Leading Gen Z: A Manager's Reflection on Communication

📍 Don’t just play. Shape it. Over the last two decades in the building materials industry, I’ve been privileged to work across diverse organizations and cultures. Each stint has transformed me, enabling me to strive for the next. For me, ✨ "culture" has always been the most important factor—whether in family or at the workplace. I owe this belief to my parents, both humble government employees, who “walked the talk” and instilled the value of building and shaping culture every single day. They lived by one simple rule—"don’t hurt anyone, and help others as much as you can." Leadership wasn’t a buzzword in their times, but they lived it in practice while raising us. Stepping into the professional world, I realized how crucial ✨ "culture" is in creating 📌 "psychological safety"—a ground where individuals can be curious, take risks, collaborate, and focus on excellence without fear of favoritism, unnecessary comparison, or missed recognition. Across my journey, I’ve often observed that mid-level managers—the real backbone of organizations—are not always groomed to understand or shape culture. When they are, they can create incrementally productive environments that inspire their teams and drive outstanding outcomes. But when they aren’t, many talented professionals feel compelled to quit early, impacting both their careers and the organization’s talent pipeline. I believe leadership has a responsibility: "don’t just play with—shape the culture." And more importantly, pass on that spirit to mid-level managers, specially. Because when they learn to shape culture, they also learn to shape business—often without much interventions from senior level management. It's my conviction that, "Culture" isn’t just what we inherit. It’s what we shape, nurture, and pass on. #Leadership #OrganizationalCulture #MidLevelManagers #PsychologicalSafety #BusinessGrowth #LeadershipDevelopment #ShapingTheFuture #humanresource #hrd #excellence

Culture Isn't a Perk--It's a PROMISE. Allow me to elaborate... I’ve worked in a lot of different environments over the years, but two stand out for completely opposite reasons — and they taught me one of the most valuable leadership lessons of my career: culture isn’t a perk, it’s a promise. When I worked at Public Knowledge, I was part of a fully remote team that somehow felt more connected than many in-person organizations. We worked together, learned together, laughed together, and grew together. The company lived its values — not just framed them on a wall. Leaders were approachable. Mentorship was encouraged. We were trusted to try, to fail, to learn, and to keep building something better. It was an environment that fueled creativity, loyalty, and genuine joy. Later, I stepped into what I believed would be my dream job in healthcare operations — a role where I could make a tangible difference for older adults and their families. Unfortunately, the experience was the opposite of what I’d known. The culture was filled with unclear vision, constant undermining, and fear instead of trust. It was emotionally and mentally draining, and ultimately, I had to walk away. But here’s what that contrast taught me: ✨ Culture is leadership’s most powerful legacy. ✨ It is reflected in how people treat each other when no one’s watching. ✨ It determines whether employees show up out of obligation — or out of inspiration. Senior leadership has the responsibility not just to define culture, but to protect it. When leaders create environments of safety, support, and clarity, people do their best work. When they don’t, even the most talented teams burn out. I’m sharing this not out of bitterness — but out of gratitude. Because now, more than ever, I understand that where you work impacts how you live. And when you find a culture that aligns with your values, it’s worth everything. To my friends, colleagues, and fellow leaders: ✅ Prioritize culture. ✅ Protect your people. ✅ Lead with humanity. Because when you get culture right — everything else follows. #Leadership #CultureMatters #EmployeeEngagement #WorkplaceWellbeing #TrustAndAccountability #Mentorship #PsychologicalSafety #RemoteWork #TeamCulture

Why Do Some People Shrink After a Promotion? Over the weekend, I had an insightful conversation with a fellow HR practitioner. We found ourselves discussing a common workplace mystery, why some employees who excelled in junior roles seem to shrink when promoted to senior positions. I’ve seen this happen more than once and truthfully, I’ve experienced moments like that myself. Growth often comes with uncertainty, new expectations, and a sudden spotlight that can feel overwhelming. Here are some of the tidbits I shared with my colleague practical steps that I’ve implemented in the work place and seen work: 1️⃣ Conduct a Skills Gap Analysis Before assuming someone “isn’t ready,” identify where the gaps truly are. Sometimes, it’s not a lack of ability, it’s a lack of support. Be intentional in helping new leaders catch up, learn, and deliver confidently. 2️⃣ Provide a Transition Buddy or Mentor Moving from execution to strategy can be lonely. Pair the new manager with a mentor who can walk with them during the first 90 days. Guidance builds confidence faster than pressure ever will. 3️⃣ Set Clear Expectations Early Often, employees shrink because they’re unsure what success now looks like. Clarify goals, boundaries, and decision-making authority upfront. 4️⃣ Normalize Learning Curves Let’s stop expecting instant perfection. Encourage vulnerability and learning this helps create a growth mindset culture where leaders evolve rather than retreat. 5️⃣ Acknowledge and Celebrate Small Wins Confidence grows with recognition. Even small affirmations can help new leaders find their footing and believe in their ability to lead. Promotions shouldn’t feel like a punishment for doing well. As HR professionals and managers, our role is to build capacity, not fear. 🔹 What other ways have you supported employees transitioning into leadership roles? #Promotion #growth #HR

"Good job!" 🎉 Thanks... but what does that actually mean? Here's the thing nobody tells you about feedback: waiting for it is killing your career growth. I see this all the time with the professionals I coach. They finish a big project, get a vague thumbs up, and then wonder why they're not advancing as fast as they'd like. Meanwhile, high performers? They're out there actively hunting down feedback like it's their side hustle. The difference isn't talent. It's strategy. Tomorrow morning, I'm dropping part 2 of my High Performance in the Workplace series. It is a deep dive designed specifically for workers in their 20s and 30s who are ready to unlock their full workplace potential. In this edition, we're talking about why "good job" isn't good enough and exactly what to do about it. You'll learn: • Why waiting for your annual review is a terrible growth strategy • How to ask for feedback that actually helps (hint: specificity is everything) • The one mindset shift that makes even tough feedback easier to hear • A practical challenge you can implement this week This one's for everyone who knows they're capable of more but can't figure out why the feedback loop feels broken. Subscribe at https://lnkd.in/g9M5wTmw and get it in your inbox tomorrow morning. Your move. 👊 #CareerGrowth #Leadership #ProfessionalDevelopment #Feedback #WorkplaceWin

📊 Companies with strong feedback cultures see 31% higher revenue growth per employee and 14.9% lower turnover. Because real performance doesn’t come from annual reviews — it comes from listening that never stops. At Caine & Weiner, we believe feedback isn’t a formality — it’s fuel for growth, trust, and connection.💬 When feedback flows, performance follows. Read more here:https://hubs.li/Q03QkClS0 #FeedbackCulture #EmployeeEngagement #WorkplaceGrowth #CaineAndWeiner #Leadership #HRInsights #ContinuousImprovement #CompanyCulture

Part 2: It's true that looking outside for leadership is a common practice, but promoting from within is a powerful strategy that comes with its own set of remarkable benefits. My personal introspection and also, let's explore why internal hires are a treasure trove of potential that companies should not overlook. 😊 💎 The Top 10 Benefits of Promoting from Within Hiring an internal candidate for a top position isn't just about filling a role; it's about investing in your company's own ecosystem. Here’s why it’s a brilliant move: 9) Builds Organizational Resilience: Leaders who have grown from within understand the business from the ground up. This makes your company more agile and ready to handle disruptions. 10) Improves Employer Brand: Companies known for promoting from within become magnets for ambitious, talented people who want to build a career, not just have a job. As the data from LinkedIn suggests, a culture that fosters new leaders means workers "stay longer, advance internally, and develop new skills — adding more value to your organization". 🤔 The Other Side of the Coin: Why Companies Look Outside Of course, external hiring isn't all bad, and it's not about loyalty being dead. Sometimes, it's a necessary strategy. 1) The Need for Fresh Perspectives: A company aiming for a major transformation or entering a new market might desperately need skills and ideas that simply don't exist internally. An external leader can bring that innovative spark 🔥. 2) The "Stagnation" Fear: There's a common myth that internal promotion leads to recycling the same old ideas. A new leader from outside can challenge the status quo and introduce modern practices. 3) The "Safer" Political Move?: Sometimes, less noble reasons are at play. An internal document from the tech world hints that external hires can sometimes be used to neutralize internal politics or suppress potential rivals, which can foster a toxic environment. A balanced leader would say, "It is crucial for IT leaders to strike a balance. A thoughtful approach that considers both external and internal talents will foster innovation and growth while maintaining a motivated... workforce". I hope this gives you a balanced and empowering perspective to champion internal talent! ✨ 📢 Join the Conversation #InternalHiring #PromoteFromWithin #CompanyCulture #EmployeeRetention #LeadershipDevelopment #FutureOfWork #GenZAtWork #HumanCentricLeadership #LoyaltyMatters #GrowthFromWithin #Leadership #TalentManagement

Unconscious bias in the workplace isn’t just a diversity issue; it’s a business issue. It impacts everything from hiring and promotions to team dynamics and innovation. A crucial tip for leaders: Encourage a culture of open feedback where biases can be safely challenged. Providing leaders with the tools to recognise their own blind spots is the first step toward creating a fairer and more effective organisation. This includes learning how to: 🔹 Deliver constructive feedback without bias. 🔹 Navigate difficult conversations about workplace experiences. 🔹 Make promotion and development decisions based on merit alone. These are the core themes of our "Unconscious Bias" workshop, which we are delivering today to over 70 employees and leaders for a corporate client. Is your organisation ready to build a more inclusive and successful future? Drop a comment below, send a DM or visit our website to see how we can help your leaders make fairer decisions. #InclusiveLeadership #DEI #ManagementTraining #AmarkaiLtd

An Introduction to Neuroinclusive Leadership Most workplaces are built on neuronormativity – the assumption that there’s one “right” way to think, learn, communicate, or work. But truly neuroinclusive leadership starts with a mindset shift: ➤ Redefining “normal” as a broad spectrum of human brains, behaviors, and strengths. ➤ Recognizing that different processing styles, communication preferences, and problem-solving approaches are assets. ➤ Leading with curiosity, flexibility, and respect instead of rigid expectations. When leaders are more aligned with what neurodivergent/neuroatypical employees need to thrive, they’re actually creating workplaces that are better for everyone. What does a neuroinclusive leadership approach look like in practice? ✅ Job crafting to leverage diverse problem-solving, creativity, and focus styles instead of forcing conformity or dictating how results are achieved. ✅ Fair and bias-free hiring, promotion, compensation, and benefits. ✅ Clear expectations and measurement instead of vague instructions that rely on “common sense” or intuition. People need to know what “good” looks like and how success is measured. ✅ Supportive physical environments that minimize unnecessary stimulation and barriers. Instead of a one-size-fits all People should be empowered to make adjustments to meet their own sensory needs and preferences. ✅ Psychological safety as the standard for leaders and colleagues. We can build cultures where stigma and bullying are replaced with safety and authenticity. Build a culture where everyone can contribute fully with our NEW Neuroinclusive Leadership program https://lnkd.in/gsHgzGhj #NeuroinclusiveLeadership #WorkplaceCulture

Want to increase engagement on your team? Gallup’s research tells a clear story. • Employees who say they’ve received meaningful feedback in the past week are 80% more likely to be fully engaged. • Those who strongly agree they get valuable feedback are five times more likely to be engaged. That gap isn’t about intention; it’s about practice. When leaders go first, asking for feedback before giving it, they model openness and humility. It signals, “Your perspective matters here.” That kind of trust doesn’t weaken authority; it strengthens it. Because when people feel seen, trusted, and valued for what they do best, they bring more of that forward. Feedback done well doesn’t tear down. It builds up. It helps people keep growing in the direction of their strengths. When leaders model that kind of learning, engagement becomes a natural outcome because people don’t just feel managed, they feel invested in. Here are a few questions to help you move from insight to action: • What kind of feedback do I most need right now? • Who could I ask for it? • How do I typically respond when I receive feedback: defend, deflect, or get curious? • Which of my strengths could help me stay open to hearing the truth? • What might shift on my team if I went first? #leadershipdevelopment #feedbackculture #employeeengagement #leadingwithcuriosity #inspiringchange #discoverinspiretransform

🚨 “If 75% of you have sat in a toxic culture… maybe the issue isn’t you it’s the leadership you’re under.” According to the 2025 iHire “Toxic Workplace Trends Report,” 74.9% of U.S. employees have worked in an environment they consider toxic, and 78.7% of the issues stem from leadership or management behaviours. What this means for you...whether you’re the founder, the exec, or the up-and-coming leader, is that culture isn’t a by-product. It’s a reflex of leadership design. Here’s how to shift that: Feedback Loops Matter – If you ask for input and then it disappears into the void, you’re training silence not insight. Ask one trusted teammate each week: “What’s working for you here?” Then act visibly. Score ‘Real’ Wins vs. ‘Busy’ Wins – A culture of busyness is mistaken for productivity. Require outcome reports not just hours logged. Have your team present “I moved the needle by X” monthly. Dashboard vs. Dialogue – Many leadership teams rely on KPI dashboards and miss the human subtleties of morale. Add one human metric this quarter: “How confident are you that you’re on the right path?” Then unpack low scores in one-on-ones. Set Clear Escape Hatches – When people feel trapped, they resent, underperform or leave. Build clear next-level growth paths (internally or externally) so ambition has direction. ✏️ Action Step: Pick one of those four levers this week. Schedule a 30-minute team check-in and ask: “Which of these 4 are we ignoring?” Document the answer. #Leadership #WorkCulture #ToxicWorkplace #PeopleOps #GrowthMindset #AIforBusiness