The exchange I found most interesting between and in their “Securities” podcast is probably this bit on dealing with GenZ employees.
Wolfe starts by telling the story of a younger candidate who was late to their interview:
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Haidt starts out by saying that most GenZ are curious and want to be exposed to a wide variety of ideas. He pushes back on the notion that most of them are entitled … but would say that most of them are undersocialised:
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“Here’s my advice: what I have found is that GenZ is totally not in denial. They’re not defensive, they know they have problems. They want to grow, they want to learn. And if they have the concept of anti-fragility, then everything goes smoothly.”
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“You explain antifragility, and everyone in GenZ gets it right away, you say to your new hires, ‘I really want you to succeed in this job, so I’m going to give you really hard feedback. I’m not going to do it because I’m angry, I’m doing it because I want you to grow.’”
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To be clear, I think Haidt is talking based off the research he covered in 'The Coddling of The American Mind' — I'm sure the dynamics are different in Singapore/Malaysia/Vietnam, where there hasn't been as much 'coddling'. (However that's defined).
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I think he might have checked with the front desk after the interview, just in case it was a valid reason to be late.
I think it's easy to judge either way.
Didn't have valid reason? -> Good: Doesn't make excuses! OR Terrible: Late with no reason.
Gave a valid reason? -> Terrible: Making excuses for their mistakes. etc.
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