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Table of Contents

1. Opening Salvo

2. Did You See This?

3. Talent Management 101 (TM101)

4. The Plug

Opening Salvo

Everyone brings a unique lens to leadership, shaped by their personal and professional experiences. The challenge? Recognizing when those experiences create blind spots that impact fairness, decision-making, and team dynamics.

Here’s an uncomfortable truth:
The biggest barrier to inclusive leadership isn’t ignorance, it’s nostalgia. Too many managers are still trying to replicate the leadership models that worked for them instead of building the ones their teams actually need.

And that instinct isn’t just outdated, it’s damaging. According to McKinsey, employees who experience inclusive leadership are 4.6 times more likely to feel empowered to perform their best work. When leaders ignore this, they don’t just risk alienating talent, they actively undercut performance, innovation, and retention.

Most orgs focus on optics. But the real work? It starts with unlearning. Until we give leaders permission to question the playbook that made them successful, inclusion will stay trapped in PowerPoint decks instead of showing up in decisions and development.

Practical Personas (with a tinge of hyperbole)

• The “My Way Works” Manager: They assume their experiences are universal. If they succeeded under tough leadership, they expect others to do the same. No room for nuance, difference, or support.

• The Over-Corrector: They’re hyper-aware of differences but try too hard to fix perceived inequities. They overcompensate without listening, often reinforcing the very stereotypes they want to dismantle.

• The Adaptive Leader: They recognize that no two employees are the same. They engage curiosity over control, challenge their own assumptions, and adjust in service of equity, not ego..

Here’s What to Consider:

• Check Your Assumptions: What’s “worked for you” may have only worked because the system was designed for people like you.

• Invest in Learning: Go beyond bias training. Read widely, listen differently, and stay uncomfortable.

• Create Space for Varied Leadership Styles: Make success pathways flexible, not formulaic.

And once you’ve considered these?

Audit something. Look at your performance review process, promotion criteria, or leadership bench. Where is sameness being mistaken for readiness? Where is comfort being confused with competence?

Awareness is step one. Accountability is everything after that.

Did You See This?

Gen Z's New Priorities: Stability Over Remote Work

The narrative that Gen Z is the champion of remote work is shifting. Amid economic uncertainties and a tightening job market, many Gen Z job seekers are now prioritizing job security over location flexibility. This change challenges previous assumptions about the youngest workforce's preferences and highlights the need for employers to reassess their recruitment strategies.

According to a May 15 report from Flexa:

• In March 2025, only 24% of Gen Z job seekers expressed a desire for remote-first roles, making them the least likely age group to prioritize full-time remote work.

• There was a 12% decrease in Gen Z job seekers prioritizing location flexibility between January and March 2025.

• Demand for a four-day workweek dropped across all age groups, with only 27% of job seekers seeking this benefit in March 2025, a 31% decrease since January.

• Conversely, interest in mental health support has grown, with 37% of job seekers desiring roles offering such support in March, up from 33% in January.

These trends indicate a shift in priorities, with Gen Z valuing job stability and well-being over previously sought-after perks like remote work and condensed workweeks.

To align with these evolving preferences:

• Emphasize Job Security: Highlight the stability and growth opportunities within your organization to appeal to Gen Z candidates.

• Promote Mental Health Resources: Ensure that mental health support is not only available but also prominently featured in job postings and company communications.

• Reevaluate Remote Work Policies: While flexibility remains important, consider offering hybrid models that balance in-person collaboration with remote work options.

• Stay Attuned to Market Shifts: Regularly assess and adapt to the changing preferences of the workforce to remain competitive in talent acquisition.

By understanding and responding to these shifts, employers can better attract and retain Gen Z talent in today's dynamic job market.

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Talent Management 101 (TM101)

The Plug

This newsletter is brought to you by AstutEdge, a consultancy dedicated to developing and deploying a people-first talent management culture. We solve both obvious and hidden challenges by optimizing performance, engagement, and development across the entire HR, People, and Talent spectrum.

How We Help:

• Optimize Team Performance: Implementing tailored strategies that improve efficiency, engagement, and collaboration.

• Develop Leadership: Nurture leaders who inspire and drive organizational success through targeted development.

• Enhance Employee Experience: Boosting morale and retention with data-driven engagement programs.

• Improve Organizational Culture: Providing insights and solutions to create a positive, high-performing work environment.

• Increase Business Growth: Aligning talent management practices with business goals to drive innovation and growth.

• Strengthen Collaboration: Facilitating team cohesion through CliftonStrengths-based coaching and development.

This plug is shameless and should be shared widely. If your organization or a partner organization could benefit from talent management support, we’d love to help!