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Professional Growth

Professional Growth Archives

Professional Growth | SUCCESS | What Achievers Read

<p>In every workplace, it’s <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/stop-wasting-your-most-precious-resource-middle-managers" target="_blank" rel="noreferrer noopener">mid-level managers</a> who have the most direct and meaningful impact on employees’ day-to-day experience. While executives may set the cultural tone, managers are the ones who bring it to life—or, in some cases, expose disconnects between what’s promised and what’s actually practiced.</p>



<p>In my work coaching leaders, I’ve seen time and time again how managers serve as cultural translators, taking big-picture visions and turning them into actions that resonate with their teams. This ability to bridge executive initiatives with day-to-day operations is essential, especially for engaging <a href="https://www.fromdayone.co/stories/2024/3/15/unlocking-gen-zs-potential-by-nurturing-engagement-and-aligning-values" target="_blank" rel="noreferrer noopener">Gen Z employees</a>. These younger generations expect transparency, authenticity and clear alignment between what a workplace claims to stand for and what it delivers—and they aren’t afraid to leave if they don’t see it.</p>



<p>To meet these expectations, managers must go beyond communicating the company mission; they need to live it in ways that resonate with employees’ values. If you want to inspire loyalty and engagement from today’s workforce, equip managers with the tools to connect your organization’s mission with <a href="https://successcom.wpenginepowered.com/gen-z-avoids-management/">Gen Z values</a> and expectations in genuine, actionable ways.</p>



<h2 class="wp-block-heading" id="h-cracking-the-gen-z-code">Cracking the Gen Z code </h2>



<p>To engage Gen Z employees, you first need to understand what they value. This generation grew up in a world of rapid change, social awareness and the sense that life is unpredictable. They want flexibility in their work, meaningful contributions, a sense of purpose and authentic relationships with their peers and leaders.</p>



<p>In my work with Gen Z, I’ve learned that many younger employees have seen previous generations sacrifice wellbeing for career gains, and they’re unwilling to repeat that model. For Gen Z, work needs to be part of a <a href="https://successcom.wpenginepowered.com/work-life-balance-products/">balanced life</a>, not its center.&nbsp;</p>







<p>Managers who approach them as whole people—valuing their time, listening openly and connecting individual values with the organization’s goals—create a culture where loyalty is natural. If you truly understand and embrace these values, you can forge connections that inspire genuine commitment and drive.</p>



<h2 class="wp-block-heading" id="h-turning-managers-into-culture-champions-one-value-at-a-time">Turning managers into culture champions, one value at a time</h2>



<p>One turning point in my professional career showed me just how powerful it is for managers to truly connect with younger employees on their values and expectations. During a workshop, I asked employees to identify both their personal values and the values they associated with their workplace. The responses were eye-opening: While many could list their company’s values, they often did so with skepticism, as if those values were merely words written on an emotionless inspirational poster.</p>



<p>The lesson was clear—stated values mean little unless they’re actively demonstrated. To address this, I led managers through an exercise to identify specific, everyday actions and behaviors that would make these values real. For example, a commitment to “collaboration” might translate to team brainstorming sessions, actively seeking out different perspectives from a variety of stakeholders or opening feedback channels.&nbsp;</p>



<p>By focusing on concrete behaviors, managers began to see they could <a href="https://successcom.wpenginepowered.com/9-ways-to-build-company-culture-in-hybrid-workforce/">influence culture directly</a>, not by enforcing policies but by creating meaningful, value-driven experiences that build authentic connections.</p>



<h2 class="wp-block-heading" id="h-crafting-a-corporate-culture-gen-z-won-t-want-to-leave">Crafting a Corporate Culture Gen Z Won’t Want to Leave</h2>



<p>Years of coaching have taught me several practical ways to help managers champion values, create spaces for dialogue and <a href="https://www.fastcompany.com/91210943/how-to-refine-your-leadership-abilities-to-become-the-boss-your-people-actually-need" target="_blank" rel="noreferrer noopener">become the leader</a> your teams need. Here are three strategies managers can use to step into their role as culture facilitators and retain Gen Z employees:</p>



<h3 class="wp-block-heading" id="h-1-ditch-control-embrace-growth-and-watch-your-team-thrive">1. Ditch control, embrace growth and watch your team thrive</h3>



<p>Many managers get promoted for being top performers in their field, but that doesn’t always prepare them to lead people effectively. The key is to make a shift from controlling tasks to facilitating growth. Start by rethinking your approach: Ask open-ended questions that empower your team to brainstorm solutions and focus on creating an environment where collaboration thrives. Remember, the goal of facilitation is to guide your team toward success and help them find their individual strengths.</p>



<p>GE tackled this challenge head-on with its <a href="https://www.ge.com/sites/default/files/GE_AR16_6.pdf" target="_blank" rel="noreferrer noopener">“GE Beliefs” initiative</a>. As part of the strategy, managers received training focused on facilitative leadership. For instance, they learned to lead problem-solving sessions by asking guiding questions and encouraging team members to propose solutions. This approach led to employee-driven innovations, like a team improving turbine efficiency through their own initiative.</p>



<h3 class="wp-block-heading" id="h-2-remember-that-your-actions-speak-louder-than-rules">2. Remember that your actions speak louder than rules</h3>



<p>Values should never be something you hang on a wall and forget. They need to be visible in everyday actions. If your team values a certain characteristic or skill set, make space for it. One thing I’ve coached managers on is creating intentional opportunities to practice core values. Instead of relying on reminders or policies, find ways to actively engage your team in living out these principles.</p>



<p>Take Google, for instance. They didn’t just claim to value innovation—they created <a href="https://www.cnbc.com/2021/12/16/google-20-percent-rule-shows-exactly-how-much-time-you-should-spend-learning-new-skills.html" target="_blank" rel="noreferrer noopener">“20% time,”</a> allowing engineers to dedicate a portion of their work hours to side projects they were passionate about. This led to products like Adsense and Google News. It’s a powerful reminder that when managers give employees permission and structure to innovate, values become an integral part of your team’s DNA.</p>



<p>If collaboration is a core value, don’t just say it—show it. Run regular brainstorming sessions and genuinely participate. Recognize and celebrate even the smallest steps your team takes toward these values. When people see that you’re committed, they’ll feel more invested in making those values a reality.</p>



<h3 class="wp-block-heading" id="h-3-get-big-ideas-brewing-with-real-connections">3. Get big ideas brewing with real connections</h3>



<p>Allowing diversity of thought inherently creates a space where everyone feels their perspective matters. I’ve seen how powerful it can be when managers involve people from different departments or backgrounds in key decisions. True diversity of thought can lead to solutions and ideas that might never have surfaced otherwise.</p>



<p>Salesforce gets this right with its <a href="https://www.salesforce.com/company/equality-groups/" target="_blank" rel="noreferrer noopener">Equality Groups</a>, which influence everything from policy changes to product strategies. For example, feedback from the Women’s Network led to stronger parental leave policies and new pathways for women to advance into leadership roles. With inclusion at the helm, employees see their input driving change. That kind of genuine connection creates loyalty and energy, especially among Gen Z teams.</p>



<p>As a manager, look for ways to tap into your team’s diverse strengths. Invite people from different functions into project meetings to get fresh insights. If someone on your team has a unique perspective, make it a point to ask for their input. And when you act on their ideas, acknowledge their contribution. Putting words into action shows that inclusion is something you truly value—and Gen Z, in particular, will notice when it’s real. </p>



<p>Think of your role as more than implementing top-down initiatives. Your influence comes from showing, through your actions, what those values mean. This kind of <a href="https://hpwpgroup.com/blog/what-is-leadership-development-why-is-it-important" target="_blank" rel="noreferrer noopener">leadership development</a> prepares your team to thrive no matter how fast the workplace evolves. Lead in a way that makes culture tangible, and your team will invest deeply and work together to elevate your shared mission.<br></p>



<p class="has-small-font-size"><em>Photo by fizkes/Shutterstock.</em></p>

Gen Z expects authenticity in the workplace. Here are three tips to build a corporate culture that resonates with these younger employees.

Gen Z expects authenticity in the workplace. Here are three tips to build a corporate culture that resonates with these younger employees. | SUCCESS

3 Strategies to Create a Corporate Culture Gen Z Will Love

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How To Create a Corporate Culture Gen Z Will Love | SUCCESS

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Gloria St. Martin-Lowry is the president of HPWP Group, a company that promotes leadership and organizational development through positivity, coaching and problem-solving. HPWP is driven to create high-performing workplaces by partnering with courageous leaders who value the contributions of team members.

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Gloria St. Martin-Lowry

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Business &amp; Branding

Business &amp; Branding Archives

Stay ahead in business: strategies and insights for success

<p>Every comment that includes “OK, boomer” or “These Gen Z slackers…” just proves that ageism is alive and well in 2024. Age stereotypes are a cross-generational problem that, despite anti-discrimination laws and policies, rears its head in companies of all sizes. Its ripple effects are especially felt among professional female managers and employees.</p>



<h2 class="wp-block-heading" id="h-what-is-ageism">What is ageism?</h2>



<p>Age stereotypes, or ageism, refers to how we think about, prejudice and discriminate against other people, or even ourselves, based on age.</p>



<p><em>Harvard Business Review</em> released survey findings that uncovered just how pervasive gendered ageism is. The survey revealed that <a href="https://hbr.org/2023/06/women-in-leadership-face-ageism-at-every-age" target="_blank" rel="noreferrer noopener">women, both young and old, were likely to face ageism</a> throughout their careers. As a woman myself, I’ve seen this play out again and again.</p>



<p>Early in my career, I was the one looking for opportunities. I was willing to learn from anyone and craved advancement. I applied for roles at the company I worked for regularly, and I heard the same script every time: “Not now. Your time will come.” Why? It wasn’t because I wasn’t ready—I consistently received positive feedback from managers and colleagues. The reason was simple: I was too young to be seen as credible.</p>



<p>My response to this constant barrage of ageism, like so many other women just beginning their careers, was to navigate the naysayers and try to act older to enhance my perceived authority. When it was clear that I couldn’t “act” my way up the ladder at my first job, I left. Interestingly, my next employer apparently hadn’t gotten the gendered ageism memo––it wasn’t long before “my time” came there, despite my youth.</p>



<h2 class="wp-block-heading" id="h-understanding-the-heart-of-gendered-ageism">Understanding the heart of gendered ageism</h2>



<p>I share this story to highlight the fact that ageism affects all female employees, not just those who are older. Though workplace ageism is often stereotyped to describe veteran employees, it’s just as challenging for younger workers.&nbsp;</p>



<p>A study coauthored by researchers in the United States and the United Kingdom showed that Gen Z and millennial workers were <a href="https://pubmed.ncbi.nlm.nih.gov/37583245/" target="_blank" rel="noreferrer noopener">more likely to feel age bias</a> than their Gen X and baby boomer counterparts. I get it. I’ve been there. It’s an uphill climb when you’re starting out as a young woman in business.</p>







<p>However, there’s little time to rejoice when you reach middle age. The moment you have a couple of decades under your belt or managing experience, some employers may consider you “over the hill”—and less promotable because of it.&nbsp;</p>



<p>A recent survey that illustrated the U-shaped trajectory of gendered ageism showed that 77% of women under age 35 reported being judged as too young, and 88% of those who were ages 59–64 concurred. Essentially, gendered ageism seemed to<a href="https://www.winsummit.com/blog/gendered-ageism-affects-women-throughout-their-careers" target="_blank" rel="noreferrer noopener"> spike at either end of the spectrum</a>.</p>



<p>I find both gendered ageism and its traveling companion, <a href="https://successcom.wpenginepowered.com/imposter-syndrome-cost-me-thousands-of-dollars-heres-how-i-learned-to-fight-back/">imposter syndrome</a>, beyond frustrating. Put simply, imposter syndrome is the feeling that&nbsp; you’re (somehow) just not good enough for whatever position you’re in. Women are particularly susceptible to imposter syndrome, with a <a href="https://www.prnewswire.com/news-releases/kpmg-study-finds-75-of-female-executives-across-industries-have-experienced-imposter-syndrome-in-their-careers-301148023.html" target="_blank" rel="noreferrer noopener">KPMG study</a> revealing that it affects roughly three-quarters of female executives. Add gendered ageism into the mix and imposter syndrome only gets worse for professional women, regardless of position or longevity.</p>



<p>Chief among my frustrations is the simple fact that aging isn’t a choice. We can’t stop the clock. We’re all destined to be young, just as we’re all destined to get older (if we’re lucky). Consequently, we have to find ways to challenge stereotypes and discover our voices in the workplace.</p>



<h2 class="wp-block-heading" id="h-how-to-combat-age-stereotypes-in-the-workplace">How to combat age stereotypes in the workplace</h2>



<p>Fortunately for female managers and employees, there are several targeted ways to combat ageism and advance your career. To effectively tackle the workplace challenges posed by ageism and impostor syndrome, consider the following steps:</p>



<h3 class="wp-block-heading" id="h-1-embrace-authenticity-and-self-worth">1. Embrace authenticity and self-worth</h3>



<p>Most women I know have played the “fake it ‘til you make it” game until they’re blue in the face. They feel they have no choice but to adopt different styles to fit in or seem authoritative. The professional world can make us feel like we must take on alternative personas to get ahead rather than embrace who we are and lead with authenticity. It’s a vicious cycle that makes it very difficult to bring our unique voices and perspectives into our work—perhaps most notably when we’re in male-dominated industries and roles.</p>



<p>Personally, I recommend that all women start by facing their perceptions about <a href="https://successcom.wpenginepowered.com/jillian-michaels-self-care-guide-to-aging-gracefully/">getting older</a>. Even practices such as looking at yourself in the mirror or reflecting on the positive aspects of getting older can help you learn to stress less. Age is just one part of anyone’s identity; focusing on it too heavily allows women to mistakenly believe that it’s the primary characteristic that defines them. It’s better to concentrate on personal facets that are more meaningful, such as talents, experiences and credentials. If you believe in your own worth, it becomes easier to convince others.</p>



<h3 class="wp-block-heading" id="h-2-prioritize-support-and-unity-among-women">2. Prioritize support and unity among women</h3>



<p>It’s also essential for women to support other women and break free from systemic <a href="https://hbr.org/2020/04/its-time-to-break-the-cycle-of-female-rivalry" target="_blank" rel="noreferrer noopener">female rivalry</a>, sometimes referred to as Queen Bee Syndrome.</p>



<p>Women who want to break ageism barriers need to recognize, acknowledge and embrace the experiences and perspectives all women bring to the table. They need to advocate for and hold onto belief in themselves rather than feel like they have to prove their worth.</p>



<p>It’s a tall order, I know. As reported by Pew Research, 58% of Americans feel that women have to <a href="https://www.pewresearch.org/short-reads/2023/09/27/how-americans-see-the-state-of-gender-and-leadership-in-business/" target="_blank" rel="noreferrer noopener">constantly go the extra mile</a> at work to be seen as equally capable as the male employees around them. Nevertheless, working against this belief and following more authentic strategies will help women of all ages advance their careers and be able to shed the trappings of ageism.</p>



<p>As a manager, encourage women who are younger. As an employee, seek out older women to connect with and learn from. No woman should feel like she has to go it alone to succeed in business or shake up the status quo.</p>



<h3 class="wp-block-heading" id="h-3-be-vocal-and-take-action">3. Be vocal and take action</h3>



<p>Finally, I call upon everyone to speak up when they see or experience gendered ageism in the workplace. Nothing changes when a problem isn’t identified. By respectfully calling out ageism when we see it, we give the practice less power and control. At the same time, we have the chance to help those around us rise and bring new energy and ideas to the table.</p>



<p>When a popular Canadian TV anchor was fired in 2022, journalists questioned whether <a href="https://www.lemonde.fr/en/international/article/2022/09/03/suspicions-of-ageism-in-canada-after-tv-host-s-dismissal_5995673_4.html" target="_blank" rel="noreferrer noopener">ageism was at play</a>. After all, women who have surpassed the 40- or 50-year mark are often considered “old,” especially in the world of TV and film. In contrast, men behind the news desk look “distinguished.” This disparity in perception extends far beyond the media industry. Many workplaces share this unspoken bias, so it’s imperative to recognize and challenge these stereotypes.</p>



<p>By initiating conversations and promoting practices that encourage diverse representation in all sectors, we can drive change. Even as an employee or manager, you can be proactive by really getting to know the people on your team and talking about the values you have for the work environment (such as how we show up as a team and support one another, how we appreciate the uniqueness and differences each person brings or expectations around communication). When people know you care, it's an opportunity to create comfort by talking about the uncomfortable.</p>



<p>I believe most people have the best intentions and don’t realize they may be perpetuating ageism, bias or stereotypes. A respectful way to increase awareness is to challenge assumptions. You can do this by simply asking, “What assumptions are you making (about this person or situation)?” A negative assumption or stereotype typically causes the person to reflect, which increases awareness and reduces the chance they’ll do it again.</p>



<p>Mid-level managers and employees play a pivotal role in transforming workplace culture. By challenging age stereotypes and advocating for a more inclusive environment, they not only pave the way for their own advancement but also create opportunities for others, regardless of age.&nbsp;</p>



<p>Age discrimination has long been due for an overhaul. As more people work toward eliminating it, we can bid discrimination farewell—and give it the retirement it deserves.</p>



<p class="has-small-font-size"><em>Photo by megaflopp/Shutterstock.com</em></p>

Age stereotypes are prevalent across all areas of society, especially the workplace. Here are 3 ways to challenge ageism.

Age stereotypes are prevalent across all areas of society, especially the workplace. Here are 3 ways to challenge ageism. | SUCCESS

Breaking Barriers: How to Challenge Age Stereotypes In the Workplace

How to Challenge Age Stereotypes and Advance Your Career | SUCCESS

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Manager talking to employee to prevent toxic work environment

<p>Company culture matters. In fact, it's one of <a href="https://f.hubspotusercontent20.net/hubfs/8139278/What%20Gen%20Z%20Wants%20-%20Building%20an%20Organization%20to%20Attract%20and%20Retain%20The%20Next%20Generation%20of%20Talent.pdf" target="_blank" rel="noreferrer noopener">the&nbsp;most significant factors</a>&nbsp;that younger generations consider when deciding to stay at or apply for a job.</p>



<p>Unfortunately, it's also something managers may neglect until it starts to cause problems. If their approach centers around pain points, issues are likely addressed as they arise, while their causes are ignored. Doing so may create a cycle of recurring crises that scare away applicants and wear down existing employees, ultimately harming retention and productivity.</p>



<p>These conditions favor the development of a toxic work environment, which can seriously undermine your company's success. Many employees won't tolerate these environments for long: Data from <a href="https://sloanreview.mit.edu/article/toxic-culture-is-driving-the-great-resignation/" target="_blank" rel="noreferrer noopener">MIT Sloan Management Review</a> indicates that “a toxic culture is 10.4 times more likely to contribute to attrition than compensation.”</p>



<h2 class="wp-block-heading" id="h-why-toxic-work-environments-are-bad">Why toxic work environments are bad</h2>



<p>It’s no surprise that toxicity often leads to worse financial performance, lower engagement and employee attrition. Additionally, creativity and innovation may suffer because employees feel compelled to play it safe, which means they are playing it small.</p>



<p>At the very worst, a toxic work environment can harm <a href="https://www.hhs.gov/sites/default/files/workplace-mental-health-well-being.pdf" target="_blank" rel="noreferrer noopener">your&nbsp;mental and physical health</a>, potentially increasing the likelihood of depression, anxiety, high blood pressure and a host of other conditions.</p>



<p>A toxic work environment is damaging to every facet of your company's operations. When you deliberately <a href="https://successcom.wpenginepowered.com/6-ways-leaders-can-make-a-positive-impact-in-the-workplace/">cultivate a positive workplace culture</a>, you prevent it from forming. However, the problem is whether we struggle to recognize our own culture and understand how it affects everyone else.</p>



<h2 class="wp-block-heading" id="h-the-signs-of-a-toxic-work-environment">The signs of a toxic work environment</h2>



<p>Because a toxic culture emerges from unaddressed instances of toxicity, its presence isn't always obvious. Actions become habits, and roles inherit routines. When egregious behavior draws everyone's attention to flaws in the company culture, the ensuing efforts to correct them may be too little, too late, particularly if the human elements of bad culture—declining engagement and effort—continue to be ignored.</p>



<p>So, how can you recognize a workplace culture in decline? Awareness is key. When you have regular check-ins with your team, you're more likely to identify culture shifts. Is everyone engaged? Are only some employees engaged? Are they talking about projects and sharing ideas, or are they zoning out and doing the bare minimum?</p>



<p><a href="https://successcom.wpenginepowered.com/is-happiness-at-work-the-employers-responsibility/">Healthy workplace cultures</a> are vibrant, collaborative and bold. By contrast, toxic work environments are stifling, atomized and meek. Employees in these work cultures tend to be less engaged and have smaller impacts.</p>



<h2 class="wp-block-heading" id="h-how-managers-can-prevent-work-environment-toxicity">How managers can prevent work environment toxicity</h2>



<p>It's easy for most people to recognize obvious manifestations of toxicity. But how can you identify the less noticeable—but still extremely harmful—elements of toxic work environments?</p>



<p>While everyone in an organization contributes to its workplace culture, managers play a significant part in keeping them positive. Because your decisions can have profound effects on the day-to-day operations and engagement of your team, you can more effectively improve the culture of your workplace with deliberate actions.</p>



<p>Here are some steps you can take to <a href="https://successcom.wpenginepowered.com/how-to-design-a-strong-work-culture-with-melissa-daimler/">make your company culture</a> more positive:</p>



<h3 class="wp-block-heading" id="h-1-get-to-know-your-team-better">1. Get to know your team better.</h3>



<p>When you take a real interest in people, you can gain the knowledge and insight which is helpful to building and strengthening relationships—but to do that, your employees have to be willing to <a href="https://successcom.wpenginepowered.com/the-right-way-to-share-problems-at-work-with-your-boss/">speak about their concerns</a> and themselves, and you have to <a href="https://successcom.wpenginepowered.com/how-to-speak-well-and-listen-better/">be willing to listen</a>. Getting to know your team on a personal level may also give you insight into the purpose that drives them. Purpose is more and more important to people today as it helps achieve a sense of belonging and meaning at work.</p>



<p>To help figure out cultural norms, ask questions such as these:</p>



<ul>
<li>What energizes you at work? What brings you joy at work?</li>



<li>What energizes you outside of work? What brings you joy outside of work?</li>



<li>How could we incorporate that more at work?</li>
</ul>



<h3 class="wp-block-heading" id="h-2-actively-seek-culture-ideas-to-prevent-a-toxic-work-environment">2. Actively seek culture ideas to prevent a toxic work environment.</h3>



<p>Be diligent in seeking input from your team. They offer a wealth of knowledge, ideas, creativity and innovation, so take advantage of it. When you give employees the chance to critique their workplace culture, they may feel more connected to it because they’re responsible for shaping it. Just remember—if you’re going to use an engagement survey, which has a variety of potential flaws, make sure your employees trust you enough to answer honestly, and avoid betraying that trust by making sure to discuss and/or act on the complaints.</p>



<h3 class="wp-block-heading" id="h-3-expect-more">3. Expect more.</h3>



<p>You can make your toxic work environment healthier by reaching out across management to raise expectations for all leaders—including yourself. Managers should be responsible for more than merely supervising work and productivity. Instead, they can benefit the workplace by engaging in culturally important activities such as inspiring, mentoring and developing a cohesive and <a href="https://successcom.wpenginepowered.com/8-tips-to-improve-team-collaboration/">collaborative team</a>.</p>



<p>Instead of believing that we’ve cured work environments of all toxic traits and pernicious behaviors, we must acknowledge that culture will remain an issue. We must always keep in mind that workplace culture isn't delimited by the workplace itself: It responds to outside influences and evolves with the times.</p>



<p>The business world has been changing rapidly, and it shows no signs of stopping. Right now, culture is more important than ever. It’s time to give it the attention it deserves.</p>



<p class="has-small-font-size"><em>Photo by Drazen Zigic/Shutterstock</em></p>

Here's how to recognize if you're in a toxic work environment and what managers can do to improve company culture.

Here's how to recognize if you're in a toxic work environment and what managers can do to improve company culture. | SUCCESS

How to Recognize and Prevent Toxic Work Environments

3 Ways Leaders Can Prevent a Toxic Work Environment | SUCCESS

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Gloria St. Martin-Lowry

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