Do You Know Gen Z?

Do You Know Gen Z?

What do you know about Generation Z?

That’s the question I asked myself as I prepared for my most recent speaking engagement. I had the opportunity to lead a fireside chat with Gen Z expert, Meghan Grace.

So often when we think about diversity, we think race, gender, disability, etc. But do we think about generational differences as a form of diversity? Many of us look at generational differences at work solely through the lens of experience, but there’s more to the story.

I’ve got a Gen Z sitting at my dinner table every night and two that are out on their own. But what do I really know about this generation?

What do you really know about this generation?

A few facts to get you started. According to Meghan Grace, who co-wrote Generation Z, A Century in the Making, with Corey Seemiller, Gen Z was born in the years 1995 to 2010.

As they’ve lived their young lives, they’ve witnessed recession, war, political upheaval and turmoil. They’ve never lived a day without connectivity to their peers, the world, and information via the latest technology, social media, apps, and the like. They were fully immersed in the COVID experience, with hybrid or remote schooling.

They’ve been trained in how to survive active shooter situations at school. They’ve seen a Black president, a female candidate for president, and a celebrity millionaire president. And there’s more, but let’s focus on the world of work.

Today, many of us are experiencing Gen Z as they enter, what some of us would call, their first REAL jobs. Many are in their mid to late 20’s. Now, before you discount those individuals as “too new or inexperienced” in the world of work, let me tell you what they bring to the table because of their lived experiences.

Gen Z believes in equity and inclusion, is motivated to solve problems, leverages their networks, and knows how to mine for information. They hold people accountable with data and information. They want to see results to the world’s problems. (Think Malala Yousafzai, 2014 Noble Peace Prize Winner, born 1997).

They vote. They volunteer. And they manage their money for a rainy day. They believe in innovation and hacking the system to solve problems. They’re from the gig economy and if work doesn’t work for them, they move on to a “gig” that is a better fit or they “gig” for themselves.

What’s a bold leader to do?

Embrace them. Learn from them. Develop them. Promote them. Get their input and advice. Give them big problems to solve.

Let them help us redefine the corporate experience! Let them help us redefine what’s possible in organizations.

BASIC Leaders see Gen Z as another group of newbies that they don’t really understand. They figure out how to work around them.

BOLD Leaders see the value in Gen Z, and they work to leverage their talents for the team and the organization.

BADA$$ Leaders see Gen Z as the future leaders who will redefine the corporate work experience. They develop them and promote them and let them solve problems. But, most importantly, they learn from them and use that knowledge to create a better work experience for everyone.

Bring on Generation Z. We’ve been waiting for you! We need you!

PS. I highly recommend the book if you want to learn more about this generation.

Navigating difference can be overwhelming. If you’re struggling to work with your leader, colleagues, or your own team, I can help. Schedule a consultation here.

BE AUTHENTIC.
CHOOSE BOLDLY.
MAKE A DIFFERENCE
.

Prioritize Psychological Safety Right Now

I had this great message planned for you where I was going to talk about our role as leaders in the various stages of our careers. But then life interceded.

The story of Israel, the Palestinians, and the war against Hamas took center stage. (On top of the war in Ukraine.)

This happens sometimes, right? Something happens that fundamentally demands that we shift our thinking and rethink priorities.

You may be thinking, “As a leader, I stay out of political issues. It’s not my place and it will only create challenges trying to address this at work, with my team or colleagues.” Or, you may be thinking, “This has NOTHING to do with work.”

But that’s where you’re wrong.

You see, life and work, especially in this new era of remote and hybrid work, are inseparable. The reality is they’ve always been inseparable. You are one person. And yes, you may compartmentalize, but you’re still one person carrying around all those compartments.

This moment of war can be traumatic for people.

You may not be Israeli, Palestinian, or have any perspective at all on current events. But the media can be powerful and pervasive as we’re hearing alarming stories of catastrophic cruelty. And for those who are from marginalized communities, seeing protests, and hearing more stories of unacceptance of difference and violence toward those who are unlike others, hits home mentally and emotionally.

What are you to do as a BADA$$ leader?

Make space for your team members and colleagues.

Give them room to feel their feelings, express them safely and allow them to do what’s needed to work effectively during this time. Acknowledge that it is a difficult time in the world right now. No bold statements needed or any need to pick a political side.

Your only assignment is to prioritize and reinforce psychological safety right now. That’s. It. (Notice I said reinforce and not establish. It should already be there if you’re doing this leadership thing right!)

Check in a little more frequently.

Be aware that things that go on halfway around the world can still hit home.

I’ve said it before in this newsletter and it bears repeating: The world is bigger than your backyard.

BASIC Leaders pay no attention to how things outside of work impact people at work. They expect others to compartmentalize.

BOLD Leaders pay attention to what’s going on in the world and make the connection to work. They understand that each person is a single individual.

BADA$$ Leaders pay attention to what’s going on in the world and they work to understand how it affects those they work with. They create the safety that’s needed for individuals to be their whole selves while working, always.

Need some help understanding how to lead differently? Let’s hop on an Activation Session where we can get it out of your head and onto paper in 90 minutes. Click here for a consultation to get started.

Parity Podcast on Authenticity for Women of Color Leaders

Tracy J. Edmonds is a mom, coach, and consultant with TJE Coaching & Consulting and the author of Wild Hair, a fabulous book about how authenticity is the key to disrupting bias and enabling greater connections at work.

She is a former Chief Diversity Officer for a Fortune 500 company, and in her words, Tracy is “unlearning” much of what she learned during her 31 years in the corporate setting as she pivots to provide support for women and organizations in her new coaching and consultancy role.We wanted to unpack some of the key takeaways that Tracy shared with us during Episode 11 of the Parity Podcast.

Cathy: I love your description that you are a recovering corporate soldier as you rethink authenticity. It’s hard to be yourself when you look around, and very few, or maybe no one looks like you. Before we jump into your advice, I want to make sure that we’re all level set on what we mean by authenticity. How do you think about authenticity?

Tracy: One of the most important aspects of authenticity is being genuine, real, and true to yourself. What is authentic for one person may be totally inauthentic for another.

Just like beauty is in the eye of the beholder, authenticity is a very personal thing. This is particularly important for us to remember as women and women of color because none of our walks are exactly the same. There are many similarities in terms of the journey that we experience in our careers and in our lives, but we each have different lived experiences.

Certain aspects of my lived experience, for example, make me different from another Black woman. Being true to yourself is a unique exploration of our individuality.

Cathy: That’s such a great reminder that we are all different. And it also raises the question of how do we figure out who we are. What advice do you have for people who are trying to discover their authentic self?

Tracy: Too often we are defined by the expectations of others in the various roles we play as a mom, spouse, employee, etc. We are naturally pulled in different directions and this challenges us as we put on different hats. Discovering who we are authentically is really about a journey and taking time to focus in on ourselves. I’ve discovered that there are four principles of authenticity: self-honesty, courage,confidence, and resilience. We need to discover each of these elements through self-assessment so that we can step into our fear -and through it –as we seek to have a healthy respect for our abilities and stay the course. The greatest challenge to our authenticity is being bombarded with things that have very different expectations of us than we have of ourselves.

Cathy: Your book, Wild Hair, really resonated with me. Your honesty and story-telling are empowering. What motivated you to write your book?

Tracy: I’ve always been interested in writing a book. As a child, I read and journaled a lot. The power of words was always important and known to me. So I kind of grew up thinking that one day I’d write a book but it didn’t become clear what that book would be about until I had made this 31-year corporate journey. I realized that I had been successful in many ways, but challenged in so many other ways, and that I wanted to pay it forward so that I could take that learning and share it with other women on their journey.

Cathy: In your book, you talk about your “wild hair moment.” Can you share that story with us?

Tracy: I had many moments in my career where I had what I like to call dissonance, and by that I mean a disagreement between who I was or who Iwanted to be authentically as opposed to what was expected of me. My hair is an example of this dissonance. I had been relaxing my hair since the age of 12. My mother came up in a generation where it was understood that if your appearance was closer to white person, i.e. straight hair, you were more likely to be accepted. And so for many years, I followed this routine. However, I reached a point in my life where I simply didn’t have the time to take care of my hair in that way but I was still slow to make this change.

For about five years, I put off wearing my natural hair, because I was not sure that I would be accepted for who I was. And this bothered me. It came to a head when, as the Chief Diversity Officer, I was telling everyone to be themselves but Ifelt out of integrity with myself. So I made the decision to stop relaxing my hair -I had a true wild hair moment -and I went to work with my natural, “wild hair.” This decision was freeing for me personally, but additionally, it was freeing for other women.

Cathy: I love that origin story for your book title. Tracy, let’s shift gears and talk about motherhood. We have heard from so many women about their struggles of being a mother while also being the contributor at work that they want to be. We alsoexplored unconscious bias that mothers have to navigate and were startled to learn that 50% of our coworkers think that we’re less committed to work after having children. The data shows that in fact, we become more ambitious as a group after having children. How can understanding our own authenticity help us as we struggle through this very challenging season of life?

Tracy: My husband and I have 5 kids together so I know firsthand the challenge. I recently coached a woman who was getting ready to have ababy at a time when she was rising within her organization. Her challenge was: Do I just take four weeks and come right back to work, or do I spend more time at home with my new baby?

In my coaching of her, we focused on her authentic self. What does she value? How does she see herself in the world? Through this self-exploration, it became very clear that bonding with her child was a priority for her. She did the work and had a very open conversation with her manager, who was a man, about her desire to spendtime with her family.

She stayed true to herself and her values, and she was also able to maintain her standing at work. The first step, though, is figuring out what you want.

Cathy: Your story also helps allies see how impactful they can be in the lives of mothers. I also want to ask you about vulnerability which you discuss in your book. Can you help us understand how vulnerability and authenticity overlap?

Tracy: Absolutely. The best way to explain this is through a story. When I was the CDO, I saw anemployee who appeared to be struggling with alcoholism. I was able to recognize the signs because I grew up with alcoholic parents.I decided to approach this employee and share my story with her –I made a deliberate decision to be vulnerable with her because I think I could make a difference in her life. I framed the conversation, not so much about what went on in my household, but around her situation.

It can be risky to be vulnerable, particularly for people who are underrepresented. You should only be vulnerable if your vulnerability adds value, you tell your story within context, and you own your universal truth so that if the story is retold, you won’t be embarrassed or harmed. In this situation, my vulnerability helped this employee receive the help that she needed.

Cathy: Your story really helps us see how vulnerabilitycan make impact when done the right way. I also appreciated your advice about TMI that you shared in the podcast episode, but let’s move onto one last question. A podcast listener recently asked how do you know when it’s time to leave a job? She said thatshe has been trying to change her organization’s culture but doesn’t feel likely she’s making impact. How would you answer her question?

Tracy: You know, that’s a tough question. And I have two angles for your listener to consider. One is the very personal one around values alignment. I walked away from a high-level position and what supported me in my decision to walk away from my job was that I wanted to grow.

And clearly, you know, I loved my organization. I’d been there for 31 years and the people were wonderful. But what I valued for myself was the ability to be the best me I could be. And I couldn’t do that there any longer. So that was my main reason for walking away.

So the personal piece of advice I would give is when there not values alignment, and it doesn’t have to be something like a breach of integrity, it doesn’t have to be something that great. When what you value and want for yourself no longer intersects with the organization, then it may be time to move on.

The other thing I would say, because the question was centered around culture change, is that changing a culture not easy in the execution and takes time. The organization won’t get it right all the time, but if the organization is getting it wrong more often than getting it right, thenit may be time to think about a change.

Cathy: Tracy, thank you so much for collaborating with the Parity Podcast. I hope that we can find ways to work together in the future.If you would like to hear more advice from Tracy, please check out Episode 11of the Parity Podcast.

BE AUTHENTIC.
CHOOSE BOLDLY.
MAKE A DIFFERENCE
.

Change Breeds Opportunity

A former client of mine once told me that she had captured a full list of “Tracy-isms” – things that I had said that stuck with her. (Uh-Oh!)

One of those “isms” that I’ve been thinking about lately is:

“Change breeds opportunity!”

I’m in a season of change right now, and so many of you are as well.

As human beings – and BADA$$ leaders – the status quo gives us comfort. But growth tends not to hang out where there is comfort. Growth is usually smack dab in the middle of change. Groan.

How are you navigating change, BOLD Leader?

It’s a quandary when we’re both experiencing change and being expected to lead through change. And as your BADA$$ leadership coach, I’m here to give you a moment of full acknowledgement of that challenge, then a swift kick in the pants to figure out how to move forward gracefully.

change Tracy J EdmondsSeriously, how do you move forward AND lead gracefully through change?

It’s all about the mindset. Remember, what we believe about ourselves, others, or a situation, creates a direct line of impact to what we do and what we experience.

When it comes to change, shift your mindset from what change is DOING TO YOU to what change is DOING FOR YOU. Let change work FOR YOU. Let change BREED OPPORTUNITY.

When you’re amid change or leading change, here are some questions to answer to find opportunity in the moment:

  • What is my greatest fear about this change – as both the leader and someone experiencing it
  • How can I address this fear as things change?
  • What is different – for me, my work, my leadership, my career, my team, my organization – in this new situation? (Get specific and go deep on this.)
  • How can I use this difference to accomplish my and my team’s goals?
  • What are the benefits of this change for me, my leadership, my work, my career, my team, my organization?
  • How can I make the benefits of this change work for me, my team, my organization?
  • What one thing can I do differently in this moment of change to get the most out of it?

Yeah, change sucks. But, by definition, when things change, things are no longer the same. Which means, you have an opportunity to DO something new or different.

You have an opportunity to BE something new or different.

You have an opportunity to LEAD in a new or different way.

YOU can change in those moments. You can shed the old and embrace something new.

To find opportunity, you must change with the change.

Now could be the perfect time to move from BOLD to BADA$$. I’m just saying. Think about it.

BASIC Leaders wait for the change to blow over. Then they spend their time complaining about what has changed. You know these people.

BOLD Leaders learn to go with the flow. They’re agile. They survive.

BADA$$ Leaders change with the change. They ride courage through their fear. They create and seize new opportunities.

Cheers to making change work for you!

PS. I think I just had a breakthrough! Stay tuned!

BE AUTHENTIC.
CHOOSE BOLDLY.
MAKE A DIFFERENCE.

If you’re challenged by change, let’s hop on an Activation Session where we can get it out of your head and onto paper in 90 minutes. Click here for a consultation to get started.

How Do You Bring Your Leadership Vision to Life? Break an Egg!

A former client of mine once told me that she had captured a full list of “Tracy-isms” – things that I had said that stuck with her. (Uh-Oh!)

One of those “isms” that I’ve been thinking about lately is:

“Change breeds opportunity!”

I’m in a season of change right now, and so many of you are as well.

As human beings – and BADA$$ leaders – the status quo gives us comfort. But growth tends not to hang out where there is comfort. Growth is usually smack dab in the middle of change. Groan.

How are you navigating change, BOLD Leader?

It’s a quandary when we’re both experiencing change and being expected to lead through change. And as your BADA$$ leadership coach, I’m here to give you a moment of full acknowledgement of that challenge, then a swift kick in the pants to figure out how to move forward gracefully.

change Tracy J EdmondsSeriously, how do you move forward AND lead gracefully through change?

It’s all about the mindset. Remember, what we believe about ourselves, others, or a situation, creates a direct line of impact to what we do and what we experience.

When it comes to change, shift your mindset from what change is DOING TO YOU to what change is DOING FOR YOU. Let change work FOR YOU. Let change BREED OPPORTUNITY.

When you’re amid change or leading change, here are some questions to answer to find opportunity in the moment:

  • What is my greatest fear about this change – as both the leader and someone experiencing it
  • How can I address this fear as things change?
  • What is different – for me, my work, my leadership, my career, my team, my organization – in this new situation? (Get specific and go deep on this.)
  • How can I use this difference to accomplish my and my team’s goals?
  • What are the benefits of this change for me, my leadership, my work, my career, my team, my organization?
  • How can I make the benefits of this change work for me, my team, my organization?
  • What one thing can I do differently in this moment of change to get the most out of it?

Yeah, change sucks. But, by definition, when things change, things are no longer the same. Which means, you have an opportunity to DO something new or different.

You have an opportunity to BE something new or different.

You have an opportunity to LEAD in a new or different way.

YOU can change in those moments. You can shed the old and embrace something new.

To find opportunity, you must change with the change.

Now could be the perfect time to move from BOLD to BADA$$. I’m just saying. Think about it.

BASIC Leaders wait for the change to blow over. Then they spend their time complaining about what has changed. You know these people.

BOLD Leaders learn to go with the flow. They’re agile. They survive.

BADA$$ Leaders change with the change. They ride courage through their fear. They create and seize new opportunities.

Cheers to making change work for you!

PS. I think I just had a breakthrough! Stay tuned!

BE AUTHENTIC.
CHOOSE BOLDLY.
MAKE A DIFFERENCE.

If you’re challenged by change, let’s hop on an Activation Session where we can get it out of your head and onto paper in 90 minutes. Click here for a consultation to get started.

Want to be the next Beyoncé? Get some vision in your life!

I’m back after a couple of weeks of much needed rest. As leaders, we must take care of ourselves so that we’re in the best position to give our gifts to the world.

And speaking of gifts, I had the opportunity to attend Beyoncé’s Renaissance Tour concert while I was on hiatus. Now, I’m a fan, but not a “know-all-the-words-to-every-song” fan. In fact, I’ve only enjoyed Beyoncé on the radio or on social media. But I had to go to this concert. I flew to Atlanta for the weekend for this concert.

Why?

Because I know when talent, vision, and courage align, the experience is nothing short of BADA$$! (Game recognize game! Iykyk!)

And today, I want to talk about how you can channel your inner Beyoncé to become the BADA$$ leader that you’re meant to be.

The most powerful and impactful step you can take is to have a vision for your leadership and the organization(s) you lead.

Many times, when we step into leadership, our focus is to learn what we don’t know and to keep the lights on in our new responsibilities. But, if you stop there, you’re simply managing, not leading. You’re stuck on BASIC leader.

To be a BOLD, and eventually, BADA$$ leader, you must take what you learn and create a vision for the future.

If you’re going to lead, why just hang out and do what has always been done? BADA$$ leaders leave their mark.

Do you think Beyoncé says, “I’ll come on the stage and sing a few songs. Give them what they always experience.” I think not.

When I tell you Beyoncé blew our minds, I mean, SHE. BLEW. OUR. MINDS. with an experience that was like no other concert. She had a vision for what she wanted to create and bring to her audience. I can only imagine how some people, in the early stages, may have reacted to her ideas about the unique visuals, dance moves, and multiple outfit changes that varied by concert. (More on that in another newsletter!)

SHE HAD A VISION.

I must ask, BOLD Leader: Do you have a vision for your leadership and the organization you lead?

Here are three critical questions to help you work through creating a vision. Ask those who report to you, work with you, and those you report to the following:

  • What is the greatest challenge that we need to solve?
  • What’s the one thing that we must not change?
  • What’s our greatest missed opportunity?

The work doesn’t stop there.

Vision is defined in the Oxford dictionary as “the ability to think about or plan the future with imagination or wisdom.”

A vision requires you to bring your superpowers – your unique lived experiences, skills, capabilities, talents, expertise, and education – to bear on what you learn from those questions. Then, use what you bring to the table – your wisdom – to boldly declare the impact your leadership and the organization will have to address the answers to those questions. Align yourself, other resources, and actions with bringing that vision to life.

My vision?

All women leading in their lives, communities, and organizations.

And it’s coming to life every day!

Remember…

BASIC Leaders are just holding down the fort. Nothing new to see here.

BOLD Leaders spend time learning and marrying their superpowers with opportunity. They rely on themselves and what they control to bring their vision to life.

BADA$$ Leaders (aka Beyoncé Leaders) spend time learning, marrying their superpowers with opportunity, and boldly aligning resources – outside of themselves – to bring the vision to life.

I’m down to channel my inner Beyoncé. How about you?

BE AUTHENTIC.
CHOOSE BOLDLY.
MAKE A DIFFERENCE
.