Many managers feel they’re "managing on eggshells" around Gen Z, wary of their directness and social awareness. But what if, instead of fearing this generation, we saw them as a catalyst for growth? In this keynote, we shift from fear to understanding, exploring how Gen Z’s strengths transparency, accountability, and inclusivity can transform workplaces.
During the expert session, Roy Glukckman engages the audience through interactive exercises, Q&A sessions, and live demonstrations.
Overcoming discomfort and engaging with Gen Z effectively.
Leveraging Gen Z’s directness while guiding their growth.
Practical strategies for building relationship.
In this expert session, Roy Gluckman delves into the socio-political and economic contexts that have shaped different generations, focusing on baby boomers, Generation X, millennials, and Generation Z. Each generation, he explains, was influenced by unique historical events and societal changes, resulting in distinct characteristics, values, and worldviews.
Generation Z, born between 1997 and 2012, is defined by a deep sense of realism, activism, and cynicism. They use their voices to challenge individuals and systems, influenced by social media and technology, and question the motives of institutions like government, education, healthcare, and big business due to a belief in an inherently unjust world.
One major conflict between Generation X and Generation Z is their approach to work and achieving goals. Gen X tends to have a "do it right, let's get it done" mindset, while Gen Z questions the purpose and why things need to be done a certain way.
However, Roy acknowledges that this tension could be due to organizations failing to provide enough consultation and collaboration opportunities for both generations, making it difficult to feel connected to the purpose.
Regarding attitudes towards different generations, Roy suggests focusing on understanding unique perspectives and motivations and working together to find common ground and effective communication strategies rather than creating unnecessary tension within teams. He recommends striking a balance between giving Gen Z autonomy and ownership over their work while still providing them with necessary direction and support to succeed.
To effectively lead Generation Z talent, Roy suggests creating a work environment that fosters psychological safety, autonomy, and transparency. Providing regular feedback and making it a daily habit can help build trust and engagement while valuing employees and allowing them to feel part of the team.
Understanding their desire for inclusivity and challenging assumptions about what that means can create a workplace where everyone feels seen and heard.
Throughout the session, Roy utilized the Mentimeter app to engage participants in interactive discussions on various topics. He emphasized the importance of managers fostering relationships, understanding individual needs, and providing meaningful recognition and rewards.
The session concluded with an invitation for attendees to provide feedback through a survey. Overall, Roy encourages employers to maintain open communication, prioritize learning and progression, and understand that different approaches exist when addressing the needs of various generations in the workforce.
It is interactive, and the block above says exactly how for this session. Nobody has to speak up who does not want to: the chat and the polls carry most of it, and the questions can come in anonymously.
Many managers feel they’re "managing on eggshells" around Gen Z, wary of their directness and social awareness. But what if, instead of fearing this generation, we saw them as a catalyst for growth? It is built for a general working audience: no prior knowledge is assumed, and people who already know the subject get the research and the practical side rather than an introduction.
Roy Gluckman is one of the experts we auditioned ourselves, and we produce every session so we see how each one lands. Participants rate this session 4.2 out of 5, across 208 responses, and rate Roy personally 4.4 out of 5.
It runs 45 min / 15 min: the talk, then live questions. All you do is pick a date. We brief Roy, produce the session, host and moderate it, run the Q&A, and send you the report within an hour of the end.
A team, a department, an employee network or every single employee at once, with no cap and no per-seat price. It runs inside your own Microsoft Teams, Zoom or Google Meet, or on a branded page we build. No integration, no login, no company device or e-mail.
The session is delivered in English. You can add high accuracy live subtitles in 8, 16 or 24 languages, so everyone follows in their own. That is a paid option, priced by the number of languages you need.
No, and that is by design. There is nothing to install, nothing to integrate and no connection to your systems, so there is nothing for IT to validate: we join your own Teams, Zoom or Meet as a guest speaker, or we host a page and your people open a link. No software, no accounts, and no data of yours that we can reach. It is why hundreds of companies, among them some of the largest technology and financial firms in the world, were able to start within a day.
We never receive or hold personal data about your employees. Because the session runs in your own environment, attendance and identity stay with you, and what we report back is aggregated: numbers, ratings and survey answers, not people. That is also why IT approval usually takes minutes rather than weeks.
You keep the recording and can share it internally. You also get attendance over time, participant ratings for the content and the speaker, the survey answers, and the topics your people asked for next.
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