Latest news with #TheValuesBridge
CNBC
17-07-2025
- General
- CNBC
CEO: One stunning data point explains the 'Gen Z stare'—and why it's going to backfire on them
If you've worked with Gen Z — or managed them — you've probably seen it: that facial expression that somehow manages to mix disdain, defiance, and utter disinterest all in one (oddly) blank look. It's been dubbed the "Gen Z stare," and it's the facial equivalent of an eye-roll. Managers everywhere are letting out a sigh of relief because, finally, there's a name for the behavior that's left them scratching their heads since "quiet quitting" became a badge of honor during the pandemic. I've been studying intergenerational dynamics in the workplace for years as the director of the NYU Stern Initiative on Purpose and Flourishing, and even among academics (who tend to avoid stereotyping generations), there's an unspoken consensus: Older managers find Gen Z ... well, frustrating. When I first heard about the stare on TikTok, I thought: But then I remembered something else that does, too — a striking data point from my own research. As part of my research, we developed a scientifically validated tool called The Values Bridge, which ranks an individual's core values from 1 to 15. Since May, over 30,000 people have taken the test. (You can take it yourself here.) While we are in the process of publishing conclusive findings on generational differences in values, early statistical trends are emerging strongly, and I have come to believe one of them explains The Gen Z Stare all too well. Gen Z ranks Achievement, defined as the desire to be seen as successful or impressive, shockingly low. On average, they place it 11th out of 15 values. Even more telling? 65% of Gen Z respondents say Achievement already plays too much of a role in their lives. Let that sink in. Not only is Gen Z less motivated by winning, competition, and status — they're actively pushing it away. The stare usually shows up at work when a Gen Z employee is asked to do something, or told there's something they don't yet know but need to. They rarely respond with words. But if the expression could talk, it might say: "Don't impose your value of Achievement on me, boss. I don't want it near me already, and I'd have less of your workaholic, winner-take-all BS in my life if I could." Yes, I'm generalizing. But I've heard versions of that sentiment countless times from the thousands of Gen Zers I've interviewed and surveyed. In a recent college focus group I ran, one student asked me, "Not to be confrontational, but … why does business need to win all the time?" That same group ranked Achievement as a bottom-tier value. So what Gen Z value? Instead of Achievement, they are leaning into values like Eudaimonia (which we define as self-care and inner balance) or Voice (our term for self-expression and authenticity). According to our early results, up to 85% of Gen Z respondents rank one of those two values in their top five. During the "quiet quitting" wave, companies scrambled to accommodate Gen Z's demand for boundaries and better work-life balance. This time, I'm not so sure the workplace will bend so quickly. Here's why: AI is reshaping the labor market. Official employment numbers might look steady, but anecdotally, the job market feels different, especially for early-career workers. It's shifting from a buyer's market to a seller's market, and employers are noticing. Many hiring managers, the same ones who now finally have a label for this phenomenon, are starting to adjust their filters. Achievement-driven candidates might have once been seen as overly ambitious. Now? They're the ones companies will chase. There may not be many Gen Zers out there who value Achievement, but managers are likely going to be looking for them now more than ever. And one way they will know them is by how they look back.
CNBC
03-07-2025
- Business
- CNBC
CEO: Never leave a job interview without asking this No. 1 question—it 'cuts through the BS'
Do you want a job you love, at a company you love, with values you love? Of course you do. That's the dream for just about everyone. And frankly, companies want the same thing. When employee values align with company values, you get engagement and retention. It's a win-win. A desire for this "glove-like" fit is why so many MBA students enroll in my class at NYU Stern School of Business. It's called " Becoming You," and its goal is to help graduates find a job aligned with their purpose. But here's the problem — and it's a big one: Most people know their aptitudes and interests. But their values? Not so much. My research shows that only about 7% of adults know their values with real clarity. And worse, most don't know how to identify a company's real values, either. Not the ones in the brochure. The real ones. Nearly every company will say it values empowerment, innovation, and excellence. But let's be honest: Those are just platitudes. The truth is, values aren't what a company says it believes. Values are how work really gets done. Figuring out a company's values Ask directly, and you'll usually get those same vague buzzwords. So you'll need to do some sleuthing. And that's where the job interview comes in. There's one question that cuts through the BS: "What kind of person should not work at this company?" People who ask it are usually stunned. It almost always catches managers off guard, but that's exactly why it works. Because the answers are often more honest, less rehearsed, and far more revealing. Here are some real responses my students have heard: "A person who doesn't want to text on weekends." "Someone who wants to try out different roles — this is a place for specialists." "A person who's too social." "Excessive wokeness does not really fly here." "Anyone who likes to work on their own too much." Now we're getting somewhere. These answers reveal true values — in high relief. Take that first one: "A person who doesn't want to text on weekends." That company might claim it respects boundaries and employee well-being. But this answer tells a different story. Or, "A person who's too social." Translation: "We prize focus and independence. Community? Not so much." I'm not saying any of those values are wrong — unless they're wrong for you. Keep in mind that this question is best saved for the end of your interview process, ideally after you've received an offer. Why? Because it can be so disarming to hiring managers that you want to make sure you have good rapport with them before you launch it. And since this question can make people get a little defensive, it has to be delivered with just the right tone. You need to sound pleasantly curious, not investigative, even though indeed, you are being a little bit investigative. How to get clear on your own values You can get a ranked list of your core values by taking " The Values Bridge," a test I developed with my team. When I started teaching at NYU Stern in 2021, building an assessment tool was not on my to-do list. But the seven values exercises I was using in class weren't giving students the precision they needed. People kept confusing values with virtues, despite my best efforts. Virtues are broadly agreed-upon ideals: Fairness, Integrity, Honesty. We all endorse them. But values? They're different. Values are choices — about how we want to live and work. They're not good or bad, just right or wrong for you. Take the value of Scope, for example. People with high Scope want stimulation: learning, adventure, novelty. Low Scope individuals seek calm, predictability, and peace. There are 15 values in total — like Affluence, Familycentrism, Achievement, and Radius. You can test for all of them — and you should. Especially if you're job hunting. Because once you know your values, you can assess if a company shares them. Suzy Welch is an award-winning NYU Stern School of Business professor, acclaimed researcher, popular podcaster and three-time NYT best-selling author, most recently with " Becoming You: A Proven Method for Crafting Your Authentic Life and Career." A graduate of Harvard University and Harvard Business School, Dr. Welch is a frequent guest of the Today Show and an op-ed contributor to the Wall Street Journal. She serves on the boards of public and private companies, and is the Director of the NYU | Stern Initiative on Purpose and Flourishing. Are you ready to buy a house? Take Smarter by CNBC Make It's new online course How to Buy Your First Home. Expert instructors will help you weigh the cost of renting vs. buying, financially prepare, and confidently navigate every step of the process—from mortgage basics to closing the deal. Sign up today and use coupon code EARLYBIRD for an introductory discount of 30% off $97 (+taxes and fees) through July 15, 2025.
CNBC
01-07-2025
- Business
- CNBC
CEO: The No. 1 question that 'cuts through the BS' at job interviews. It 'catches managers off guard—but that's why it works'
Do you want a job you love, at a company you love, with values you love? Of course you do. That's the dream for just about everyone. And frankly, companies want the same thing. When employee values align with company values, you get engagement and retention. It's a win-win. A desire for this "glove-like" fit is why so many MBA students enroll in my class at NYU Stern School of Business. It's called "Becoming You," and its goal is to help graduates find a job aligned with their purpose. But here's the problem — and it's a big one: Most people know their aptitudes and interests. But their values? Not so much. My research shows that only about 7% of adults know their values with real clarity. And worse, most don't know how to identify a company's real values, either. Not the ones in the brochure. The real ones. Nearly every company will it values empowerment, innovation, and excellence. But let's be honest: Those are just platitudes. The truth is, values aren't what a company it believes. Values are how work really gets done. Ask directly, and you'll usually get those same vague buzzwords. So you'll need to do some sleuthing. And that's where the job interview comes in. There's one question that cuts through the BS: "What kind of person should not work at this company?" People who ask it are usually stunned. It almost always catches managers off guard, but that's exactly why it works. Because the answers are often more honest, less rehearsed, and far more revealing. Here are some real responses my students have heard: Now we're getting somewhere. These answers reveal true values — in high relief. Take that first one: "A person who doesn't want to text on weekends." That company might claim it respects boundaries and employee well-being. But this answer tells a different story. Or, "A person who's too social." Translation: "We prize focus and independence. Community? Not so much." I'm not saying any of those values are wrong — unless they're wrong for . Keep in mind that this question is best saved for the end of your interview process, ideally after you've received an offer. Why? Because it can be so disarming to hiring managers that you want to make sure you have good rapport with them before you launch it. And since this question can make people get a little defensive, it has to be delivered with just the right tone. You need to sound pleasantly curious, not investigative, even though indeed, you are being a little bit investigative. You can get a ranked list of your core values by taking "The Values Bridge," a test I developed with my team. When I started teaching at NYU Stern in 2021, building an assessment tool was not on my to-do list. But the seven values exercises I was using in class weren't giving students the precision they needed. People kept confusing values with virtues, despite my best efforts. Virtues are broadly agreed-upon ideals: Fairness, Integrity, Honesty. We all endorse them. But values? They're different. Values are — about how we want to live and work. They're not good or bad, just right or wrong for . Take the value of Scope, for example. People with high Scope want stimulation: learning, adventure, novelty. Low Scope individuals seek calm, predictability, and peace. There are 15 values in total — like Affluence, Familycentrism, Achievement, and Radius. You can test for all of them — and you should. Especially if you're job hunting. Because once you know your values, you can assess if a company shares them.
CNBC
17-06-2025
- Business
- CNBC
CEO: When I meet someone with these 4 traits, I try to hire them 'on the spot'—they are 'rare but invaluable'
Think you know what bosses are looking for? Think again. Getting hired and promoted used to hinge on traditional leadership traits like executive presence and vision. But in today's world, those aren't enough. As a CEO, board member and MBA professor, my research shows that a sharper, more relevant set of criteria is rising to the top. And it's long overdue. At NYU's Stern School of Business, I teach a popular class called "Becoming You." Students start by identifying their values using a tool called The Values Bridge, then explore careers that match their aptitudes and emotional, intellectual and economic needs. Finally, and critically, they assess their leadership capacity. I used to rely on old-school aptitude tests for that last part (think: the kind your college counselor used). But over time, I saw that those tools were built for a world that no longer exists. Today's professionals face nonstop change, geopolitical chaos and ambiguity about, well, everything. So I set out to identify the traits that actually matter now — and tested them through consulting projects with a dozen companies across industries. Focus groups and manager surveys refined the list. And now, I use these four traits in every hiring decision I make. When I see all four in one person? I try to hire them on the spot. The business environment today is fast, unforgiving and always on. Leaders need uncommon levels of physical and mental stamina — and not in short bursts, but continuously. Nerve means making fast, high-stakes decisions with incomplete or conflicting information. That takes real confidence. It also means having the courage to deliver tough truths with empathy. People who combine candor with kindness are rare — but invaluable. Nerve is courage, clarity, speed, transparency and an unrelenting bias for action. According to LinkedIn, professionals needed to update 25% of their skills every 18 months from 2015 to 2020. That "skill churn" is expected to hit 65% in the years ahead. So yes, adaptability has always mattered. But today, it's mission-critical. Elasticity isn't just tolerating change — it's actually enjoying reinvention. It's a mindset that says, "Bring on the new." I often look for what I call "irregular relationships": friendships, mentorships or collaborations with people very different from oneself. They signal flexibility, openness and the social curiosity that underpins comfort with change. It's always been important to be steady at work. What's changed is how rare it's become. Managers tell me their best people are anxious, withdrawn or just worn out. The pace and pressure of work today are real — and intense. That's why managers are putting a premium on soundness: a bundle of traits that includes positivity, accountability, resilience and self-awareness. You can ask colleagues for feedback on the first three. But self-awareness? That's the only trait on this list you can — and should — test for. If you're job searching or feeling stalled in your career, start there. In a world that's always changing, your currency is your currency. In other words, how "current" you are (on trends, technology, culture and ideas) directly affects how valuable you are to your organization. Gone are the days when you could stay informed just by talking to colleagues or skimming a few news platforms. The most successful people don't just absorb what's next — they share it in-house, sparking fresh thinking across teams. Wonderment is intellectual curiosity, cultural fluency, peer around corners and the proactive instinct to bring the outside in. Wondering how you would rate on all of these traits? You can find out for free using The Career Traits Compass, which I designed to help both my MBA students — and professionals seeking career growth. Now, obviously, every role has its own must-haves. Values matter. Skills matter. But these four traits? They're what every leader is quietly scanning for. And if you've got them all, trust me: Someone is already plotting how to hire you.
CNBC
04-06-2025
- Business
- CNBC
5 signs you're living a 'B+ life'—and what it says about you: Harvard-trained career expert
Does your life feel OK? Good enough? Or does it make you feel ? Vibrant, hopeful, fulfilled? Excited for the next day, week, and decade? If it's the former, you may be living what, in my research and teaching, I've come to call a "B+ life," which is certainly better than a stick in the eye, but can also be more damaging in the long run. Because when things are "OK" and "good enough," we rarely make the effort to make the changes to find something better. For instance, an A+ life, filled with authenticity and fulfillment. By the way, and to be clear, the "grader" in all this life-rating is not society. It's not your family or your boss. It's you. Hear me out. As a business academic who studies career trajectories, I completely understand that just surviving in this complex economy can sometimes feel like a victory. I also know that life's many challenges, like the death of a loved one or a struggle with mental illness, can make achieving a "perfect" life unattainable. But after working with thousands of early and mid-career professionals, as a professor, researcher, and mentor, I know that for many, settling for B+ is not an imperative — but a habit. We get used to living in a suit that's a size too big or too small, to use an image that for many, feels uncomfortably accurate. We tell ourselves, "The dreams I once had were stupid; no one gets what they want." Before I list the more concrete signs you're living a B+ life yourself, a bit of context and background. I'm a professor and researcher who studies career trajectories. The culmination of my work is a scientifically-validated methodology taught at NYU Stern School of Business in a class called "Becoming You: Crafting the Authentic Life You Want and Need." On campus and in numerous workshops for the public and within organizations, the Becoming You methodology, and its various components, has been used by more than 10,000 people around the world. My method is based on the premise that our purpose in life lies at the intersection of our deeply held values, cognitive and emotional aptitudes, and economically viable interests. Aptitudes and interests are usually self-evident, but unfortunately, very few people actually know their values in specific detail. This information has to be excavated, for lack of a better word, with values testing. But once it is, we can move away from living by default to living by design. There is no easy hack to it, but the end result is the roadmap from B+ to beyond. To assess whether you are living a B+ life, consider these five signs: Despite hitting external milestones — whether at work or in your personal life — your energy is low and you often feel numb, disengaged, or secretly exhausted. This misalignment can show up in what my values testing instrument, The Values Bridge, calls the "Authenticity Gapthe measure of how muchour outer life doesn't match your inner truth. You talk about what matters to you (self-determination, creative self-expression, service, community), but your calendar and choices don't reflect those priorities. If you're fully honest with yourself, you would have to admit you are curating your image or chasing validation. Dan Harris, an expert on self-awareness and host of the acclaimed 10% Happier podcast, might frame this as a lack of "mindful presence"; you're so caught in striving that you've lost the ability to just . Conflict, resentment, or emotional distance can show up when you're suppressing needs, boundaries, or truths about yourself. My research clearly demonstrates that not living authentically has a strong tendency to distort how we connect with others. You daydream about quitting, running away, or starting over. This is less about reinvention and more about fleeing a life that feels misfitted to who you actually are. As I said, for some people a B+ life is more than they ever imagined given their life circumstances. It can indeed be "good enough." But for others, more fulfillment and authenticity is a yearning that slowly builds, and along the way, causes increasing discomfort, sometimes ending in the kind of disruption that has us starting again, by our own volition or not. The antidote is understanding your values in their specific detail, and just as importantly, acknowledging whether you are living them as much as your heart and soul desire. Only then can we break out of our comfort zone, to something that can be even better.
