‘Gen Z solutions for leaders and organisations no.3. Regular and precise feedback. Recruitment, retention, motivation, engagement, training.’

Gen Z solutions for leaders and organisations no.2. Authenticity is key. If you want to recruit, retain and motivate the most able you must be who you say you are.

I enjoyed talking to Lucas Kemper from Haringey Education Partnership on the HEP Talks podcast.

Gen Z solutions for leaders and organisations no.1. If you want to recruit, retain and motivate the most able you need to be ultra-clear.

The final blog on Generation Z characteristics. For employers who are able to show what the future will look like for their employees there is much to build upon.

A key reason why diversity matters a great deal to Generation Z is because they are more diverse as a group. No.6 in a series of Gen Z key characteristics - diverse

Mental health is an issue which comes up over and over again with the leaders I work with, it is at the heart of the snowflake trope. It is an absolute red line for every Gen Zer I have spoken to. Not taking it seriously will only lead to keeping the revolving door moving. Key characteristic 5 - apprehensive

There may be plenty of jobs around. The same cannot be said of careers.

Gen Z is the generation which attended the secondary schools I led from 2006 to 2018. In recent years I have seen Generation Z described in ways I did not recognise, or appreciate.

This is the first of a series of blogs about them and their huge, as yet mostly untapped, potential to meet the challenges of today.

Here are 5 questions you need to consider

There are many possibilities for a workplace to become more equal, diverse and inclusive post-pandemic if an organisation chooses to pursue them.

Today’s year 1 students will take their GCSE examinations in 2031 and they will not expect an education which is stuck in the past.

If you say ‘yes’ to a lot of things, it can take you into some really different places.