Working with Gen Z

Social capital refers to the value inherent in social networks and relationships within a community or society. It encompasses the trust, reciprocity, and social cohesion that exist among individuals and groups, enabling them to collaborate, share resources, and collectively address challenges. Social capital encompasses both bonding social capital, which refers to strong ties within close-knit groups, and bridging social capital, which pertains to connections across diverse social networks. Essentially, social capital represents the collective strength and resilience derived from interpersonal relationships, fostering cooperation, mutual support, and shared prosperity within communities.
Building social capital is paramount for the Gen Z generation as they navigate a world increasingly shaped by social networks and digital connections. In an era where relationships and networks play a pivotal role in personal and professional success, cultivating social capital equips Gen Z individuals with the tools necessary to thrive in diverse environments. By fostering meaningful connections with peers, mentors, and influencers, Gen Z can access valuable resources, opportunities, and support networks. These relationships not only provide emotional and psychological well-being but also serve as pathways to career advancement, entrepreneurship, and social impact. In a highly interconnected world, where opportunities often arise through referrals and collaborations, the ability to leverage social capital becomes a critical asset for Gen Z to navigate and excel in their personal and professional lives.
Social capital helps Gen Z cultivates empathy, cultural competence, and social awareness. These interpersonal skills are essential for fostering inclusive communities, bridging cultural divides, and driving positive social change. By building trust, reciprocity, and collaboration within their social networks, Gen Z can leverage collective intelligence and resilience to tackle complex challenges and seize new opportunities, ultimately shaping a more interconnected, equitable, and sustainable future.

So what can companies do to help Gen Z build a strong Social Capital? 

Find out more in this episode as Leadership and L&OD expert Dr. Smriti Walia, explains: What is social Capital? What is the concept of weak ties? And how does this apply to Gen Z generation? What are some of the behaviors for building High Quality connections? How can a manager help an incoming Gen Z to help realize this early in their career? What comes in our way (the cognitive biases) in attaining and building social capital and especially in the context of Gen Z (post covid) where mental well being, etc has also become a big focus leading to isolation/loneliness, etc.

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Dr. Smriti Walia  : LinkedIn 

Nikhil:  Website,  Linkedin, Youtube & Book

Curiosity serves as a driving force within the workplace, igniting innovation and fostering continuous growth. Employees fuelled by curiosity are more inclined to seek out new challenges, explore uncharted territories, and push the boundaries of conventional thinking. This thirst for knowledge not only propels individual development but also cultivates a dynamic organizational culture where experimentation is encouraged and creative solutions are embraced. 
Curiosity is particularly vital for the Gen Z generation as they navigate an increasingly complex and interconnected world. In an era characterized by rapid technological advancements and societal shifts, curiosity serves as a guiding light, empowering Gen Z individuals to understand, adapt, and thrive in diverse environments. With unprecedented access to information and resources, curiosity drives Gen Z to question the status quo, seek out new perspectives, and explore innovative solutions to global challenges. It fuels their desire for lifelong learning, enabling them to embrace change with resilience and creativity. Moreover, in a digital landscape where information overload is prevalent, curiosity acts as a filter, helping Gen Z discern credible sources and navigate the vast sea of knowledge effectively. By nurturing curiosity, educators and employers can empower this generation to become critical thinkers, problem solvers, and agents of positive change in an ever-evolving world.

So, what does it take build the curiosity muscle for the Gen Z generation? 

Find out about this and more in this episode as Leadership and Curiosity Expert Dr. Diane Hamilton, explains: What are the different types of curiosity? What comes in the way of us losing our curiosity from childhood to adulthood? Which companies have built a good culture of curiosity and what is essential in doing that? Can you measure curiosity and What can managers do to build curiosity in Gen Z? 

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Dr. Diane Hamilton  : LinkedIn, Website

Nikhil:  Website,  Linkedin, Youtube & Book

Employees are your firm’s most valuable resource. But to keep your employees from seeking other opportunities you have to maintain their fulfilment with their work and your business. Employee engagement therefore is a crucial aspect of your employee retention picture. Employees today want to be involved in their work, enthusiastic about the organization they work for, have a sense of belonging, and be afforded flexibility around schedules and location. Engaged employees care about their work and find meaning in it. They enjoy their workplace and get along with coworkers. 
But despite how employee engagement is gets viewed as positively company-wide, the majority of employees today are disengaged at work. Research shows that Gen Z may be struggling with engagement at work the most? According to a 2022 Gallup Poll, 54% of Gen Z employees, slightly higher than any other generation, are ambivalent or not engaged at work. 

Low employee engagement can be caused by several factors including lack of recognition by managers, poor company communication and not having a better understanding of the mission of the company and engagement efforts. More than ever, employee engagement is a strategic business objective because engaged employees lead to long-term employee retention, higher employee performance, improved quality of work, and organizational success.

So, what are some of the best practices when it comes to engaging and retaining the Gen Z?

Find out more in this episode as Business Leader and Entrepreneur Luke Goetting, explains: What are companies doing to keep Gen Z “engaged”? What normally comes in way of good engagement? How do you convey engagement approaches to incoming Gen Z? How do you ensure that your employees are actually engaged and how do you keep refreshing new approaches? What are the things Gen Z’s can do before joining a company to understand engagement practices? 

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Luke Goetting : LinkedIn 

Nikhil:  Website,  Linkedin, Youtube & Book

Before 2020, remote work was a subject of some debate. 
While many organizations were hesitant to adopt telecommuting policies, opinions were gradually shifting in favour of remote work. Research was beginning to demonstrate that remote work made employees happier and increased productivity, while also saving businesses money on real estate and overhead. However, with COVID-19 came remote working on a scale the world has never seen. Organizations that had never once engaged in remote working suddenly migrated to a 100% virtual workplace. During 2020 and 2021, most businesses realized first-hand the pros and cons of remote work
During 2020, companies began to realize that remote work did have its advantages but also quickly saw its disadvantages. Pros included: freedom to work anytime, anywhere, no commute time, spending more time with family and fewer distractions from colleagues Cons: social isolation, collaboration challenges, difficulty to unplug, burn out and so on. For reasons such as these, quite a few employees have expressed a desire to return to work.
Working on location at an office or another worksite also had its pros and cons. But Onsite work, after all, has been the standard throughout human history. Remote working on the other hand, is a recent development that has only become possible thanks to digital innovation. Naturally, the benefits and drawbacks will differ depending on the individual – some people exclusively prefer onsite work, while others exclusively prefer offsite work. But benefits and drawbacks such as these can serve as a general guide for managers looking to modernize their workplace for the next normal – an era in which many suggest hybrid work will become ubiquitous.

So, what does the Gen Z generation prefer when it comes to going to office? What are some of the practices firms use when it comes to the policy of WFH, Onsite or Hybrid? How do companies see Gen Z’s desire for Side Hustle

Find out more in this episode as digital nomad and Gen Z Top Voice Danielle Farrage, explains: Work preferences of the Gen Z generation? How are companies handling Gen Z’s penchant for gig work or side hustle? How to build a career when AI/ML will take many entry jobs? Top preferences of Brand and more.

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Indranil Chakraborty : LinkedIn, & Twitter

Nikhil:  Website,  Linkedin, Youtube & Book

Everyone remembers a good story. Whether they heard it on the radio, read about it in a newspaper or saw it unfold on live television, good stories have a tendency to stick with us, regardless of the subject matter.
 However, a story by itself can only go so far. A good story can be most effective when told by a great storyteller. Effective storytellers have the ability to capture their audience, lead them in whatever direction necessary and leave listeners/readers with new knowledge for them to absorb, a value which they may carry with them for the rest of their lives.
Teaching leaders the art of creating, constructing, and telling a story, or the art of storytelling, can mean the difference between an ineffective meeting and an effective one. The power of story can be the most important tool in your arsenal. If done well and done correctly, a great story can have a massive effect on the audience and define you as an influencer. It can inspire, enliven and create instant rapport. Storytelling can be used in speeches, presentations, workshops and even board meetings. It can move an audience to take action and it can change lives.

So when should leaders start preparing the skill of story-telling? How do we help young Gen Z build a bank of stories? What goes into making of a good story?

Find out more in this episode as Business Leader and Author Indranil Chakraborty, explains: Why stories are becoming so popular way of communicating? How does a firm or a manager help Gen Z build a bank of stories so early in their career? In what instances can stories be used for a Gen Z? Where can Gen Z’s learn the art of story-telling? What is a simple template of constructing a story? How does a firm create and sustain the art of story-telling? 


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Indranil Chakraborty : LinkedIn, Website & Twitter

Nikhil:  Website,  Linkedin, Youtube & Book

Reverse mentoring challenges the notion that wisdom only flows in one direction in the workplace. While senior executives offer valuable advice to junior employees, their younger counterparts also have skills and fresh perspectives to teach their higher-ups. This concept was first developed in the 1990s to share technical skills. Now, it’s gained renewed relevance. 
A single age group often dominated workplaces in the past, but today we see a more diverse mix of ages and generations. For that reason, organizations need to ensure all generations are represented and respected. Reverse mentoring also holds tremendous potential for companies to address the novel challenges posed by hybrid working, diversity and inclusion, and dismantling generational stereotypes.
So how have companies gone about implementing this idea? What are some of the challenges and tips to implement a successful RM program?

Find out more in this episode as HR Leader Manisha Goel, explains: The difference between traditional mentoring and reverse mentoring? Why is it important for organizations to adopt reverse mentoring? What are some of the hurdles one can expect in implementing RM and how to overcome them? How should success be evaluated in a Reverse Mentoring program? Any specific Do’s and Don’ts to ensure seamless implementation from Companies and how to groom Gen Z’s for this initiative? What is the current prevalence of RM across organizations?
 
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Manisha Goel : LinkedIn 

Nikhil:  Website,  Linkedin, Youtube & Book

When it comes to startup hiring, every action and every decision is critical. Because of the small team size, one additional employee has the potential to contribute massively and drive growth in the company. But, on the other hand, they have the power to disrupt the workflow and organization.

The price of a bad hire is more costly in startups where their contributions can tip the scales in favour of success or failure. So, startup hiring practices need to be implemented to reduce the risk as much as possible.

With the stakes so high, it should come as no surprise that startup hiring can become any founder’s greatest challenge. To add to the challenge, startups often look for a special kind of hire: they want self-starters, professionally driven, and passionate people. Founders look for A players, not just a B player that will get the job done. Finding the right talent is challenging regardless of your industry, and like most other business activities in startups, will initially fall to the founder.

In addition to the hiring challenges, startups also have to work with limited resources, attract top talent, build a diverse team by speed of hiring, and create the right cultural fit. They also have the onerous task of making talent scalable and flexible as the firm experiences rapid growth under these conditions. So, what approaches have successful startups taken? How does the Gen Z generation fit into the fast and demanding Start up ecosystem.

Find out more in this episode as Ashutosh Garg, Business Leader and Entrepreneur explains: What should be the recruiting strategy for startups? What do you look for? How do you motivate and create a high performing team? How do you convey the value proposition and scale an inexperienced pool of employees as company experiences rapid growth? Also how to manage expectations if the Startup goes thru a lean or a rough patch? What are some Do’s and Don’ts for startups and Gen Z’s as they enter the Start up Ecosystem?

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Ashutosh Garg : LinkedIn , Website

Nikhil:  Website,  Linkedin, Youtube & Book

It’s no surprise that Gen X, Millennials, and Gen Z see and use technology very differently. For some, it’s been an evolution, but a growing number of people in the workforce have simply never known anything else. This can have a significant impact on the way each generation sees crucial subjects such as cyber security.

The Gen X generation is what experts often refer to as “digital immigrants.” Technology wasn’t always a part of their work, and they’ve had to adapt over the years. They often learned about cyber threats by falling victim to them and have had to develop their own tricks and habits since cyber security departments were rare when they entered the workforce.

Millennials are in an odd situation technology-wise. They weren’t all digital natives, and while most had computers at home, social media was a later addition to their lives. In terms of work, however, they are definitely digital natives, and computers have always been present in their workplaces.

The definition of digital native truly starts with Gen Z. In most cases, members of Gen Z generation don’t remember a time when technology wasn’t a major fix of their lives. However, a large portion of their exposure to technology has been through smartphones. They embrace new platforms faster than other generations but are often less well-versed with desktops. They communicate primarily through social media platforms such as Snapchat, often exchanging their username instead of their phone number when they meet someone new. However, growing up with technology doesn’t mean you automatically understand it. In fact, it seems like it might have been too normalized for their generation.

Gen Z’s technological knowledge is heavily influenced by smartphones and social media applications, making them ill-equipped to detect phishing attacks via email or spoofed websites. They are also the most likely generation to ignore mandated IT updates until the last minute and reuse passwords for personal and work accounts. They often have had less cyber security training than other generations and feel much more secure online overall. So how do we help a generation who loves technology – but may not be fully aware of some of the pitfalls or ‘dark-side’ of social media and other tools. 

Find out more in this episode as Cyber Security and Privacy Expert Kaushik Pandya explains: What is the difference between Cybersecurity and Privacy? Why have these topics gained so much attention and what are the implications on Gen Z generation? What are some the basic tips to become more cyber secure? What can employers do create good security and privacy habits into Gen Z employees. How do they sustain these habits?

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Kaushik Pandya : LinkedIn , Website

Nikhil:  Website,  Linkedin, Youtube & Book

As the modern workplace becomes more global, companies are putting a bigger emphasis on an employee’s intercultural skills in the office. Now more than ever, firms are no longer just looking for technical skills, they are also putting a greater focus on an employee’s ability to speak another language, demonstrate respect for others, and cope with cultural differences.

Intercultural skills are important to companies for several reasons. They not only give employees a better understanding of their workplace and co-workers, but they also help them adapt to new work environments and prevent culture shock, while enhancing their cultural awareness, knowledge, and practical skills. 

Several surveys have shown those employees with good intercultural skills help companies bring in new clients, work within diverse teams and support a good brand and reputation. Conversely not having them brings damage to an organisation’s reputation and team conflict. All of these risks could also have financial implications for an organisation.

So how does the incoming Gen Z generation acquire strong intercultural skills as they enter the workforce? Does, simply travelling to new locations makes one good with intercultural skills? How do we help them overcome the blind-spots of how cross cross-culturally savvy we really are? 

Find out more in this episode as Inter-culturist guest Robert Gibson explains: What can Gen Z’s do gain intercultural skills? What are firms doing to create the ecosystem for culturally savvy employees? What are some of the common mistakes managers make when it comes to intercultural skills? How do you lead a multicultural team? Are there instruments who help assess your cultural quotient? Some Do’s and Don’ts for corporates and Gen Z’s to become interculturally savvy?

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Robert Gibson : LinkedIn

Nikhil:  Website,  Linkedin, Youtube & Book

Artificial intelligence (AI) is transforming the world of work in unprecedented ways. AI is reshaping how businesses operate and compete, from automating tasks to creating new products and services. But how does this affect the youngest generation of workers, Gen Z, who are just entering the workforce or starting their careers?

Gen Z generation also faces many challenges in the workplace. They have been hit hard by the Covid-19 pandemic, which disrupted their education, employment, and mental health. They needed to gain essential skills and experience from working alongside older colleagues. They have to compete with AI for entry-level jobs that are increasingly automated or outsourced. And they must adapt to the fast-changing demands and expectations of the AI-driven economy.

So, how can Gen Z overcome these challenges and leverage their strengths to succeed in the workplace? 

Equally important is if you are an employer - how do we build a multifaceted career which requires more competencies in multiple directions at the same time in a ‘solar career’ that spreads radially in many different directions. How do we do this also keeping in mind autonomy, growth, satisfaction and fulfilment. 

Find out more in this episode as guest Dr. Shalini Lal explains: How have careers have evolved? What are the “practical challenges” from an Employer’s perspective of “building careers” in such fluid environment? What are the bouquet of “skills” Gen Z’s can build for future of work? What are some Do’s and Don’ts when thinking of careers from an employer and Gen Z’s lens.

Dr. Shalini Lal : LinkedIn , Website

Nikhil:  Website,  Linkedin, Youtube & Book

Credits:

- WYN Studio: LinkedIn, Instagram

- Engineer: Vikas Sharma

The United Nations defined sustainable development as development that meets the needs of the present without compromising the ability of future generations to meet their own needs. It assumes that resources are finite, and so should be used conservatively and carefully to ensure that there is enough for future generations, without decreasing present quality of life. A sustainable society must be socially responsible, focussing on environmental protection and dynamic equilibrium in human and natural systems.

The concept of sustainability revolves around: environmental, social and economic—also known informally as profits, planet, and people. These are in particular relevant to corporate sustainability, and efforts made by companies. Today, the Triple Bottom Line approach to operating a company is useful for businesses in a number of ways. Not only is it ethical and important to meet UN standards of environmental sustainability, it is also economical and allows a stronger business model. Additionally, sustainability enables an organisation to attract employees, shareholders and customers who are invested in the goals of sustainability and share these values. The impact of sustainability can therefore be positive for a business’ image as well as revenue.
However, virtually every company now proclaims its devotion to sustainability. But being authentic is not so easy and those which market around sustainability without backing it up run the significant risk of alienating consumers with messages that come across as self-serving.
As world’s youngest generation begins to enter the consumer market, workforce and voting booth, they have proven to be on a mission toward improving their planet. We can say while the pandemic didn’t start the sustainability revolution, but it has put it into hyperdrive, and Gen Z is in the driver’s seat. So, what does it take to get Gen Z generation excited in your sustainability efforts?
Find out more in this episode as guest Dr. Rameshwar Valte explains why is sustainability is gaining so much prominence among firms and what does it mean to Gen Z generation? How can firms use sustainability efforts to attract Gen Z’s. What are some best practices for Sustainability from a firm’s perspective and do’s and don’ts that Gen Z generation should follow when it comes to environment and Sustainability. 

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Dr. Rajeshwar Valte : LinkedIn , Website

Nikhil:  Website,  Linkedin, Youtube & Book

Credits:

- WYN Studio: LinkedIn, Instagram

- Engineer: Vikas Sharma

Most companies are now seeing three, possibly four or five generations coming together. Each generation comes with their own context, style of working and also has a different motivation, workplace value and behaviour. This shift in workplace demographics and style has created its own subsets of challenges and opportunities for organizations. Over the past several years, leaders across industries have noticed an increase in generational tension among employees most often focused on the attitudes and behaviours on the arrival of newer generations. First it was understanding of the Millennials (Gen Ys) vis-a-vis Gen Xers and Boomers but now it is the Gen Zer’s in comparison to Gen Y’s and Xers.
The Gen Z’s are coming of age in a time of global unrest, divisive politics and the ubiquitous presence of technology. They have grown up in a time, with active shooter drills in their schools’, they have seen visible impacts of climate change, “fake news” and ‘#Me-too’ as trending topics. A generation that is highly connected living in an era of high-tech communication, technology-driven lifestyles and prolific use of social media. A generation which finds hard to escape the threat of physical or emotional abuse anywhere, as bullying has gone online via social media and follows them everywhere on their mobile devices. The constant perceived threat of personal harm has become a defining characteristic for this generation. This unique context has impacted their narratives, values and behaviours. So what will it take for them to succeed as they enter the workplace which is also increasing become volatile, filled with stress, pressure, anxiety, and even drama from time to time.. The answer is Emotional Intelligence. Emotional intelligence is the ability to identify and regulate one's emotions and understand the emotions the others. A high EQ helps you to build relationships, reduce team stress, defuse conflict and improve job satisfaction. 
Find out more in this episode as guest Dr. Niloufer explains what is Emotional Intelligence and Why it has become one of the most critical leadership skills. How does the young Gen Z build the EI muscle and what normally comes in our way. What are some of the EI practices firms are using and the Do’s and Don’ts for Gen Z’s and their hiring managers. 


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Dr. Niloufer Aga : LinkedIn

Nikhil:  Website,  Linkedin, Youtube & Book

Credits:

- WYN Studio: LinkedIn, Instagram

- Producer: LinkedIn, Twitter

- Engineer: LinkedIn, Youtube

Creativity is needed now more than ever. As we race into an  automated AI future, the most precious capabilities we can have will be the skills to generate and implement new ideas for better solutions faster. 

The Gen Z generation is said to be an agile generation thanks to their hyperconnectivity and comfort in expressing themselves through digital tools. Valuing creativity is a core belief among many of them. However Gen Z is entering the workforce and needs to successfully navigate and secure their future in the workplace. 

This will require them attaining the CQ skills (creative intelligence) needed to help their companies /organisations maintain a competitive business advantage. So how is that company after company and managers from all different generations talk about the importance of creativity and yet we see so many firms and managers always lagging behind when it comes to use of or being creative?. 

Find out in this episode – where creativity expert Andrew Grant takes us from the classroom to the boardroom – to discover why adults seem to have lost their creative ability right when they need it the most. We examine themes why creativity has gained so much importance for companies today and what does it mean in the Gen Z context. We will also explore what normally comes in our way to overcome creativity and how can managers ‘unblock’ the mindset to unleash creativity. 

How long does it take to build and sustain a creative culture. And finally what should managers keep in mind when recruiting Gen Zer’s from a creative perspective and how should incoming Gen Z’s see creativity.

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Andrew Grant : LinkedIn, Website
Book : www.whokilledcreativity.com and the-innovation-race.com 

Nikhil:  Website,  Linkedin, Youtube & Book

Credits:

- WYN Studio: LinkedIn, Instagram

- Producer: LinkedIn, Twitter

- Engineer: LinkedIn, Youtube

A quarter-life crisis comes about when you’re faced with the reality that your life is not what you thought it was going to be. It’s an emotional crisis of identity and self-confidence. You’re faced with the feeling that maybe you’re not being true to who you are, but you’re not quite sure who you’re supposed to be, either. A quarter-life crisis looks slightly different for everyone and can happen at different ages for young adults as well. There are no universal “symptoms” or one-size-fits-all diagnoses. But one thing is certain: if you believe you’re going through a crisis, then you probably are. 

While the idea of a crisis might feel scary, if you recognize what’s happening now and address how you’re feeling, you’ll not only feel happier and more confident in yourself and your decisions, you’ll prevent yourself from going through a midlife crisis twenty years later.

With the Gen Z generation seeing so much change, volatility in their growing years can we say they are facing a quarter life crisis. It is the only generation who has gone through events like the 9/11, to the advent of Social Media, to experiencing Climate Crisis, to Energy Crisis, Fake News to Me too movement, a war and above all living thru a full pandemic 

Find out in this episode – where Generational expert Tess Brigham talks about what entails in the Quarter Life Crisis. How much of this crisis applies to Gen Z and how does it compares to the previous and current generations. She also indicates steps to overcome this crisis, how to sustain and have the mental strength to navigate (the 2nd quarter of life) and some strong tips of the Do’s and Don’ts for Gen Z.

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Tess Brigham : Instagram, Website

Nikhil:  Website,  Linkedin, Youtube & Book

Credits:

- WYN Studio: LinkedIn, Instagram

- Producer: LinkedIn, Twitter

- Engineer: LinkedIn, Youtube

Each generation handles money in a different way. Afterall, people have grown up in different eras, they place value on different commodities, and some are busy saving for retirement while some are squirreling away their pennies in order to see the world one day. Attitudes towards saving money are most certainly generational, and there are plenty of assumptions people tend to jump to about these attitudes.


Boomers : Baby Boomers often have a lot to say about the younger generations, but in reality, the financial landscape has traditionally been more in their favour than it has for any generation after them. They are generally referred to as the ‘wealthiest generation’ and People in this generation are good at saving, but not necessarily because they’ve had to be, more likely because they just can. They are a generation who inherited a frugal attitude from their parents’ generation, who lived through rationing.
Xers: Sometimes known as the ‘forgotten generation’, Generally, they’ve seen more financial strife than the Boomers before them, but this doesn’t put them off spending! They’re more likely to be splashing out on eating at restaurants, new smart phones, and going to the cinema than saving their pennies. On top of this, many of them are splitting the funds that they have saved between caring for their elderly parents and supporting their ‘boomerang’ children, who are likely to return to live at home at some point during their mid-twenties.
Gen Y’s Next are Millennials who are often thought to extravagantly frit away all of their money. The older group within this generation was hit by the 2008 financial crash, while younger millennials faced extortionate university costs and difficulty breaking into the job market. Despite this, millennials are the generation that is most comfortable with making short term sacrifices  in order to save for future experiences. 
Gen Z’s Finally, we reach Generation Z, a group of savvy digital natives. Unsurprisingly, there are many similarities between Gen Z and millennial saving attitudes. This is largely down to aptitude with technology and their preference towards mobile banking. Most Gen Z savers check their bank balance at least once a day and are likely to use savvy banking apps that allow them to move their money around between their accounts and know exactly how much they are managing to save. Like older generations, Gen Z still enjoys treating themselves and living life to the full, but they are more likely to seek discounts and schemes to do so. There are many different factors that feed into these saving tendencies, and most of the time, generational attitudes towards saving can be put down to the state of the economy as a whole during different eras. However, it’s all about finding the right balance for you and your personal finances, whatever tribe you are part of!

Find out in this episode – where Money expert and one of India’s leading Mutual Fund Distributors Mr. Mithun Jathal talks about the importance of financial literacy and money in the context of Gen Z. He helps us to understand the key trends and financial quotient that we see in Gen Z in India (urban vs. rural dimensions). Specifically how do we help this generation become better in the different aspects of money : Planning (Budgets), Savings, Borrowing, and Income. Finally, how do we sustain good money practices now and in the future and what are some of the key Do’s and Don’ts with money for Gen Z. 

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Mithun Jathal: Facebook, Website

Nikhil:  Website,  Linkedin, Youtube & Book

Credits:

- WYN Studio:

When baby boomers and Gen X were seeking their first jobs, success was directly proportional to who you knew. Whether it was access to a great Rolodex, personal connections, or just the “good old boys” network, an in-person connection built on pre-existing social capital was paramount to a seamless college to career transition.

Not so much today—digitally-native Gen Z has more confidence building relationships and creating professional networks online, and from scratch, compared to their parents’ generation. These, early-career seekers are architecting relationships in novel ways, accelerating the pace and scale in which they grow their networks and advance their careers. And for many, the shift to new models of building connections online is far more equitable than in the past, suggesting a democratization of social capital for a new demographic of iGen.

Despite having the ability to be constantly connected to the world around them, Gen Z is reported to be the loneliest generation ever. Research has shown a direct link between time spent on social media and the increase of loneliness within an individual. Unfortunately, loneliness is causing many Zer’s and young adults to turn to bullying and self-harm as they battle against depression, lack of confidence, and other matters related to mental health. However, this isn’t entirely specific for Gen Z but for our current society as a whole. Many individuals today are experiencing a lack of connection and interpersonal relationship. We were never meant to do this life alone 
This loss of social capital both in personal and professional life is becoming a problem in modern society. For Generation Z these peculiarities of their behaviour and construction of their reality can be attributed to the “digitization” of social interaction reducing social capital every year.

So how do we create the awareness for this tech savvy generation to see the importance of (physical and not digital) inter-relationships ?

Find out in this episode – where Health and Well Being expert Gunjan Trivedi talks about the importance of inter-relationships in the context of Gen Z. He helps us to understand why work or personal relationships are on a decline on a whole, and what are some of the symptoms causing this. How do we help Gen Z appreciate to invest in personal relationships and the patience needed to build it. He shares success stories and what are some of the ways to sustain strong relations over time.

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Gunjan: LinkedIn, Website

Nikhil:  Website,  Linkedin, Youtube & Book

Credits:

- WYN Studio: LinkedIn, Instagram

- Producer: LinkedIn, Twitter

- Engineer: LinkedIn, Youtube

"Born mostly to Baby Boomers as their parents, the Generation of Millennials is considered to be the largest generation in history and currently, they occupy a large share of workplace demographics. They shape the way today’s businesses operate; they have disrupted existing business models and have given rise to new ones.
Generation Z is probably the first generation that consists of the influence of the family of all three generations; Baby Boomers, Generation X and Y. Comparatively a small proportion of Gen Z are children of younger Baby Boomers and the youngest of them are children of Millennials. Predominantly parents of Gen Z’s are Gen Xers. They are the next big cohort who will become mainstream in professional space in the coming years.

Both of these generations Gen Y and Z have created a lot of curiosity among managers in the workplace. Even though the boundaries are blurred between these two generations as they do share common characteristics: tech-savvy, can manoeuvre through vast amounts of information, staying connected 24x7 but they still are not always the same. The reason for these differences is unique socio-political and economic events that shaped their behaviours, views and attitudes. So, despite strong connectivity, these generations across the world share different  workplace behavior and attitudes to the trends that stem from what they believe which is the result of the cultures they grew up in.

Find out in this episode as Gen Y generational expert Adam Kingl talks about the differences, and similarities within the two generations. We examine how Millennials can lead Gen Z’s effectively? Which companies have created good practices around it? What can Gen Z’s do to create a meaningful relationship with bosses who are Gen Y’s and what things companies can do create a sustaining and engaging relationship among the two generations.
 
 
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Adam Kingl: LinkedIn, Website & Twitter

Nikhil:  Website,  Linkedin, Youtube & Book

Credits:

- WYN Studio: LinkedIn, Instagram

- Producer: LinkedIn, Twitter

- Engineer: LinkedIn, Youtube

Just when it seemed Millennials were poised to be the largest group of change-makers in recent history, it will be Gen Z that creates more opportunities for entrepreneurs. 

While Millennials have created great changes, the most dramatic disruptions will come from the rising Gen Z population. A recent study of Gen Z’ers concluded that 72% of them wanted to start their own company, utilizing entrepreneurship to have control over their lives, become debt-free, and to choose a purposeful life.

So, who do members of Gen Z want to work for most in the future? Themselves. As a generation born with the internet and raised with mobile technology, Gen Z has grown accustomed to seeking solutions and answers independently. 

What attracts them toward going on own more than any generation, is to live their lives more conveniently. Think of anything this population does and wants to do and think how can they do that more conveniently? 

You have seen the rise of grocery delivery, checking in on phones, and ecommerce via social media apps. Look to ways you can deliver even more convenience to other aspects of their lives and where they experience “friction” today via multiple apps or websites to get something done.

This extremely favourable view of entrepreneurship for this generation is also the result of a confluence of push and pull factors. On the one hand, the traditional pathway to career success—namely higher education and climbing the corporate ladder—has never felt more out of reach or less certain. At the same time, start-up costs are plummeting, the pool of resources entrepreneurs can tap into is ballooning, and casual experimentation with entrepreneurship has never been easier.

Another key driver of Gen Z’s interest in entrepreneurship is a growing scepticism over the model of career success enjoyed by previous generations. The skyrocketing cost of education, coupled with the experience of the 2008 recession, the recent pandemic, war and other disruptions has caused many to doubt the notion that higher education leads to stable, long-term employment.

But the path to entrepreneurship is not always an easy one. There is equal evidence to show more start-ups or small enterprises fail and vanish before they succeed or become big. So, what does it take to be a successful entrepreneur.

Find out in this episode as 4th generation Entrepreneur Parag Desai, Executive Director, Wagh Bakri Tea talks about why is the Gen Z generation attracted towards Entrepreneurship?
 
How can one learn the Entrepreneurial traits and What are some of the Do’s and Don’ts if you wish to tread the path of going on? 

What was the toughest patch in his own journey, how do they attract talent and advice to the budding ‘want-to-be ‘entrepreneurs of Generation Z.

Find Us Online

Parag Desai: LinkedIn, Twitter & Instagram

Nikhil:  Website,  Linkedin, Youtube & Book

Credits:

- WYN Studio: LinkedIn, Instagram

- Producer: LinkedIn, Twitter

- Engineer: LinkedIn, Youtube

Diversity and inclusion are two interconnected concepts—but they are far from interchangeable. Diversity is about representation or the make-up of an entity. Inclusion is about how well the contributions, presence and perspectives of different groups of people are valued and integrated into an environment. It is more than policies, programs, or head counts. Equitable employers outpace their competitors by respecting the unique needs, perspectives and potential of all their team members. As a result, diverse and inclusive workplaces earn deeper trust and more commitment from their employees.

An environment where many different genders, races, nationalities, and sexual orientations and identities are present but only the perspectives of certain groups are valued or carry any authority or influence, may be diverse, but it is not inclusive. A diverse and inclusive workplace is one that makes everyone, regardless of who they are or what they do for the business, feel equally involved in and supported in all areas of the workplace. The “all areas” part is important.

For companies looking to strengthen their talent pipeline, a diversity, equity, and inclusion (DEI) strategy is a “must have,” no longer a “nice to have.” Members of Generation Z, the most diverse generation yet, have high expectations for their current and future workplaces, and employers must take note in order to attract and retain their future generation of employees.
Find out in this episode as D&I expert Kanika Tewari talks about what D&I actually means. What implications does it have for Gen Zs? What are some of the practices firms are implementing for D&I. If you are manager what are some of the do’s and don’ts and how do you communicate and sustain a D&I culture in the long term.

Find Us Online

Kanika Tewari: LinkedIn, Twitter & Instagram

Nikhil:  Website,  Linkedin, Youtube & Book

Credits:

- WYN Studio: LinkedIn, Instagram

- Producer: LinkedIn, Twitter

- Engineer: LinkedIn, Youtube

Spirituality strengthens our outlook for a better future. We will always encounter challenges in life, but if we stay hopeful during these trying times we will persevere. Spiritual growth enhances our ability to deal with life's ups and downs and bounce back from those difficult experiences.

Spirituality recognises that your role in life has a greater value than what you do every day. It can relieve you from dependence on material things and help you to understand your life's greater purpose. Spirituality can also be used to cope with change or uncertainty.

Healthy spirituality gives a sense of peace, wholeness and balance among the physical, emotional, social and spiritual aspects of our lives. However, for most people, the path to such spirituality passes through struggles and suffering and often includes experiences that are frightening and painful.

So how do we help Generation Z to use Spirituality as an anchor to face the various external and internal challenges of life? 

Find out in this episode as educator and life seeker Uma Oza talks about how seeds of spirituality can be a means of equanimity to find meaning during hard times, to see each day as a gift and feel at peace. 

We explore questions like the importance of spirituality, who can help Gen Z in their quest for spirituality, how we sustain ourselves on this path, what are some of the routines we can put in place to achieve spirituality and more. 

Find Us Online
Guest - LinkedIn
Nikhil:  Website,  Linkedin, Youtube & Book

Credits:
- WYN Studio: https://wyn.studio
- Producer: https://www.linkedin.com/in/anushkapandeyy/
- Engineer: https://www.linkedin.com/in/vikas-sharma-music-producer/