“It’s on Prime, not Netflix, Daddy,” says Hudson (5), as Harry (2) scrolls through Mummy’s phone for his favorite YouTube video!
It’s fascinating to witness my kids navigate their on-demand world—so different from my own upbringing. This cultural shift isn’t just apparent at home but also in the workplace. With technology, AI, and remote and hybrid work all at the forefront, are we bridging or widening the gaps?
The answer depends in large part on the lens we use to filter, process, prioritize, and act on what we see. Are we focused on the past, present, or future? Are we viewing things through a lens of “Me” (my experience), “We” (their experience), or “World” (our shared experience)?
Here’s a simple 3×3 grid to better understand the implications:
Three-Dimensional Leadership Perspectives
Past / We
Consider a common perception in the workplace:
“These Gen Zs are entitled. They want meaning, fun, and pride in their work but also expect work-life balance. Where’s the work ethic? They want rewards without putting in the hours.”
This perspective isn’t inherently right or wrong—it simply reflects a generational divide, grounded in diverging experiences and expectations. However, if this view becomes the default, it could have significant cultural and performance implications. Imagine if even 30% of your workforce shares this view. The potential for frustration, conflict, and disengagement increases, while productivity and morale decrease. Left unchecked, it can lead to toxicity, higher turnover, and regrettable losses, costing time and money in recruitment, training, and the ongoing cycle of dissatisfaction.
So, let’s consider a more balanced perspective using the “Present / We” lens.
Present / We
The present view simply observes, without judgment:
“These Gen Zs know what they want. They seek meaningful work, enjoyment, and pride in what they do, with an emphasis on balance in life. How can we optimize this? How can we align their contributions to achieve maximum impact?”
This approach reframes the same reality, focusing on acceptance and alignment rather than judgment.
Future / We
Looking through a future lens means aspiring toward a shared vision or outcome. Let’s imagine a scenario where, in five years, we are thriving together, surpassing our traditional performance metrics and experiencing fulfillment—high energy, meaningful relationships, belonging, joy, and adaptability. In this future, every individual feels their contributions are aligned with the organization’s goals. High performance is sustained as it is fueled with positive energy.
Now, from this future perspective, the conversation might sound like:
“Gen Z’s desire for meaning, fun, and pride in their work, along with work-life balance, is a shared goal. How do we collectively align our contributions for greater value, well-being, and impact?”
A PurposeFused Leader draws wisdom from the past, observes the present without judgment, and shapes a future that engages everyone. It’s about articulating that future vision and then modeling the behaviors and asking the questions that pave the way forward. We don’t get stuck in one perspective; we view all, processing the most pertinent information to shape a balanced perception. This, in turn, influences our attitude and expectations, driving our cycle of actions aligned with intended outcomes and long-term impact.
Here’s the grid with these generational perspectives included:
Let’s Revisit a Few Scenarios with This Cycle in Mind
Scenario 1: Past / We (An extreme example for illustration)
Frustrated by generational differences, you push your team to conform to your standards, expecting resilience at the expense of well-being. Long hours, face time (not the app), and always being “on” are the norm. High turnover results, but the “strongest” survive. That’s the way we get it done.
Scenario 2: Present / We
You embrace what the new generation brings to the table, gathering feedback and experimenting with leadership practices that increase meaning, pride, fun, and productivity. This scenario involves adaptation and collaboration to engage this cohort and enable them to perform at their best.
Scenario 3: Future / We
You set clear, aspirational goals for the future—an inspirational vision recognizing that meaning, pride, and fun in work matter to everyone, though it looks different for each individual. You seek input from all to determine what truly matters most. You align contributions to achieve a shared vision, continually testing and refining the practices needed to get there together.
Questions to Consider
- Which perspectives do you find yourself in the most?
- What about your workforce overall—how do they view things?
- Which of the above scenarios leads to the best culture, performance, well-being, and impact?
- Which perspectives enable you to attract and retain more talent?
- Which allow you to create a meaningful legacy as a leader?
PurposeFused Leadership isn’t easy. It’s about striving for progress, not perfection. It’s about caring, believing in the possibilities ahead for all, inspiring others to follow, and embracing the outcomes along the way. The journey may be challenging, but it’s one worth taking—a journey that enhances well-being, performance, and impact for everyone involved.
I choose to be a PurposeFused Leader. Who’s with me?