Young staff bring different perspectives and expectations to the workplace.

Seasoned colleagues may need to focus on preventing unnecessary conflict.

There are four steps you can take to help you lead well in seasons of conflict.

Young teammates need leaders to answer three key fundamental questions.

Your youngest team members may just be different from the rest of your team, and the most vivid illustration of this difference is in how they perceive hard feedback.

Hard is now seen as harsh.

Requests for mediation or support around perceived microaggressions, emotional distress, or communication breakdowns are on the rise. Coaches often refer to Gen Z as a fragile population, as many parents failed to prepare them for careers. In fact, today, being offended is often a form of moral high ground. Empathy is required.

Professional is now seen as personal.

I see a pattern where younger employees are likely to frame feedback as personally harmful, as unfair attacks, or lacking in psychological safety. They feel “you’re not just criticizing what I did, you’re invalidating who I am.” Any criticism feels like an assault. The amygdala in their brains can react as if they’re in physical pain.

Conflict is now canceled.

Gen Zers may wish to cancel any experience that’s disagreeable. Managers are unsure how to proceed for fear of being reported to........

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