Generational changes and social changes

Tim Elmore is a book author and an eloquent speaker. He is also an educator. I had the opportunity to hear him speak many years ago. I respect his insights and observations. In an article entitled “How to Turn Frustration into Fascination as You Lead Young People,” Elmore offers helpful knowledge on leading and dealing with the young generation. I have taken the liberty to add comments and insights of business owners and HR people I have encountered during my leadership training engagements with them which I hope you will find helpful.

Elmore pointed out that over the past six decades, each youth generation has made its mark on the workforce in unique ways, ushering in new ideas and perspectives. However, there’s something different about Generation Z, the latest cohort to enter the professional world, that sets them apart from their millennial predecessors.

In this age of social media and instant connectivity, trends spread like wildfire, and the narrative among the young evolves at an unprecedented pace, creating a cultural headwind that demands attention.

Unlike millennials, who often graduated with a sense of entitlement but lacked preparedness for the realities of a career, Generation Z graduates possess knowledge and audacity in equal measure. Employers relay accounts of job candidates who’ve recently graduated from college with no work experience but ask for a higher salary, additional paid time off, and more flexibility to work outside the office. In short, they’re asking for more from an employer. Elmore is not alone in his observations.

A seasoned executive told me, “Francis, I have been in this business so long this is the first time for me to interview an applicant asking, “Is it possible that should your company hire me, you would allow me to work with you for six months and then carry the option to choose whether I will continue working with you or not? I may change my plans, travel, or decide to work with another company?” What’s weird and bordering on the absurd is to have applicants bring their parents to come in and help with the salary and compensation negotiations.

What factors have contributed to this shift in attitudes and expectations? And then Elmore takes a different turn and says: Instead of succumbing to frustration, it’s time to channel our emotions and transform them into fascination.

Social scientists have long studied the dynamics between generations within families, but more recently, they have come to recognize the impact of new generations on cultural thought and worldviews. Thinkers like Auguste Comte have argued that generational change serves as the driving force behind broader social change. In other words, each generation, as it transitions into adulthood, represents the pulse that shapes the history of a society, for better or worse.

• Think back to when casual dress codes in the workplace became the norm.

• Or when portable devices and phone addiction became ubiquitous.

• Or when tattoos and piercings were no longer considered rebellious but rather a form of self-expression.

• Or when society began openly discussing mental health issues like anxiety.

In each of these instances, social change was spearheaded by the newest generation on the scene. And inevitably, older generations initially resisted, dismissing these trends as audacious fads. Yet, over time, these paradigms became accepted and integrated into society.

Of course, not every change is universally embraced. Some timeless disciplines and values persist despite societal transformations. While older generations assume that the latest fad will fade away. However, time and again, these new waves of young professionals prove that their ideas have lasting power.

Rather than dismissing Generation Z’s audacity, we should approach their demands and aspirations with curiosity. By doing so, we can tap into their unique perspectives and insights, leveraging their knowledge of technology, social dynamics, and cultural shifts to drive innovation and progress within our organizations.

While it may be tempting to feel frustrated or dismissive of the young generation’s demands, it is essential to understand that generational change is an inherent part of societal change.

“Demographics,” as I often say in my seminars, “is drama in slow motion.” The changes are taking place whether we seasoned leaders like it or not. This brings me to what I have always recommended: leaders should be trained in leadership skills; they have to be updated and upgraded, while young individual contributors should be trained in soft skills involving values enhancement, attitude development, personality development, and character building. This way, the gap can be bridged, and as Elmore would say, frustration turns to fascination.

(Francis Kong’s podcast “Inspiring Excellence” is now available on Spotify, Apple, Google, or other podcast streaming platforms.)