Ep 54: Make Room For Gen Z


In this episode, Bridgette and Irvine explore the new generation in the workplace Gen Z and the importance of generational empathy to overcome tensions.   



Don’t forget to check out Irvine’s You Tube channel with new videos every Wednesday on emotional intelligence, resilience, and leadership.

Check out Irvine’s new book Leadership Lessons From The Pub.

Check out Bridgette’s book which she co-authored with Bod Duggan  Resilient Leadership 2.0.

And as always, don’t forget about all the mind-blowing free resources some of which are mentioned in each episode. 


Irvine Nugent [00:00:03]:

Well, welcome everyone to the Resilient Leadership podcast where everything we talk about is aimed at helping you lead with a greater sense of calm, clarity, and conviction even in anxious times. And my name is Irvine, and today, of course, I’m joined by my cohost and collaborator, Bridgette Theuer. Bridgette, how are you doing today?


Bridgette Theurer [00:00:25]:

Well, Irvine, I’m doing great. As we were saying right before you push the record button, I am, jazzed about today’s topic, which You brought forward and I eagerly said, oh, yes. We gotta tackle this. This is gonna be a good one. And I’ve already learned some things as you and I have sort of Gunther, to talk about it. So let’s not keep our listeners waiting even though they probably saw the title of it, but


Irvine Nugent [00:00:49]:

That’s true. Gets through. Yes.


Bridgette Theurer [00:00:52]:

Just a little bit more of a sense.


Irvine Nugent [00:00:54]:

Sure. Well, today’s topic is called make room for Gen Z. And, you know, the workplace is about to encounter some more rapid change on top of the rapid change that has been coming because a new generation is entering Gen Z. Now those, are individuals who have been born between the years of 1997 and 2012. And, actually, they make up about 25% presently of the US population. And here’s an interesting thing, they are the most diverse generation in this nation’s history. And so, you know, as they come into the workplace, they’re gonna add to the diversity of the workplace. And what’s more, it’s soon going to be the most populous generation on Earth with, more than a third of the world’s population able to call themselves Gen c by 2025, they’ll make up 27% of the global workforce.


Irvine Nugent [00:01:48]:

Now Wow. Here’s what’s interesting. The press has not been all positive about this generation. And it was funny. I was just, you know, looking at some headlines and and some of them I I saw on the Internet were Gen Z, the problem children of the workplace or our Gen Z impossible to manage. The laZy worker enters the workforce. Now Ouch. Wow.


Irvine Nugent [00:02:11]:

Ouch, is right. And imagine reading that and what’s happening as we form opinions even among the generation perhaps we have not encountered in the workplace. And so, therefore, you know, I often think, you know, we’ve done a great job trying to say we shouldn’t be biased, but this seems to be one acceptable area that we can moan and groan and have biases about. So in today’s episode, what I’d love us to do is have a conversation about this new generation, not with the view of really joining the bandwagon of criticism, but rather to be able to in a wonderfully reflective way, try to understand what’s going on here. Yeah. What are their motivators, and how can leaders best embrace the opportunities to understand because this is going to be part of the workforce whether we like it or not. So, Bridget, I’m curious. You know? You kind of been immune to some of these headlines out there, and you yourself have have children and have been around kind of different generations.


Irvine Nugent [00:03:12]:

So, you know, what have you heard and and have you been exposed to some of this negativity too?


Bridgette Theurer [00:03:18]:

For sure. And I would say that, you know, some of my clients, I have a number of, Gennxer clients, I have some Boomer clients, I have a few millennial clients. I would say the older the client is, the more I’ve heard them struggle with the the Gen Z Of folks. You know, they just it’s like it’s not easy for them to connect with and relate to this group. Yeah. And so I definitely heard that. Now interestingly talk about negative press. I just read the other day.


Bridgette Theurer [00:03:48]:

So I really like the actress Jodie Foster. I don’t know if you’re familiar with her, but she’s in a new series right now, and so she’s sort of come back into my, you know, attention. And because of that, I just read something she said about Gen Z. She goes, I find them very annoying to work with because, You know, they come into work at 10:30 and they have bad grammar. Oh. I was like, wow. So there you have it. Right? Isn’t that interesting? So definitely heard some of this.


Bridgette Theurer [00:04:21]:

And and Irvin, you know, what about you? Now you certainly talked about the headlines, but How about your own clients? Have you seen something there?


Irvine Nugent [00:04:29]:

Yeah. Like you, I I have heard some things. You know, to me, it’s almost like if something’s going wrong, people find it a great scapegoat just to blame itself on. It’s just a different generation. They don’t you know? And it they don’t understand, or they don’t do this, or they don’t do that. And I think part of it is I often reflect, well, what was I like when I entered the workforce? Or I’m sure other people thought that there were problems with with with our generation. But I do agree. I think it is a pivotal moment where clients are actively beginning to deal with this new workforce that is entering this new generation.


Irvine Nugent [00:05:03]:

And I think, you know, they really are struggling to tend to understand, how do I manage this? Because I think part of it is all they’re nervous. You know, can I relate? You know, this is this is a whole new experience. So, yeah, I think there is a lot of need for growth and understanding.


Bridgette Theurer [00:05:18]:

Mhmm. Yeah. You just hit on it. They’re nervous and they’re anxious. Yeah. Right?


Irvine Nugent [00:05:23]:

Yeah. So, you know, maybe this is a great place to start, Bridget, because I know some listeners probably are aware of the whole generations out there. We have now four active generations in the workplace. So maybe a great place is just to spend a few moments and just kinda give a summary of who might we encounter in the workplace today from the different generations.


Bridgette Theurer [00:05:46]:

Yeah. So let’s talk about, well, what is a generation? I mean, it’s a group of people who’ve been born, around the same time. And because of that, they have been shaped by some similar Events, they have a context. They have a shared context. Right? We’ve talked on this podcast about how as human beings and as leaders We’re shaped by things like our family of origin. Right? Our culture. What we haven’t really talked about is how we are shaped By our generational context, and it shows up in the workplace and it shows up as leaders. So let’s talk about a few of those generational groups.


Bridgette Theurer [00:06:22]:

So, of course, we have the boomers, and they were born between 1946 and 1964. And boomers really pushed against some of their Parents, values, and conformity. And they’re they’re the generation that began to experiment in big ways. You know, the sexual revolution, the march for Civil rights. And for many of them, work wasn’t just something you did to put food on the table, it shifted to be a sign of status and and reward. And there was this promise of, you know, one day I’ll retire and then I’ll live the good life. Then there’s gen xers. They were born between 1965 and 1981.


Bridgette Theurer [00:07:03]:

That generation was born into global chaos and in a Time period where a lot of things happen like the Berlin Wall came down, there was a global energy crisis, there was rampant inflation Reframed by consumerism and corporate profiteering, which shut down factories and sent jobs offshore, and there were waves of layoffs. And so Gen Xers learn to never fully trust the stability of their jobs. I think that’s kind of an interesting at least, you know, Might not apply to everybody. That might be a shared characteristics. And then millennials. What about millennials? So I have 3 children who are millennials. Mhmm. They were born between 1982 and 1996.


Bridgette Theurer [00:07:46]:

And in this period, a divorce Increased. It became more of a norm. Right? Mhmm. And parents help their fractured families together by focusing anxiously on their children. Yeah. And, accustomed to being the center of that anxious attention, millennials are more likely to expect the job to bend to them Then for them to bend to the job. And I think that was a huge shift. Right? Like, boomers are, like, what are you talking about? Just do your job and and stay quiet.


Bridgette Theurer [00:08:21]:

And the millennials are, like, I I would like you to do this, is missed. So, Irvine, which generation are you in, and what what resonates with you?


Irvine Nugent [00:08:31]:

Well, I was born in 67, so I kinda make the Gen x. And, you know, there’s a lot that resonates there. I’ve plus, you know, as I’ve talked in other episodes, I’m also a child of the trouble. So I grew up in a very interesting context all around me as well, which added, you know, this global crisis and crisis around me, but I really do resonate with this ability to want to be independent. I think Gen Xers wanna be very independent, and I don’t think we trust the system. We don’t trust. I think we were the a generation that didn’t you know, maybe maybe, you know, the job is not gonna be secure. So may maybe I just have to trust myself, and I think that’s a part of it.


Irvine Nugent [00:09:10]:

You know? I I I struggle to ask for help. You know? I’m a very independent person, and I think I share that with a lot. And then when I think of my classmates and I think, you know, of our careers and, yeah, is very much that’s kind of part of of what I kind of embraced. How about yourself?


Bridgette Theurer [00:09:26]:

Yeah. I am a boomer. I relate to some of that, to that that pushback, you know, around, Like the whole civil rights thing. That was a that was a my older brother was somebody who I admire a lot, and he was big into that, Still is. And that became a value of mine and I think that was generational shaping for sure. So I just think it’s fascinating that it’s just one more Context to be mindful of in how we show up as human beings, how we show up as leaders. Right? So now, Let’s get a little more specific about the Gen Zers. What makes them so special?


Irvine Nugent [00:10:04]:

Yeah. So the Gen Z were born between 90 Savin in 2012. And here here’s one thing that I find fascinating when I was looking at them. You know you know, most generations you’ve mentioned there are significant world events that were situated around kind of a generation and for you, you know, kind of civil rights. For me, it was global recession, etcetera. But is a generation where at no point of growing up between birth and becoming 20, there wasn’t some crisis and significant crisis. There was no let up. So, like, for example, when they were born, it was around 911.


Irvine Nugent [00:10:39]:

And, you know, when you think back how significant event that was for the world, and then we had a spate of terrorist bombings in Madrid and London. And then when they went to grade school, they had a financial crisis. And then when they were in grade school in junior high weed, the start of the spade of awful school shootings, you know, Parkland, San Francisco. You know, when you think about it, you know, this is the 1st generation. If you ask them, did you have actor shooter drills at school? They would say yes. And for us, it was like, what? What do you mean by that? Just think about the significance of that, going to school every day. And then when they were in junior high, they had the climate crisis. They’re the 1st generation have to deal with this existential threat to the world, war.


Irvine Nugent [00:11:18]:

There’s all types of war happening in the world throughout this from Afghanistan onwards now to Ukraine. And then you had these significant movements happening when they were in junior high school, you know, the Black Lives Matter movement, the Me Too movement. And then finally, you know, here they are in junior high school about to graduate and the pandemic comes. So I think, you know, Really, when I thought of that, I said, oh my god. This poor generation, there’s been no let up. They have had this constant level of anxiety. And, therefore, you know, one of the things that are not surprising, and I think it puts it in a context that 70% of, you know, this generation across all types of genders and race and income say that anxiety and depression, you know, are significant problems for them. Right.


Irvine Nugent [00:12:05]:

We talk a lot in this podcast about a systems approach, you know, and how the system impacts us. When you just think about that, living like in a bigger system, it’s a world system we’re in, and, you know, you’ve gone through a period of huge anxiety in the world. And for that not to permeate and have impact, it’s interesting how that comes out. I really think, you know, that is something to really consider and be thoughtful about when we, you know, when we’re talking about maybe some of their priorities in the workplace because I think that really, really carves out some unique perspectives. I’m curious, Bridget, you know, what other priorities come up for you, have you seen, you know, with this new generation Gen z?


Bridgette Theurer [00:12:45]:

Well, first of all, I wanna say that while you were talking about All of the crises that were the backdrop of their lives and the anxiety that that would naturally create makes such sense because Anxiety is a state of unease in the face of perceived or real threats. Right? So, of course, there would be that. The other thing that occurred to me while you were talking is I have a daughter who’s she’s a millennial, but she’s sort of on the cusp. She was born in 1995. So she had been born 2 years later, 1997, she’d be considered a Gen Z er. Right?


Irvine Nugent [00:13:18]:



Bridgette Theurer [00:13:19]:



Irvine Nugent [00:13:19]:



Bridgette Theurer [00:13:20]:

And I hear in her Some of the same concerns, some of the same things that you were just talking about. So to our listeners, you know, we recognize that These generational groups, you know, you could be born on the cusp and and you you kind of relate to a couple of Right? Yeah. Yeah. Absolutely. Here’s the thing. If as a Gen Zer, you’ve grown up in the context of Lots of threats and anxiety percolating in the background of your society. It’s not surprising then that Mental health would be a core concern for you. You yourself may have mental health challenges.


Bridgette Theurer [00:14:01]:

Right? Yeah. And according to a dilute study regarding Gen Z’ers, 44% of them have recently left their jobs due to work depression. So that tells you something right there. Yeah. And, consequently, they really do value employee mental health and value companies that take that Seriously? Yeah. And and put in place, you know, initiatives. Although, I think there might be some skepticism around that.


Irvine Nugent [00:14:27]:



Bridgette Theurer [00:14:27]:

So that’s a core area.


Irvine Nugent [00:14:29]:

You know, and it’s been the same, Bridgette. I think even there, there’s even a little difference between millennials. Like, you know, millennials were ones that was kind of like work life balance was important. And I think for Gen Z, it’s even a little nuance from that. It’s more that I have these mental health issues. Are you going how supportive are you going to be? What initiatives are you going to show, and are you listening? You know, so it’s it’s even a different nuance, so it is.


Bridgette Theurer [00:14:53]:

Yeah. And and what a gift if you think about it because from a historical perspective, in this country, we’ve not paid attention to mental health. We’ve not even talked about it until recently. Yes. Is Now it’s on the table.


Irvine Nugent [00:15:06]:



Bridgette Theurer [00:15:06]:

You already mentioned this, but I think it bears repeating that diversity Mhmm. Is a core concern of Gen Z’ers because they themselves are a diverse group of people.


Irvine Nugent [00:15:16]:



Bridgette Theurer [00:15:16]:

So they value diversity and they expect diversity in the companies that they work for. And, you know, there was an interesting statistic here where 83% of Gen Z workers affirm that workplace diversity matters, And around 33% declared they wouldn’t apply for a job in a company where diversity is not considered. So that’s really interesting. And it’s not just Diversity of ethnicity. It’s diversity, you know, regarding all things, gender, sexual orientation, socioeconomic backgrounds, and so forth. And then they are the 1st digital natives. They were the generation that was born into A time of tremendous technological innovation, and we’re raised on the Internet. Not literally, but figuratively.


Bridgette Theurer [00:16:03]:

And so the cool thing about that is, like, information was at their fingertips and they learned to be I think they know how to learn. They know how to, You know, go online and figure stuff out. Right?


Irvine Nugent [00:16:14]:



Bridgette Theurer [00:16:14]:

And then, of course, social media Yep. Became ubiquitous. There’s Pluses and minuses to that. It allows Gen Z’ers to stay connected to their peer group in a much more different way than Previous generations. But on the other hand, you know, too much of that screen time, whether it’s social media or otherwise, is linked to depression and anxiety, sometimes low self esteem, sometimes body image issues. So there’s some real interesting Core concerns here that they bring to the workplace. Anything to add to that, Irvin?


Irvine Nugent [00:16:49]:

Just 1 comment on the 3 of those. Sheena, when you think about it, I don’t know about you, but I hear, you know, what what are areas that leaders need to work on in the workplace in the future. Those 3 areas are the areas we need to work on our diversity and and diversity in its in its in its wholeness, you know, making sure that everyone’s heard got a place at the table that we’re considering all voices. We need to adapt to new technology because that ain’t changing. You know? And then people are aware everyone since COVID is worried about their own mental health and about that. So I think, you know, I think the gift of Gen Z is they are bringing forth these issues, which whether we like it or not, we have to deal with, everyone has to deal with. And hear you have a generation brought up in that who are very comfortable in that. So maybe they we have a lot to learn from their level of comfort in those 3 areas.


Irvine Nugent [00:17:34]:

But I think I’d add 2 other things. 1 is that this is a really idealistic generation. They’re very socially conscious. You know? They grew up in climate change, this existential threat. They they feel this the weight of this responsibility that if we don’t change the way the earth is at the moment and what’s the legacy, you know, how we’re going to live. And I think that they’re looking for ways to have a positive impact in the world, and they care about that. And they they care about diversity. They care about, people being treated correctly.


Irvine Nugent [00:18:03]:

So it’s such a a wonderful, wonderful trait. And then prepare to be surprised. So this is the one that blew my mind. So if you’d said to me, you know, hey. What form of communication did Gen Z like? I would have try to back to you. Well, I just believe that they wanna be texted to and that’s it, and they don’t do well in communication. And yet, the evidence actually points otherwise. I came across this great, some research done by the Anne Casey Foundation.


Irvine Nugent [00:18:27]:

There’s a lot of research around children. They said, you know, what’s that question asked to Gen Z is what communication type do you like the best, and 90% said their favorite form of communication was in person. It wasn’t text, it wasn’t email, it wasn’t chat group, it wasn’t DMs or FaceTimes or Snapchats or Skype. It was in person, which part of it is, yeah, at the core, we are human beings and we thrive for connection and maybe, you know, this it’s a digital blip here, but at the core, we still we still want connection. And as a reminder that no matter what the generation is, that human contact and maybe they don’t fully have the skills to have that contact or the skills to develop it, but they want it.


Bridgette Theurer [00:19:09]:

Yeah. And and they know what it’s like to not have it because a lot of them were in during the pandemic, you know, maybe in college or or what have you, and kinda missed it, I would imagine.


Irvine Nugent [00:19:21]:

Yeah. Yeah. You know, we’re left to go with this conversation, you know, is then how do we manage this incoming group, this increasing diversity in the workplace? And, you know, we both started by saying, you know, we hear all these exasperations, you know, from employees, and and we hear, you know, anecdotally that, you know, Gen x don’t get on with millennials. Millennials don’t get on with baby boomers, and they’re at each other, you know, and these conflicts are beneath the surface. And I think I I believe that, you know, you can talk some very practical strategies, but I think the core skill that a leader and a manager and a peer can bring in the workplace today is really empathy because empathy really attempts to listen and bridge the gap, to really begin to understand some of that experience. We think when we understand, you know, what it’s like to walk in another person’s shoes, I think we begin to understand, you know, maybe this is where some of these values coming from and some of these needs. What what do you think, Bridget?


Bridgette Theurer [00:20:22]:

Yeah. I think the phrase walk in another shoes is the key part of that because if we don’t spend time Learning about these other generations that we’re not a part of, but perhaps we are supervising.


Irvine Nugent [00:20:34]:



Bridgette Theurer [00:20:35]:

We can’t leverage Their perspective or their gifts. Right? So I think it begins with listening. Yeah. And really leaning in and getting curious About, let’s say, these Gen Z’s on your team. Being curious enough to ask really good questions and then Listening to the answers so that you have an understanding of where they’re coming from. And What that does when you when you listen, when you ask questions from a place of curiosity, what that does is it begins to Break down and dispel stereotypes. Yeah. Because that’s what you started the episode with is, you know, there are so many stereotypes Out there about all the generations.


Bridgette Theurer [00:21:20]:

I mean, I get my kids make fun of me as a boomer. I I get sent stuff all the time. I’m just like, that’s a stereotype. But how do you break those down? By connecting with somebody and really learning about them and being curious. Right? And then and only then can you leverage their perspective. And and, you know, you said they’re a very idealistic group. Well, hey, idealism Can be harnessed for the greater good Yeah. Of of any organiZation.


Bridgette Theurer [00:21:49]:

But now, you know, what’s interesting is that Even though the research like that piece of research you shared goes against all the stereotypes about Gen Zers. Right? Oh, they only wanna text. They don’t know how to talk on the phone. And yet 90% of them say they would prefer in person. So why do stereotypes persist even if the facts don’t match that?


Irvine Nugent [00:22:10]:

Well, it’s part of the way we’re made up as human beings, I’m afraid. You know, I think we have mentioned before, we try and simplify things, and we try to do that, sort things to make them easier to understand. And, unfortunately, I think we we put things in buckets to make sense. And so we, at times, you know, really reduce things to sometimes some simplistic explanations for others’ behaviors. And and this helps us create stories. And sometimes those stories are stereotypes, and I think we have to be very aware of them. And, you know, we make stories about who we are and who we’re not, and then we make stories about who they are and who they’re not. And, you know, stories are very vivid, and they’re memorable.


Irvine Nugent [00:22:53]:

And I’m sure, you know, I’ve heard stories, you know, let me tell you about this new employee, and this is what they did, and that becomes a story which sticks and is memorable. And, you know, I think part of that as well is, you know, the in group


Bridgette Theurer [00:23:07]:

type of thing, I think it’s


Irvine Nugent [00:23:08]:

very easier. You know, you can imagine like a lunchtime, you’re having a conversation, and you’ve got people from all the same age group, and all of a sudden they say, hey. Did you hear about that new young person that came, they don’t even know how to do this. They said, oh, yeah. And so everyone kind of because we’re in the same group, and it makes sense. And no one says, you know, hey. Wait up. What’s going on here? And so, therefore, I think it’s a very natural thing, but it’s also something that it’s also can be dangerous because I think we don’t get the full reality and it’s easier to shift the blame.


Irvine Nugent [00:23:37]:

Imagine if a workplace relations was not going well. There are many reasons it’s not going well. And one of the way the easiest ways is to blame it while they’re Gen Z. That’s why it’s not going well. It’s that generation. Really, you know, maybe it’s a deeper conversation that’s needed. So I think all of those things, does that resonate with you, Brigid?


Bridgette Theurer [00:23:54]:

Oh, for sure. Because it’s just, you know, all this sort of putting people in the buckets and stereotyping and scapegoating is a form of reactivity.


Irvine Nugent [00:24:04]:



Bridgette Theurer [00:24:05]:

And we’ve talked before on the podcast about how reactivity is the public face of anxiety.


Irvine Nugent [00:24:11]:



Bridgette Theurer [00:24:11]:

So when there’s anxiety in the mix, you’re gonna see more scapegoating. You’re gonna see more stereotyping. Why? Because we’re not really thinking, we’re just reacting. Yeah. If we were to really step back and be thoughtful about it, of course, we know that all stereotypes aren’t true. Of course, we know that just pointing a finger and blaming somebody because they’re a Gen Z or they’re a millennial is not very thoughtful. Yep. But that’s not how anxiety works.


Bridgette Theurer [00:24:39]:



Irvine Nugent [00:24:39]:

Yeah. Yeah. So true.


Bridgette Theurer [00:24:41]:

So what what an interesting thing and it’s such a powerful reminder To all of us and to especially our listeners who are leaders or parents that that we have to show the way because this is A deeply entrenched pattern, I think. Right?


Irvine Nugent [00:24:59]:



Bridgette Theurer [00:25:00]:

Irvine, we, you know, we always like to end with a Practice, it seems like we’re hovering over the top of maybe a practice. What would you like to share with our listeners?


Irvine Nugent [00:25:08]:

Yeah. I wanna build on something you just said about can we be more less reactive, more often, which really is at the core of this. So how do we do that? I just wanna offer perhaps a 4 step process that if you find yourself in a situation in which there is a Gen Z or someone else and you find yourself beginning to form judgments about what the situation is. So step number 1 is to slow down, is to just really catch yourself in that thinking that there are thoughts going on and just take a breath and notice, you know, what are my thoughts here and just kind of really name them. What am I thinking here? What judgments am I making? And then the 2nd step is perspective taking. Am I giving Anjou favor to 1 group over another? And what story? What’s the story I’m making up here? You know, and normally stories have themes and and we generaliZe, you know, we pulled from a story and where everyone comes in late or everyone can’t do this. And so what’s the story I’m making? And then the 3rd step is, can I change the lens? Can I look at this with a different perspective? And what might that do in this situation? And then the 4th part is what questions am I not asking. You know, what am I curious about? We mentioned about the power of curiosity.


Irvine Nugent [00:26:29]:

What what do I know? What don’t I know? And what questions might open a deeper conversation. So it is this it’s just embracing this, you know, let’s stop. Let’s just think about. Let’s name the stories. Let’s change the lens, and then let’s ask what questions am I not asking and what could I ask that perhaps will open a really wonderful conversation that will elicit maybe where a deeper sense of where a behavior may be coming from.


Bridgette Theurer [00:26:58]:

Yeah. It’s a lovely practice and, you know, the way you described it, it’s a self reflection practice, but I could imagine It’d be a team practice, you know. If you’re the leader of a team and there are comments being made that are clearly sort of automatic reactive comments, To use these same sort of steps to get the team to be more thoughtful, right, and not just to scapegoat or cast blame easily. Yeah. Thank you for sharing that, Irvin. Yeah.


Irvine Nugent [00:27:28]:

So I really enjoyed this conversation. It’s put, you know, me in a more thoughtful I’ve learned a lot myself, and I have to say, I’m guilty of a few stereotypes. I have found myself saying things, and and it’s been good for me just to kind of really step back and think, oh, what assumptions and stereotypes have I been making? And I think, you know, this this every generation every generation has its challenges. No generation has ever entered the workplace without conflict and challenge. And I think at times, we focus on what the conflict is, and maybe, hopefully, today, we’ve we’ve shone a little light on what are some of the gifts this group is bringing. You know? Some of the needs in the workplace that are coming in the next 10 to 15 years are, the need for diversity, the need for technical comfort as technology, becomes more part of our life, the need to have a passion about our vision. And I think this is a group that really provides some wonderful insights for us to learn from.


Bridgette Theurer [00:28:26]:

Yeah. And the whole conversation around mental health Which, quite frankly, has been a missing conversation Yes. In our society. And that is a wonderful thing that, many, I’m sure, of the Gen Z’ers feel committed to. Yes. Yeah. It’s all about leveraging the gifts and not being too quick To fall into the stereotyping, which gets us nowhere.


Irvine Nugent [00:28:48]:

Absolutely. Yes. Yes.


Bridgette Theurer [00:28:50]:

Well, Irvine, thank you so much. What a great conversation. I too learned a lot.


Irvine Nugent [00:28:55]:

Wonderful. Well, thank you everyone for listening. Hopefully, you found this helpful as well. We look forward, to our next conversation. Bridget, do you wanna give a little teaser of what we’re talking about in our next episode?


Bridgette Theurer [00:29:06]:

Yes. I believe the next episode is about making it stick. It’s all about creating lasting change.


Irvine Nugent [00:29:13]:

Oh, I love that.


Bridgette Theurer [00:29:14]:

Well, I


Irvine Nugent [00:29:15]:

look forward to that. Well, have a wonderful week ahead, everyone. Thank you for listening. Like always, if you feel that this podcast if you hear some of your friends talking about this new generation and then they’re pulling their hair out, why don’t you just suggest this episode and spread the word. We appreciate you listening. We appreciate you spreading the word about the podcast. And until the next episode, thank you so much.


Bridgette Theurer [00:29:37]:

Take care.

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