The Secret to Building Resilience
The growing scarcity of job seekers and the increased emphasis on diversity & inclusion are creating workplaces in which people of all ages and backgrounds must collaborate to solve business challenges. Employees of every generation from Boomer to Gen Z bring perspectives, talents, and experiences that can help each of us see the challenge in a new way.
What got me thinking about multi-generational workplaces was a Wall Street Journal opinion piece entitled “To Be Young and Pessimistic in America” by Abigail Shrier. The article features insights from academic psychologist Jean Twenge.
Gen Z is Pessimistic
Twenge contends that Gen Z individuals (those born between 1995 and 2012) are more likely than previous generations to see the world as an unfair place. Whereas Millennials (those born between 1981 and 1994) have high expectations and are optimistic and self-confident, members of Generation Z tend to be more pessimistic about their own prospects. They attribute hardship to bad luck or factors that are out of their control.
Part of this is due to the messages they have received from parents whose attitudes shifted from encouragement to fear. Twenge also believes the amount of time spent on social media and the decline of in-person socializing has resulted in high rates of anxiety and depression.
She believes young people who grow up with social media become cautious and mentally vulnerable. They know that anything they post on social media can instantly expose them to public humiliation and vitriol in front of thousands or millions of strangers.
But the disruptions caused in 2020 by the COVID pandemic may have created an opening for business leaders, parents, and grandparents to teach younger generations to be more resilient. Every previous generation has endured tough times and learned to persevere by maintaining a positive attitude.
Lessons from My Father
The month of June is a good time to reflect on how the values we learned from our fathers contrast with the values our children and grandchildren are growing up with.
What role can we play to influence our children, grandchildren, and younger employees to be more optimistic, resilient, and less risk averse?
My father, who was impacted by the Depression and World War II, passed along many valuable lessons as we worked together growing a family business. In addition to encouraging me to work hard, live within my means, and save for a rainy day, he emphasized values such as integrity, respect for others, gratitude, loyalty, and the Ten Commandments.
These days, myself a father and grandfather, I try to instill a spirit of optimism and possibility in my own children and grandchildren. I stress the importance of a good education, strong relationships, integrity, teamwork, family traditions, smart choices, and big dreams. I also affirm the power of prayer.
As young workers consider their own goals and career paths, I remind them to seek sources of information and inspiration outside of the restrictive thought bubbles within their social media feeds. I encourage them to read uplifting business articles and books, surround themselves with optimistic people, and choose mentors with a positive outlook.
Whether you lead a family business or consider employees and colleagues your “work family,” keep in mind that people of all ages feel pessimistic from time to time. Inspiring optimism, hope, and confidence through your words and actions can help build the culture of resilience needed to overcome any challenge we may face either at home or work.
Recommended Reading:
“To Be Young and Pessimistic in America” by Abigail Shrier in Wall Street Journal