Conflict is part of life. It happens when goals, values, needs, and wants of two or more people are different and in opposition. It is the result of people having differing needs, opinions, expectations and often completely different individual perspectives. The reality of conflict is that in any human relationship it is inevitable, but if managed well, conflict can provide a powerful avenue for significant personal and professional growth.
Sometimes, conflict, can be resolved amicably and professionally, but more often, conflicts lead to finger pointing, fault finding, anxiety, anger, bitterness and frustration. If left unmanaged, conflict can cause long term damage at workplace, jolt friendships, shatters morale, creates enemies, and negative feelings, that amount to waste of money and time. Even the strongest of the individual, can be crippled of energy, emotion and time.
From workplace disagreements to social activism, Gen Z is redefining how they navigate tensions. With a strong focus on open communication, equity, and mental health, their approach to resolving disputes is rooted in authenticity and collaboration. So how does Gen Z handle conflict? Are they a conflict avoiding generation?
Find out in this episode as Leadership Coach and Conflict expert Manish Gupta shares best practices on how the Gen Z values shape their conflict styles. We look at the causes, and stages of conflict. What are the ways to manage conflict before it occurs what and approaches to productive dialogue and mutual understanding. What is the role technology in both fuelling and resolving disagreements.

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Manish Gupta : Website, LinkedIn

Nikhil : Website, Linkedin, Youtube & Book

Feedback is the backbone of growth in any organization. It serves as a tool for continuous improvement, guiding employees toward better performance, building self-awareness, and fostering accountability. Effective feedback promotes trust and transparency, helping align individual efforts with organizational goals. In a fast-changing workplace, it’s essential for organizations to create a culture where feedback is seen not as criticism but as an opportunity to learn, grow, and adapt.
Raised in a world of instant updates and constant online feedback, Gen Z brings a unique set of expectations to the way they receive and respond to performance reviews. They value frequent, real-time, and constructive feedback that goes beyond vague praise or criticism—focusing instead on actionable insights for continuous learning and improvement. For this generation, feedback isn’t just a manager’s responsibility; it’s an ongoing conversation that fosters connection, trust, and personal growth.
Discover the best practices as Leadership Coach Vivek Yatnalkar tells us why feedback matters, how it shapes workplace culture, and how managers can tailor their feedback approach to resonate with Gen Z—bridging generational expectations for a more collaborative and productive work environment.

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Vivek Yatnalkar : LinkedIn

Nikhil : Website, Linkedin, Youtube & Book

As Gen Z begins to take ownership of family-run businesses, they bring a fresh perspective fuelled by innovation, technology, and a desire for purpose-driven work. Their digital fluency and understanding of current trends, such as e-commerce, social media marketing, and sustainability, present significant opportunities for modernizing family enterprises. By embracing these new strategies, Gen Z has the potential to not only streamline operations but also expand the business into new markets, reaching younger, tech-savvy consumers. Their focus on inclusivity and social responsibility could also enhance the company’s brand, attracting both customers and talent who align with these values.
However, this transition comes with its own set of challenges. Gen Z often faces the pressure of balancing respect for the family legacy with their drive to innovate and adapt to a rapidly changing business landscape. Navigating the expectations of older generations, who may prefer traditional methods, can create tension around decision-making and leadership style. Additionally, Gen Z may feel unprepared to manage the complexities of ownership, including financial responsibility, governance, and maintaining the company culture. Finding the right balance between honoring the past and pushing for future growth is key to their success in family business leadership.
Discover the best practices as Generational and small business owner advisor & expert Mary Erlain shares some of the unique challenges faced by the next generation when inheriting family businesses? How do family dynamics play and impact critical decision making such as financial expectations, navigating conflicts and so on? What are some of the common strategies to bridge the gap between the founding generation’s traditional values and Gen Z’ vision of future?

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Mary Erlain : LinkedIn, LinkedIn, Instagram

Nikhil : Website, Linkedin, Youtube & Book