​Like many of you, I remember the days before social media and smartphones. Now, it seems we can’t live life without them. From checking in with family to accessing the weather, news, and sports, most Americans now seem inseparable from their devices. These devices also accompany us to work, where we utilize them there as well.

As a Generation Z researcher, I wanted to see how this generation uses technology in the workplace, and how employers can utilize their innate expertise. Having grown up in the late 90s and 2000s, Generation Z has always had the internet and smart technology at their fingertips. A 2019 study by Adage indicated that 98% of Gen Z’ers surveyed owned smartphones and 94% owned laptops. Gen Z engages with friends, interests, and now school almost entirely through their devices.

Several recent studies also revealed that Gen Z is more comfortable working from a tablet or smartphone than laptop or desktop in a work environment and use their smartphone at work as their primary communication tool. Gen Zer’s want to work in an environment that has fast, reliable tech, and wants to use this tech to communicate with their supervisors and colleagues. Gen Z are well-acquainted with video tools like Zoom and Skype, having used FaceTime and Snapchat throughout their teen years.

COVID-19 has forced many employers to shift to remote work. While many Gen Zer’s, Millennials, and Gen X’ers are used to using applications like Zoom, MS Teams, and Skype, learning to navigate these apps under the pressure of working from home can be difficult and stressful for many older employees. We’ve all received the frantic text, call or message, “How do I turn on my camera??”. To assist older employees with using video, chat, or other workplace technology, I recommend utilizing your Generation Z employees’ expertise.

Utilizing Gen Z’s technological skills may help your company in a couple of ways. Appointing young employees as leaders in this area may help you better engage with and retain this group of employees. Research shows that Gen Z needs to feel a sense of purpose, achievement, and advancement in their job, or they will quickly move on. Designating Gen Z’ers as the go-to for team tech questions will give them a sense of accomplishment and an opportunity to display leadership even if they are in frontline or entry roles.

Pairing older employees with Gen Z’ers may also have an added benefit – as members of Generation Z communicate with and help their team members, the mature team members also have an opportunity to get to know the younger members. Perhaps the director or VP who would never get to know the frontline employee is suddenly relying on them for virtual tech assistance. What an amazing chance for a learning exchange to occur! While the Gen Z employee assists with technology, the more tenured employee also has an opportunity to mentor or provide wisdom to the younger employee, which may outlast the tech questions and strengthen the virtual team.

Note: I recommend inviting rather than assigning Gen Z’ers to help their team members access and troubleshoot tech– you will receive a much more favorable response (a monetary or non-monetary incentive such as an extra day off, small gift, or bonus may also help).
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Growing up in an age of rapidly expanding technology and a constant information stream, Generation Z possesses skills and ideas that organizations should employ. Utilizing Gen Z’s technological skills is one way to engage younger employees and strengthen your virtual teams during COVID-19.

Clinical psychologist, Benjamin F. Miller, wrote that America was already on track to face a mental health crisis before the COVID-19 outbreak. While many Americans are feeling the emotional toll of the pandemic, Millennials and Generation Z represent particularly vulnerable groups. Many were already suffering from declining mental health. The new normal of social distancing is increasing the loneliness and isolation that so many within these generations are experiencing.

Many argue that technology allows us to connect effectively even while separated physically. While this is true, we know that in-person interaction is better for emotional health than virtual connection. Jean Twenge, in her book, iGen addresses this issue. She explains that if virtual connection were as valuable as face-to-face connection, then “teens who communicate via social media and text should be just as happy, be just as likely to dodge loneliness, and be just as likely to avoid depression as teens who see their friends in person or engage in other activities that don’t involve screens.” However, the research demonstrates that, “teens who spend more time on screen activities are more likely to be unhappy, and those who spend more time on nonscreen activities are more likely to be happy….all screen activities are linked to less happiness, and all nonscreen activities are linked to more happiness.” As we consider this research alongside the fact that most classes, church groups, sports practices, even some camps, not to mention almost all social interactions, have been moved to a virtual format involving screens, the potential for increased depression, unhappiness, and loneliness is evident.

While technology is undoubtedly a gift during this time, it is not without significant risks. Twenge reports that “the correlation between social media use and loneliness appears across all demographic groups: boys and girls, Hispanics, whites, and blacks, and those both lower and higher in socioeconomic status.” Twenge also reports that “eighth graders who are heavy users of social media increase their risk of depression by 27%, while those who play sports, go to religious services, or even do homework cut their risk significantly” and that “teens who spend more than three hours a day on an electronic device are 35% more likely to have at least one suicide risk factor.” Research by Brigham Young University indicates that loneliness and social isolation may represent a greater public health hazard than obesity and present a risk for premature mortality.

Nicolas Kardaras in his book, Glow Kids, explained children between the ages of 10 and 17 today will experience nearly one third fewer face-to face interactions with other people throughout they lifetimes as a result of their increasingly electronic culture, at home and in school. He goes on to explain that “an emotional connection is built, however, when eye contact is made during 60-70% of the conversation…the less eye contact, the less a connection is made.” Our kids, teens, and young adults today desperately need the emotional connection that comes from meaningful face-to-face time.

Peter Gray, my favorite researcher on the importance of play, notes a correlation between a decrease in playtime and a rise in major depression, anxiety, and suicide. Gray writes, “If we love our children and want them to thrive, we must allow them more time and opportunity to play, not less.”

As we navigate a season where many playgrounds are closed, sports and team events are cancelled, and other activities are being held virtually, we must be vigilant to monitor the mental and emotional health of the young people in our lives. Reduced emotional connection and increased risks for loneliness and depression are serious threats to the well-being of our young people at this time. We must be proactive to find ways to meet their needs for face-to-face interaction, emotional connection, and healthy activity and play in ways that will allow them to thrive.

​Ed Stetzer recently stated that “the coronavirus crisis will be the most significant historical event of our lifetime. It will be bigger than 9/11.” As a generational researcher, I agree; especially critical will be its impact on Generation Z (b. 1996-2010). Living through this global pandemic, and more importantly, watching the adults around them live and lead during this time, will undoubtedly influence the next generation for life. So, how can we—as leaders, mentors, and parents—ensure that there are positive takeaways for the next generation during this time?

In asking this question, I have found myself drawn to the story of Jochebed. She was a mother during an incredible season of crisis for the Hebrew people. In Exodus 1:22 we read, “Then Pharaoh gave this order to all his people: ‘Every Hebrew boy that is born you must throw into the Nile, but let every girl live.’” During this period, Jochebed gave birth to her third child, a boy, Moses. Her two older children, Miriam and Aaron, got a front row seat to watching their parents navigate this crisis.

In Micah 6:4, God says to His people, “I brought you up out of Egypt and redeemed you from the land of slavery. I sent Moses to lead you, also Aaron and Miriam.” I am struck by the significance of three siblings being used so powerfully by God during such a critical time in a nation’s history. What prepared them for such an important role? I think Jochebed’s parenting and mentoring of her children was one strong influence. There are four things that stand out to me from her story.

1. First, despite the clear cause for fear and terror, Jochebed did not become paralyzed by fear, nor did she deny or minimize the reality of her situation. Moses’ parents faced reality with faith. Hebrews 11:23 reports that “by faith Moses’ parents hid him for three months after he was born, because they saw he was no ordinary child, and they were not afraid of the king’s edict.” I think that this response of faith, rather than fear, is critical to our ability to mentor and equip the young people around us for crises they may face in their own lives.
2. Second, instead of succumbing to what seemed like an impossible threat, she demonstrated creativity and innovation. Jochebed used what she had—a basket, a river, knowledge of Pharaoh’s daughter’s routine—where she found herself. She chose to seek a solution, rather than see herself as a victim.
3. Third, she involved her children, letting them also see and experience God’s provision. Miriam, as a young teen, was actively engaged in the family story, watching Moses’ basket in the river, and then speaking to Pharaoh's daughter. I can imagine little Aaron helping smear the pitch onto the reeds of the basket, and listening in during those early years of weaning as Jochebed instilled in Moses the truths that would remain with him even when he went to live with Pharaoh’s daughter.
4. Fourth, she saw the bigger picture. Despite the pain of sending her child into the house of her people’s oppressor, she prepared him and his siblings for what God would call them to in the future. She trusted in her God and surrendered to His purposes.

As we live and lead through our own season of crisis, I am encouraged and inspired by the story of Jochebed. I think we have the opportunity today to model for young people around us healthy ways to cope with fear and live by faith. My desire is that my kids remember me being full of faith and hope, seeking creative opportunities, and focusing on productive solutions during this time. I also want this to be a season where we as individuals, as well as a family, find ourselves practicing healthy disciplines and growing spiritually in ways that prepare us to serve others better today and in the future. 

The classic tale by Hans Christian Anderson of the emperor without any clothes illustrates a powerful lesson on the need for honest feedback in the life of a leader. The emperor in the story is duped by two garment makers who claim to make him a robe that is invisible to those who are stupid or unfit to rule. Of course, the robe does not exist. The garment makers simply go through the motions of dressing the emperor and he, along with his subjects, are too insecure or embarrassed to admit they do not see it. Not until a young child, unencumbered by his ego or social pressures, calls out that the emperor is naked does anyone acknowledge the fact.

As leaders, especially in intergenerational contexts, it is critical that we remain honest and transparent with our teams and colleagues. Just as the emperor’s nakedness was apparent to his subjects, our weaknesses or faults are evident to those who follow us. Even in cases where we may think we are hiding certain flaws or fears, our teams experience the consequences of these buried secrets through our actions and interactions with them. Effective leadership does not require perfection, but rather humility and honesty on the part of the leader to acknowledge areas for growth, solicit feedback, and request help and support from others. Had the emperor asked several trusted subjects for honest input on his robe, he may have discovered his nakedness before parading before a large, public crowd.

Whether you are a young leader with experienced individuals around you, or an experienced leader with younger colleagues, respect is earned and retained when others see you are willing to humbly and gratefully accept constructive feedback. Leaders with courage to make changes, or engage team members, to help mitigate harm that could occur from their own lack of knowledge or skill in a particular area earn the trust of those around them.

Soliciting and receiving feedback as a leader can be uncomfortable and difficult. An initial step might be to ask one or two trusted individuals in your life for honest and constructive criticism regarding how you engage with others. When you receive feedback, it is essential to listen carefully and accept it without excuses. Take time to reflect on what is said, ask clarifying questions if needed, and express appreciation to the individual sharing with you. It may be that the other person’s perception of something that happened is inaccurate, but the fact that they perceived it that way may be indication of the need to improve communication or bring clarity to a process or expectation. As a leader, it is necessary to communicate regularly that you welcome constructive feedback and provide an opportunity for people to give it...either through an open door policy, availability for meetings, conducting a 360 review, or responding promptly to emails or phone calls providing feedback.

Currently, as many of us are working virtually, in some cases for the first time, it can be helpful to actively seek out feedback from those on your team to find out what about your leadership is working well in the virtual context, and what might need to be changed. What contributes to effective in-person teamwork may need to be adjusted for this season. Eliciting the power of feedback is a great way to find leadership success amid change and crisis.

The following is a guest post from Josiah Cassellius, a Millennial writer and producer. 

Humanity has always compartmentalized the different aspects of life; let’s call them our different faces for different occasions. This is the idea that we treat our mothers differently than we treat our fathers. We say things to our friends that our grandmother would chastise us for repeating to her. For most of us, only a handful of people ever get to see our vulnerable side. We are good at it, you see, very good at adapting to our surroundings. So good, it seems, that we have decided to enter ourselves into the next level of competition.

In the past we fragmented across our home lives, friendships, and work. Generally, it was a very small community, but that has changed. Today, thanks to technology, we interface with people everywhere, and the fragmentation of our identity has expanded. This reality can make it hard to prioritize our focus.

One could be forgiven for being uncertain in what order to place the dozens of fragments of our lives, it is, after all, a very complicated question. It used to go something like this: faith, family, friends, work, then everything else. Such a simple, yet elegant, system. Except that now work has been sub-divided even further for most, and friends and family are more spread out than ever.

In the midst of such fragmentation, we often resort to tribalization. It is a phenomenon that helped people survive harsh environments and threats. While it worked for hunter/gatherers, in an increasingly interconnected world, one that overwhelms us, it may not be effective. Much the same way that there is a sense of peace and security in our homes during a storm, we enter into our sacred bubble and push the world out, and when we do come out to see what is happening, it can seem like we are entering a war zone. The outrage, the accusations, the controversy we see around us all lead to alienation. We run to our tribe, what feels familiar and friendly, and we label anyone not in our bunker as the enemy and reconciliation becomes nearly impossible.

The reality, though, is that the circumstances do not merit such distress. People are becoming more self-aware as to biases and opinions that are destructive. However, we no longer sit down and read the news and digest and discuss it rationally with friends and family whom we trust. Instead, we read headlines and tweets and use them to reinforce our narratives and we scream out into the void, and if we are unfortunate enough to receive an answer that contradicts us, we lash out.

So, what can we do? When we read something online that we disagree with, we need to not assume ill-intent, that only breeds more anger. Give the benefit of the doubt to a person, and maybe we will see them, and their ideas, in a new light. A positive approach may even open the door for healthy dialogue. Let’s turn our online spaces into the homes and meeting-places of old, where we come together to express ideas, and to help each other understand the true meaning of what a community can be. Be open to hearing dissenting views, and be prepared to admit fault, and potentially, we may just escape unscathed.
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As a toddler who is overwhelmed by emotions cries out in frustration, so also adults who are stretched too thin react poorly to push-back. When we feel ourselves becoming overwhelmed, we need to reconnect with our fragmented selves, identify what is truly important, and remember that reality is not online.

Most of us are interested in ways to decrease stress, improve sleep, and stimulate brain growth and memory. And yet,  research shows that silence does all of this and more. In a world where we carry our favorite music in our back pocket; engage in long-distance conversations anywhere, anytime; and listen to podcasts, audio books or funny Youtube videos on demand, silence is often elusive.

A recent study indicates that not only is silence difficult to find, but we actively avoid it.  In an experiment where individuals were given the choice of sitting in silence with their thoughts, or inflicting an electrical shock upon themselves, the results were surprising. Even though participants had previously stated that they would pay money to avoid being shocked, 67% of the men and 25% of women chose to inflict it on themselves rather than sit quietly and think for 15 minutes.

While it can be difficult to carve out or choose time for silence, solitude and reflection, there are a few key reasons for us as leaders to do so:

1. Healthy Relationships
Relationships are critical to our health and wellbeing. In today’s busy, digitally-driven world, our longing for deep relationships is greater than ever. Often we substitute noise and a sense of connectedness for true relationships. Writer Johnathan Franzen describes that “our infatuation with technology provides an easy alternative to love.” Ironically, it is often silence and solitude that allow us the understanding and peace to engage in deep, caring, healthy relationships more regularly.  Thomas Merton, in No Man Is an Island, explains: “The man who fears to be alone will never be anything but lonely, no matter how much he may surround himself with people. But the man who learns, in solitude and recollection, to be at peace with his own loneliness, and to prefer its reality to the illusion of merely natural companionship, comes to know the invisible companionship of God. Such a one is alone with God in all places, and he alone truly enjoys the companionship of other men, because he loves them in God.” 

2.  Effective Leadership
Leaders today are confronting increasingly complex problems in ever-changing environments.  More than ever, we need time and space to clear the clutter from our minds and focus on the challenges we confront.  Author and speaker, Sarah Ban Breathnach, explains, “Usually, when the distractions of daily life deplete our energy, the first thing we eliminate is the thing we need the most: quiet, reflective time. Time to dream, time to contemplate what's working and what's not, so that we can make changes for the better.” Kate Murphy, in her article, No Time to Think says, “You can’t solve or let go of problems if you don’t allow yourself time to think about them. It’s an imperative ignored by our culture, which values doing more than thinking and believes answers are in the palm of your hand rather than in your own head.” I would add that sometimes the answers are whispered in our heart. When we fail to listen, in silence and solitude, we may miss the best answers to issues we are facing.

3. Identity and Purpose
In a study by anthropologist Emily Martin, an eleven-year-old girl from a broken home, who bounces between three households, explains that in each of these households the rules are different and so is she. Her identity, like that of many of us today, is defined by an external context. This translates easily into the virtual world, where our identities can be fluid and adaptable. Unfortunately, this also makes us vulnerable to confusion, depression, and a lack of confidence.  Silence and reflection is the space where we can listen to our own heart and identify our identity and purpose.  Carl Sandburg describes this beautifully when he says the following: “A man must find time for himself. Time is what we spend our lives with. If we are not careful we find others spending it for us. . .  It is necessary now and then to go away and experience loneliness; to sit on a rock in the forest and to ask, 'Who am I, and where have I been, and where am I going?' If one is not careful, one allows diversions to take up one's time—the stuff of life.”

As leaders, may we prioritize silence and reflection, benefiting from the rest and understanding that come from these disciplines.  More importantly, may we model these critical practices for those younger than us who are in danger of living lives full of noise and distraction, without understanding the beauty and healing of silence and solitude.

For the next generation,
Jolene Erlacher

This past month, I had the opportunity to do several parent seminars on one of my favorite topics, tech-smart parenting. Social media is always a critical part of those discussions. Whether you love it or hate it, Facebook, Instagram and Snapchat are a part of relationships in our society today. The impact of social media is significant not only for youth, but adults as well. I am a writer and researcher, and part of my job is considering the implications of these forms of communication on how we think and interact. However, that does not mean I am exempt from their effects. Recently, I have found myself reflecting on how my social media use influences my thoughts, perspectives, and emotions…and, I must admit, I don’t always like my realizations.

While I enjoy social media for its ability to keep me connected to friends and family around the world, inform me of the joys and sorrows of those I love, and provide perspectives from real people, I find myself struggling against some of its influences. It is often difficult to avoid comparing my life to others, being frustrated or disappointed in some posts that I see, being distracted checking updates, and thinking of activities around me for their “postable” value, rather than just completely enjoying moments and interactions. I must admit, there are days that social media takes more from my relationships than it gives.

One of the weaknesses of social media is its ability to distance us from real people and their emotions and needs. In a face-to-face conversation, a pregnant friend would be cautious to narrate her pregnancy experiences to a friend who was struggling with infertility or who had recently experienced a miscarriage. We would not celebrate our child’s academic success to a loved one whose child was experiencing severe learning disabilities. Likewise, we wouldn’t brag about new purchases or expensive vacations to a neighbor who had just lost his or her job, or our weight loss and workout routine to a friend who was struggling with health issues. Such behavior is self-centered, insensitive and hurtful. Nonetheless, innocent posts on social media can have the same effect. Of course, the broad audience we interact with via social media makes it hard to always consider individual perspectives and needs, but I think most of us can admit we need to consider others more when we share information.

Too often, I post something because it is a point I want to make, something I want to celebrate, or a moment I want to share. While that is not necessarily bad, if my considerations when posting are primarily about me…what I want or how I feel…then perhaps my motives need to be reexamined. Consistently putting my desires or needs first is destructive in any relational interaction, including those on social media. I must ask myself, am I choosing to consider the needs, perspectives and feelings of others? When I share something on social media, what are my goals and who am I thinking of first?   

While social media is truly a wonderful tool, like any tool, it has to be used well or it can become destructive. We need to be thoughtful regarding the effect social media is having on us and relationships in our lives. Sometimes changes in our habits or perspectives are needed, for ourselves, as well as those young people who are watching us as they learn to navigate healthy relationships and communication with technology.