I speak with leaders regularly. Invariably, the conversation turns to questions these leaders have about the Gen Z notion of what work is supposed to look like, their commitment to getting the job done, and their openness to talking about things like stress and burnout, for example

Will any of these complaints solve the issue?

Marshall Goldsmith and Kelly Goldsmith have some great tips on leadership, cultural positivity, and productivity. In an article for the Chief Executive, they ask: "How much do we learn when we talk about how great we are or listen to others doing that? How much do we learn when we talk about how terrible someone is or listen to others do that?"

What percent of interpersonal communication is wasted this way? According to Goldsmith's study, about 65 percent. Wow!

Take 100% Responsibility

It's About Culture💡

In my work with CEOs and Leaders, there is no room for negativity at any level. I know it can be hard, but the consequences of not shifting the conversation can be devastating.

A negative internal environment and culture can and will spill over into how your people treat customers. It will significantly affect your ability to attract and retain the best talent.

Everyone in your organization is looking to you for cues on what to do, how to act, and what is acceptable behavior in interacting with one another and your customers. These cues are based on actions, not words. It's part of your firm's culture.

As the leader, you are 100% responsible for creating a positive culture.

♞ What About Gen Z?

I recommend that instead of complaining about Gen Z, you take a different approach and a broader view.

View your culture, Gen Z, and all the other Gens through the lens of what is best for the company, the customers, and everyone in your organization. Then, assess what, if anything, should be changed or modified in your organization's culture.

In short, what Gen Z wants, I believe most of us want.

• They value work-life balance. Whether you call it balance or fit (which I believe fit is more fitting - pun intended), wouldn't we all want a little more of that? (My friend

• Pay is top of mind, but let's be honest: Isn't it for everyone? If you are unwilling to pay above the average, you will attract average or below-average staff. Daniel Pink, the author of Drive: The Surprising Truth About What Motivates Us, wrote, "... the best use of money is to take the issue of money off the table." He calls it the "Zen of Compensation."

• They value continuous personal growth in skills, knowledge, and a sense of freedom. They want to be challenged and learn, and assigning challenging projects with some autonomy goes a long way in fostering this.

• They want a positive workplace culture. The Gen Z cohort wants to work in an inclusive environment that values collaboration, encourages and values open communication, and promotes a sense of belonging (see psychological safety above).

• They are concerned about social impact and purpose. Most of us are driven and motivated by a purpose outside of our own self-interest. If you haven't already, consider your company's purpose as a center point when evaluating your culture and vision for its future.

It's About Time

I believe it's time to stop complaining and start meeting them where they are. The old ways of doing business have changed and will continue to change.

Let's find new ways to engage, communicate, and excite the various generations that make up your company and forge a future for success. It all starts with listening.

Positive Beats Negative 30:1 - Tom Peters, author of Excellence Now: Extreme Humanism

Until next time!