Training reviews by topic · Leadership
23 reviews of MZ and generational understanding training — on-site cases
Generation training backfires when it ends at “kids these days.” We use data to understand how each generation sees the meaning of work and prefers to communicate, then bring managers and junior employees into the same room to voice their expectations and turn them into the team’s own communication rules. There are two versions, one for Gen X managers and one for MZ (Millennial and Gen Z) employees, and we can also combine them into a generational communication workshop.
Clients and institutions
13 organizations
Recent sessions
2026-07-09
Instructor
John Kim, Lead Instructor
Who attends — Team leaders and middle managers (Gen X) · junior employees · entire multigenerational teams
How it works — Half lecture, half cross-generational conversation practice. We run separate manager and junior sessions, or bring everyone together in one two-way workshop.
Where we’ve delivered — featured clients
Ordered by number of repeat engagements with the same company. Click a name to see reviews from that company only.
On-Site Delivery by Year
Breakdown by industry
Counts are based on the industry categories and organization names in the client logo wall. Clients without a category are not counted.
Electronics & Electrical6Universities & Educational Institutions5Public Agencies, Associations & Support Organizations2Retail & Logistics1Chemicals & Energy1
23 reviews — Newest first
The 23 most recent reviews are open below; earlier ones are grouped by year. Select a post to see photos and details from the session.
Search the reviews list for “MZ Generation” →
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FAQ
Is the training only for managers, or should junior employees attend too?
Both work. With managers only, the session focuses on understanding and how to respond; with both groups in one room, it runs as reverse mentoring in which each side teaches the other. The latter does more to leave lasting team rules.
Does it work for teams with serious generational conflict?
Teams in conflict need time to talk openly about what they expect from each other. We start by agreeing on a ground rule: make requests, don’t blame. Then we run the session and record the outcome as a team communication agreement.
Can it be done as a short talk?
The 2-hour special lecture covers each generation’s traits and three behaviors managers can change. To build team rules as well, a half-day workshop is the right fit.
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