Millennials and Gen Z are starting to make up a majority of the workplace, and they bring with them plenty of stereotypes and amazing gifts.

Take a listen to learn about major events that shape this generation, how they show up in the workplace, and how to manage them for collective success!

Lauren Foster is a leader in this space as an HR Leader, somebody who manages a number of people in these generations, and also helps lead the effort on the annual Global Deloitte research about them.

Show Notes:

Millennials (ages ~28-43 today)

Major Life Events:

Looking for in workplace:

Gen Z (ages ~12-27 today)

Major Life Events/ Drivers:

Looking for in workplace:

How to build strong relationships:

As mid-life and mid-career professionals, we have a lot on our plate both personally and professionally. How can we manage it all and still keep our head on straight?

I talk with Matt Davis about how he approaches life, stress, anxiety and more as he manages a genetic disposition to severe mental health challenges. As somebody who has lost a loved one to mental health, deals with it regularly himself, and is also a caretaker of somebody dealing with it, he shares his own experiences and many good ideas and suggestions on how others can work on it themselves.

Note: neither Matt or I are medical professionals. We both feel passionately about this topic and hope this can help support you through your mental health journey.

Top Quotes:

"Some people may question: Hey, do I really have anxiety or do I really have these things that we try to quantify? And my response would be, it doesn't matter. All of us have really negative feelings that we have to overcome each day. We're all doing our best and there are ways to overcome that."

"If you really examine any time that you're feeling an overwhelming amount of anxiety or stress, or even depression, there's typically some sort of expectation hanging out there. Scientists can call this inner locus of control where. We have the ability to choose our life, to choose the things we do."

"When I get into that anxious state, I really have to cut off the future for just a little bit. I call it the today is the greatest day I've ever known, where I have to really focus on the day that I'm in, the hour that I'm in."

5 areas of balance (SPARK): spiritual, physical, academic, relationships, character

"The biggest thing is if you're struggling out there in any way that. If you just keep giving the effort, I promise things will get better, like, just keep fighting for it. Keep searching for the help that you need and things do change."

"I'm not going to be limited by mental health, even though I have severe bouts with it, I'm going to go and live a life and go full steam ahead. And it may be painful sometimes, but it's something that we can all do. We all have that ability. "

Do you have a team member that might be neurodivergent (ADHD, Autism, other)? Or do you have people on your team who just think and work differently than you do?

This episode is for you!

Join me for a discussion focused on Neurodivergence, but relevant for trying to better understand and support people who are just wired differently than you are. Marjorie has spent her life experiencing neurodivergence, and has spent years researching the topic and supporting people related to challenges and gifts around it.

If you struggle working with certain team members or just want to continue to improve your leadership skills, this episode will provide you a window into neurodivergence and tangible steps to help them thrive!

Top Quotes:

"The things that are hard for other people are often easy for more neurodivergent brains. If it's in their strengths area and the things that are easy for other people are often very difficult, the simple mundane stuff.

"One thing you can do as a leader is topave the pathway and create a brave and safe space where you help create a culture help create a culture where it's okay to function in different ways and that when someone is struggling that you get curious with them"

"Trust people when they ask for support, when they ask for accommodations, even if it to you seems like, how on earth can this be difficult? Because for a lot of folks with neurodivergence, that's exactly what it is. What, to you, is like a no brainer is like climbing Mount Everest to them."

"Which parts of this do you think are easy for you and where do you anticipate yourself struggling and how can we support you? What kind of support do you need in order to do that well or to make that a little easier?"

"ADHDers or a lot of neurodivergent folks, they can do incredible peak performance. They can outperform other people when they're really lit up about something. But that is not a state that is perpetually sustainable. So make use of it when it shows up and give a little breathing room when it's not there"

Marjorie Schreurs

https://soulsticecoaching.com/

[email protected]

Are you neurodivergent and trying to navigate the workplace? Well, this episode is for you.

Marjorie Scheurs brings her incredible experience as somebody with ADHD, Autism, Dyslexia, and Giftedness along with many hours of research into the topic to dive into:

-What is neurodivergence

-What are the challenges and why

-How neurodivergent people can thrive in spaces designed for neurotypical people

-What are tangible actions you can take to create a better environment for yourself

Top Quotes:

"There's tractors and there's SUVs and there's Ferraris. They all shine in a different environment. And if you put the Ferrari in the field where the tractor is, it's going to go, I'm a broken tractor. Why can't I do this? And vice versa, if you put the tractor on the racetrack, it's not going to do very well. But if you put them in the right environment, in the right job, in the right role, they're going to excel and shine."

"The first step of the process is getting to know your own neurotype, getting to know where are my struggles and where are my strengths and how can I support my struggles and how can I lean into my strengths."

"Develop a 'work with me' document...we can't expect anyone else to figure out our neurotype for us because we are the only ones living inside of our own heads."

"So many women go undiagnosed because their love for predictability doesn't show up as riding trains on a circle, it shows up as organizing their stuffed animals or their shoes in a line."

Types of adjustments:

"Can you send me the agenda for the meeting ahead of time, so I have time to prepare myself?"

Marjorie Schreurs

https://soulsticecoaching.com/

[email protected]

In this episode of the Sync Leadership Lab podcast, host Suken Jain dives into the critical topic of servant leadership with guest Dan Albom. They explore various aspects of what servant leadership means, why it has been misunderstood, and how it can be effectively applied in today's workplace.

Dan, a seasoned leader with extensive experience, shares his insights on empowering teams, building trust, and driving accountability through servant leadership. They also discuss practical steps for introducing servant leadership in corporate culture and highlight the special importance it has for new generations like Gen Z. Don't miss this deep and insightful conversation on leading with empathy and purpose.

Trust and connection are the cornerstone to building a high performing team in today's world, and vulnerability is at the center of that. Take a listen to a former Marine and construction worker talk about his journey with vulnerability and how that is the foundation of the work he does today.

"What do you need more of, and what do you need less of from me as a leader?"

"If you're a little bit uncomfortable thinking about this, you're already doing good work because that means you're starting to build awareness."

Kicking off Season 2 with a quick discussion around belonging.

I share some of my experience seeking belonging, taking steps to create belonging in a way I could control it, and then creating belonging for my team. It is one of my proudest professional accomplishments so I wanted to take a few minutes to share it with you.

I'm excited to kick off this next season of The Sync Leadership Lab and welcome your feedback, topics, and any other engagement at [email protected] or via LinkedIn.

Han was a high performing marketer and produced incredible results in the work she did, but after nearly 2 decades of doing so, she decided to stop doing what she "should" be doing and pursue a career she was passionate about.

Take a listen to how she went from an immigrant with not much more than a box of crayons, to a Berkeley graduate and successful corporate career, to pursuing her passion of art. With many revelations and bold decisions along they way, she is now building an art business while doing the work she loves.

"You get to a point where all the external accolades and monetary gain doesn't make up for what you're compromising with your own sense of happiness and fulfillment."

"When the call for fulfillment and passion and the things that you've been avoiding and neglecting for so long becomes louder than the desire for comfort, then I knew that's when I had to really make a change"

"Be resilient and tenacious with your dreams...because no one's going to pursue them for you."

Create genuine trust and loyalty to drive the ultimate results for your team! Take a listen to Katy Peterson break down how to effectively do so in this Part 2 of the discussion.

We cover very tactical ways to compassionately drive both short and long term results in this fun discussion. You can easily implement many of them today!

"Everybody has a birthday. Put it into your calendar, send an email, call them, send them a card. it's one of those little things that really help in making those personal connections"

"If you have to deliver a tough message, you can't control what you say. You can, however, control how you communicate that information" 

"You're actually doing a disservice to the employees when we're unable to share with them constructive feedback."

Sometimes the corporate drive for results seems in conflict with compassionate leadership. Come take a listen to Katy Peterson talk about how to drive results and accountability through compassionate leadership, including the most impactful compassionate leadership moment she experienced and how it help her win 'Manager of the Year.'

Note: this is part 1 of a 2 part episode.

Some of my favorite quote:

"There's a distinct difference between process and style.

As a leader, I have to hit a number. It's my job. It's my job to get my team to hit that number. There is a process that I must follow to get them to that number. However, how I choose to train my team, the approach that I choose to take, That's my style."

"When you open that door and an employee finally trusts you enough to step through that door and share that piece with you again, that return is significantly"

"I don't have all the answers, so therefore you don't have all the answers, and that's okay. However, together, , this diversity in thought and approach, we're going to win, and we're going to find a way to win."