Gen Z Matters Podcast

Who is he? Jim is a ‘recovering software engineer’, after working as a coder for the last 20 years, he’s excited to use his expertise to help organizations move their vision forwards without the hurdle of tech issues getting in the way. Answering the question, how can tech make a positive impact on the world, Jim is here to help in any way he can. What is he talking about?  He is here for an honest conversation today about what he knows best. Jim looks for opportunities to positively impact people and this world at large and he has a gift of taking a really complicated topic and making it easy to understand, work through, and get past so you can move ahead without the fear of technology holding you back. Why does this matter?  In our conversation today, Jim and I talk about what we’re seeing is changing and shifting in our world today, not just in the lives of Gen Z, but how the tech shift affects the communication between generations. Jim is speaking from his own experience as a Tech Coach for 20 years, as a parent of a couple of young kids, and as an advisor to brands that are making a huge impact in this world.

Who is he? Brett Ullman travels North America speaking to teens, young adults, leaders and parents on topics that most people are uncomfortable talking about including mental health, sex, pornography, dating, media and what it means to 'be a man.’ Brett’s seminars engage and challenge attendees to try and connect their ancient faith with the modern culture we live in. What is he talking about? As we continue our conversation, Brett highlights to us that this is truly a battle we are facing with mental health. This is not something we can become apathetic about nor is it a simple ‘fix.’ We are wholistic beings so mental health is actually impacted by our body, mind and soul. Why does this matter? As leaders in organizations, families, etc. we can begin to make changes for the Gen Zs around us to help them work through their own mental health journey. The changes you make will impact the Gen Zers around you now and in addition to that, the changes will set a precedent for anyone looking to join your organizations in the future.

Who is he? Brett Ullman travels North America speaking to teens, young adults, leaders and parents on topics that most people are uncomfortable talking about including mental health, sex, pornography, dating, media and what it means to 'be a man.’ Brett’s seminars engage and challenge attendees to try and connect their ancient faith with the modern culture we live in. What is he talking about?  Brett is speaking from his own experience with mental health and gives great insight as to how we cannot blame the increase of mental health over the last 15 years (25-40%) to one thing. It is not this or that, it is this and that. The increase of mental health is a complex issue involving the increase of smartphones, yes, but also the lack of parenting, healthy diets, daily exercise, involved family lives and the increase of busyness. Why does this matter?  In part one of our conversation today, Brett shares his insights with mental health and how we cannot be blaming this generation’s increase in mental health simply on the increase of screens/smartphones. We need to take responsibility for the way we are raising children in this generation, treating them in our organizations and how we are processing our own mental health journeys.

Among organizations today we see these conflicting attitudes: Manager: “This generation is entitled. They want freedom, here I’ll give them freedom!” *gives them a job description and expects them to thrive with little training, encouragement, or ongoing engagement* Gen Z recruit: “Wait, I don’t want absolute freedom, I want to know what is expected of me and then given the freedom to change the way it’s always been done if it feels ineffective.” *stays in the job for a while, feeling unwanted, unappreciated, and realizes any experience here she can learn from Youtube. She quits* If your organization isn’t going to put a value on mentorship, you are going to continue to experience turnover among young employees, costing you time and money you can’t afford. So, today we’re going to discuss mentorship, ask some good questions around it, and give a couple of tactical steps to make to help address this issue.

Who she is? Lindsey Pollak has worked with and spoken to some of the biggest organizations about Millennials in the workplace, and creating a thriving multigenerational workplace. She was one of the first people to start talking about Millennials over a decade ago and her passion is only growing as the workplace continues to change. What she’s talking about? Lindsey’s latest book, The Remix, discusses the classic DJ remix as an analogy for how the workplace should adapt to change going forward. We need to keep some of what everyone has loved, but give it a new spin to allow the next generations to feel like it belongs to them as well. She is full of ideas, insight, and compassion for all generations and she’s leading the conversation in creating a culture where they can thrive together. Why this matters? In our conversation today, Lindsey shares her compassion for all generations as we dive into The Remix and explore the 8 ‘Rules for Remixers’. We talk about how Gen Z is changing the landscape, why we can’t just forget about Millennials, and how learning and communication is a two-way street across the generational gaps. With her years of passionate insight and learning, Lindsey gives a phenomenal overview of how we can begin to adapt to the future workplace, and she gives a few super practical and easy-to-implement ideas you can begin immediately.

Among organizations and families today, we are looking at a new generation growing up, and taking the world by storm, but we have no idea how to interact with them, work with them, parent them, and understand them. We are all struggling to understand and get one step ahead but we all feel like the squeeze maybe isn’t worth the juice, “Just wait till their older and they’ll figure life out.” But maybe we just need a little grace, maybe we need to remember that this tech revolution is happening to all of us, we’re all new at this.

Today’s problem sounds something like this. “Generation Z only cares about themselves.” What you’re really seeing is a generation crying out for connection, for a place to belong. Because when we find somewhere to belong, we commit to making it better. Gen Z is longing for somewhere to belong and succeed.

There was a study that found nearly 50% of Gen Z admit to a lifestyle that leads them to feelings of chronic loneliness. This is not just a fleeting feeling of boredom, or being alone, but chronic loneliness is a state that leads to other damaging states of mental health. So, why does this matter for you and your organization today?

In our conversation today, you will hear from an active and engaged manager choosing to take an inclusive, authentic, passionate, and coaching-centred approach to working with an entry-level employee. If you think there is only one option, and you’re watching Gen Z walk out the door because they don’t fit in the roles you have, or even the roles you hired them for, you’re going to love this conversation and be inspired to take new action.

Anxiety among Gen Z comes from a few sources: Competition, Fear and Expectations. Competition to be seen and heard. Fear stemming from a world of terrorism. Expectations on what they should do and how they should succeed. Anxiety is on the rise, it’s an epidemic among this generation. Are you helping calm this issue down or are you fanning the flame?

Today’s problem sounds something like this: “Generation Z are so entitled, with unrealistic expectations of the world and the workplace.” Whoa. That’s big. Here’s where we’re going to go with this today. If one of the main challenges we have with Gen Z is their sense of entitlement, or unrealistic expectations, we should take some time to learn where those expectations come from, and how we can build relationships with a slow-to-trust generation.

Among organizations today most issues are relational issues and most relational issues stem from a misunderstanding of the other person, people, or group. With a new generation coming up into the workforce, there are plenty of misunderstandings, stories we’re telling, and assumptions we’re making about this young generation and what they expect from work and life. If we let these perceptions guide us in our hiring, collaborating, learning, and friendships, we’ll build up barriers between us and Gen Z before they’ve even had a chance to show us who they are.

David E. Nielson is a management consultant and executive coach, and author of the Nine Dimensions of Conscious Success. He brings over three decades of global, corporate, Fortune 500, and private consulting experience in organizational change management, leadership development, and training. With over 30 years experience working on the ins and outs of large and small companies around the continent, David brings a unique perspective, with insight to the main challenges organizations are facing today, how Gen Z is a part of those challenges, and how they can be a part of the solutions. In our conversation today, David shares about his new book, the Nine Dimensions of Conscious Success, which will provide leaders of all ages the kind of self-awareness necessary for success today. We talk about how self-awareness and intentional success markers are important for Gen Z and all other generations. David also shares his unmatched wisdom from working in the field for decades, listening to the problems managers have and coming up with creative solutions to developing stronger relationships, and inclusive workplaces.

Among organizations today we are facing the new reality of the largest generation coming into the workforce. This generation, Gen Z, has specific and lofty expectations for finances in their lives. If we don’t understand what they expect, beyond simply the ‘they want money without doing the work’ narrative, we will keep hiring them and watching them leave our organization quickly when their expectations aren’t met. Or, when they find something else.

Today’s problem sounds something like this: “Gen Z do not want to do the hard work required in this job!” OR “They just don’t seem to care about anything I suggest for them to do.” Well, these challenges, like all the others, are noticed because to some degree they are accurate. But if we leave it there, it creates more tension between generations that isn’t helpful to anyone. They may be showing you they don’t care, or don’t want to work hard, but what’s happening below that surface is this; Gen Z wants to be part of a movement, not a monument.

Among organizations today we spend millions on branding, visioning, strategizing, planning, conferences, Christmas parties, technology upgrades, whatever we can do to enhance the productivity and overall morale of our employees. For Gen Z, though, none of this matters if you aren’t being real with them.  If they don’t trust you, you aren’t going to get very far with this next generation. As future employees, customers, students, or members of your organization in any way, Gen Z will seek out and stick with the most authentic brand, not the most popular.  With major crowdsourced sites and apps like Wikipedia, Twitter, Facebook, Glassdoor, and Ratemyprof/doctor/etc., there is no shortage of public experience and opinion ready to be consumed during the Uber ride on the way to the interview. They see right through you.  So, today we’re going to discuss why authenticity matters, ask some good questions around it, and give a couple of tactical steps to make to help address this issue.

Jared is the Founder of Renga, a Brand Strategy and Design Studio, he is an expert on authenticity and brand identity, with a unique perspective on hiring, developing, and communicating with the next generation. I invited Jared on the show because I knew he would be able to unpack the idea of Authenticity for us - one of the main values and expectations of Gen Z in your organization. We begin by talking about how you can develop a more authentic brand to help you connect with Gen Z, but then Jared surprised me with his INCREDIBLE insight about authenticity within the workplace. The expectations of Gen Z seem large, we can call them entitled, and we wonder why they don’t want to work with us or stick around long term in our organizations. We’re learning that a major factor in these challenges is a lack of authenticity. Jared will help shift your mindset around the culture of your organization, and gives you a great place to begin as you create a culture of authenticity that Gen Z will be attracted to be a part of.

Among organizations today there is the expectation that Gen Z wants to work for us. That they are desperate, looking for somewhere to fit in, and we will be the match for them. When we do hire them, they should be grateful and do everything possible to work hard and make this organization thrive. Only, they aren’t working hard...at least not always for you. This is the self-proclaimed hardest working generation, and that’s because they know that there are so many opportunities out there for them to work hard at. When it comes to this job, the one you just put them through 4 interviews to land, they don’t really need it. The truth is, if this doesn’t work out, they may just start their own thing, or pick up a few freelance jobs as part of the massive gig economy rising up. So, today we’re going to discuss why the gig economy matters, ask some good questions around it, and give a couple of tactical steps to make to help address this issue.

"I understand we should bring Gen Z into our organizations, but aren’t they too young to bring real value here?" The challenge we hear: "Gen Z is too young to bring real value here." Gen Z is 23 and under right now, the truth is, there aren’t many 21 year olds out there with significant seats around the table or platforms to speak from. Yet, if we look at where our organizations are stuck, the real barriers in front of us, Gen Z may just be able to come up with the solution, find a way around the problem, or connect us with the method and people that will be able to solve the problems. This isn’t about creating a culture of hierarchy, positional power, or influence. To Gen Z, the way to attract their innovative, inspirational talents, is to create a culture of inclusion.

Opportunity is knocking, and calling, texting, and DMing. The possibilities really are endless Put yourself in the shoes of a 19 year old today: With full access to all the information in the world in your pocket, if you’re passionate enough, you can make anything happen. You create a thing. You and your team sell it while it’s hot. You make a difference in your world. You are noticed and offered jobs at a number of amazing organizations. You jump on board with the organization making the biggest difference. You thank your team and followers that got this product off the ground and take the next step. By your 20th birthday you have a career that could last a long, long time. In today’s opportunistic culture, there is no need to wait. When this generation has an idea, they will make it happen. How are you going beyond the inspirational poster on the wall in your organization? Do you push the ‘crazy’ ideas of Gen Z to the side? In your organization, who can you empower to dream a little more? Today we’re going to discuss these endless possibilities, ask some good questions around it, and give a couple of tactical steps to make to help address this issue.