1. When we’re comfortable, we default to, “It’s not the way we did it before.”

In any case, when the newest generation shows up at work having never had a full-time job nor worked alongside professionals, it can be frustrating.

Second, professionals have always assumed that kids are lazy or disrespectful (dating back to Socrates), but the generation gap is more distinct because new technology creates subcultures. Hence, generations often don’t have to connect to survive. We need insight in order to bridge these subcultures in workplaces and among families.

While Gen Z suffers from mental health issues far more than previous generations, much of that was happening long before the COVID-19 outbreak. If we can help them navigate that issue, we’ll find them intuitive when it comes to the future. They’ll likely be the quickest to alter methods and will be your fastest learners.

When I began my career, the mantra of most bosses was, “Leave your personal problems at the door. You are here to work.” Today the mantra seems to be, “Bring your whole selves to work.”

First, it includes the benefits of each generation in the workforce, including Generations Y and Z. Second, it offers ideas on how to leverage each generation’s benefits to a team, making the most of what each demographic has to offer. Third, it furnishes a plan to practice principles on social and emotional intelligence among all team members.

This book is more about sociology than psychology. It is about how growing up in different time periods and experiencing different realities can affect a person’s mindset on a team.

On top of that, if you were born within five years of the beginning or end of a generation, you’ll likely adopt characteristics from both the previous and the upcoming one.

2. When we’re scared, we become more concerned with protocol than progress.