knowledge: Invite their expertise and treat it as a critical asset. Let them know explicitly that you value what they know and want them to lead in their domain. This builds credibility and enables you to lead effectively without being an SME.
· Promote Open Communication: Encourage regular discussions to allow for knowledge-sharing. Facilitate an environment where questions and ideas flow freely and demonstrate that you’re there to support their work.
· Ask High-Value Questions: You don’t need all the answers—you need the right questions. Insightful questions draw out their expertise, deepen understanding, and reinforce your strategic leadership.
· Stay Committed to Learning: Continuously develop your knowledge in areas relevant to your team. Participate in workshops, stay updated on industry trends, and seek feedback. This shows a dedication to growth that helps bridge any perceived gaps in expertise.
Challenge #3 Leading People Who Are Smarter Than You
Intelligence takes many forms—and chances are, someone on your team will excel in ways you don’t. Great leaders don’t compete with brilliance; they orchestrate it.
One of the biggest reliefs in leadership is realizing you’re not meant to out-think your team. In fact, exceptional leaders intentionally surround themselves with people who bring deeper expertise, sharper analytics, or specialized knowledge. Your value is in creating the environment where each person’s strengths drive collective success.
Strategies
· Be an Advocate for Team Success: Instead of focusing on individual achievements, champion the team’s collective intelligence. Emphasize shared goals and celebrate each person’s unique contributions.
· Encourage Collaboration: Inspire your team to share ideas and problem-solve together. When intelligent individuals work as a unit, you create a resilient team better equipped to handle challenges.
· Showcase Adaptability: Adaptability and resilience are essential leadership traits that often resonate with highly intelligent individuals. Share stories of overcoming obstacles, demonstrate flexibility in the face of new information, and actively engage in problem-solving. This conveys your strength as a leader committed to personal and team growth.
· Build Trust Through Transparency: Acknowledge their expertise openly and ask, “How can I best support you in this work?” This simple question signals partnership, confidence, and psychological safety.
Many leaders were promoted because they excelled as individual contributors. But leadership requires a different identity: one rooted in vision, clarity, coaching, and accountability. The work is no longer about doing the job yourself - it’s about helping others do their best thinking and best work.
Ultimately, leadership isn’t about age, expertise, or who’s the “smartest” in the room. It’s about building trust, leveraging strengths, and guiding the team toward shared success. Your responsibility is to create an environment where every team member feels seen, heard, and empowered.
Quote: "The greatest leader is not necessarily the one who does the greatest things. They are the ones that get the people to do the greatest things." – Ronald Reagan
Question: How do you handle leading people older or more experienced than you? Comment and share below; we’d love to hear from you!
The next blog in this series 2/3 will focus on another leadership challenge of being the only woman in the room.
As a leadership development and executive coach, I work with leaders to sharpen their leadership skills and navigate tricky situations, contact me to explore this topic further.
How Do You Lead Those Senior Than You?