Leadership has a decisive influence on the work capability of older employees and thus gains significant economic importance in light of demographic change. The concept of individualized, age-appropriate leadership provides structural and interactive recommendations for corporate practice. The empirical part of the study is based on an interview and questionnaire study with managers in Germany. Through factor analyses, the areas of attitude towards leading older and aging employees, leadership behavior towards older and aging employees, perception of one's own aging, and perception of the work capability of older employees were operationalized. Additionally, specific relationships between the individual areas were demonstrated.