The question assumes that there is a necessary choice to be made here. It’s a bit like when you are organizing a trip, and the question of Rome or Paris comes up. Why can’t we do both? In other words: do we necessarily have to pick one or the other? I believe that the emphasis is on cooperation, and learning from each other. There is no shame in learning new methods and skills from the younger Y-generation. At the same time, it is also important for X-generation leaders who have already proven themselves to be able to pass on their knowledge. The Y-generation executive exists entirely in digital space, and therefore leads through different devices. A continuous online presence is important for them, and they make quicker, more impulsive decisions.
Similar to the ones that came before them, they would like to build a career. However, they want to do this instantly, in a fast manner that has them always contemplating their next step. By contrast, X-generation executives are mature and experienced, and many led their companies through the crisis in 2008, so their propensity to take risks is more moderate. They value what they have achieved, are greatly loyal, and have an unquestionable level of expertise.
At the same time, I also find it important to emphasize that individuals and personal development are important for both generations. Therefore, they value mentoring as well, with the difference being maybe that while members of the X-generation require this in the form of a personal relationship, members of the Y-generation are happy to make this happen in a virtual space. What is common in both, however, is that the need for mentoring arises as a basic management requirement. More momentum or more wisdom? I believe both, mixed, depending on the situation, the company sector, and the strategic goals.