New Podcast Feature: Mind and Body at Work with East Valley Leader Lab
It was a privilege to join Amanda Stradling and Tim Escu on the “Mind and Body at Work” podcast. We discussed one of the most critical topics in leadership today: how to effectively integrate Gen Z into the workforce.
Drawing on my experience as a U.S. Marine Corps officer (where roughly 70% of the force is comprised of Gen Z) and as a parent through Parent-Child-Connect, we explored the cultural shifts, new expectations, and immense potential that this generation brings.
The Generational Divide: Disney and Frameworks
The core difference between the generations starts with their foundational influences. As I shared on the podcast, many of us grew up with movies like The Lion King [03:56]. This featured heavy adult mentoring and guidance. In contrast, many Gen Z-era movies, such as Frozen [04:51], feature young characters coming to their own understanding of life without constant adult supervision.
This difference translates directly into the workplace:
- Older Generations (Millennials/Gen X): Often looked for a hierarchical framework and sought validation and guidance from a boss [05:12].
- Gen Z: They challenge the handbook [06:08]. They are seeking purpose-driven work and are more interested in using a position as an opportunity to learn more about themselves. They want to create their own story [05:23], rather than retelling what has been done before [06:22].
Embracing Willow Leadership: Flexibility and Humility
In organizations as large and structured as the military, adaptation is crucial. The biggest lessons for leaders today are about mindset:
- The Humility Test: Leaders need to cultivate intellectual humility [13:35]. The most effective approach is to match a new, innovative Gen Z idea with your own experience to create “the best of both worlds” [13:44]. You must be willing to hear the idea, not dismiss it because it’s new.
- Flexible, Not Malleable: As a leader, you must be flexible to the situation but not malleable. That means you adjust to the situation, but you remain true to your core values and beliefs [15:00]. This is the essence of strong, authentic leadership.
Retention: The Purpose-Driven Approach
If you want to retain Gen Z talent, forget the ping-pong tables and bonuses alone. They are looking for something higher on Maslow’s hierarchy of needs [17:44]:
- Seek Purpose Over Paycheck: This generation isn’t as accustomed to staying with an organization just for money or survival [16:53]. They are actively looking for their values to align with your organization’s values.
- Invest in Growth: To keep them engaged, invest in continuing education [26:26] tied to their personal values and growth, not just as a box to be checked for promotion.
- Connect with the Light: As a leader and a parent, you must figure out what brings them enjoyment and what sparks that inner light [20:34]. Once you connect with their passion, you can lead them beyond a surface-level connection [20:52].
A Call to Action for Every Generation
My final encouragement is for every adult, parent, teacher, or mentor: Children are going to be influenced [29:54]. The question is, will they be influenced by the peer on the street, or by the experienced adults who choose to spend time mentoring and guiding them?
Regardless of the industry you’re in, your organization needs Gen Z’s ideas. So, if you are a new worker or an older leader, don’t give up. Keep shining, keep encouraging, and continue to promote your ideas [39:07].
Listen to the Full Conversation Here:
Episode: What Leaders Can Learn from Marines About Integrating Gen Z
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