Jonathan Haidt

And that's what I hear very widely.

And that's what I hear very widely.

Well, Canada is almost as bad as America. Canada has problems too. They're very much like us. But I agree, immigrants who are from non-English speaking countries, that's right, they have a better work ethic. And I'm going to, you know, what I'm hoping that we'll get to is because this problem is so wide, like this is what I, you know, I work in a business school.

Well, Canada is almost as bad as America. Canada has problems too. They're very much like us. But I agree, immigrants who are from non-English speaking countries, that's right, they have a better work ethic. And I'm going to, you know, what I'm hoping that we'll get to is because this problem is so wide, like this is what I, you know, I work in a business school.

I talk to a lot of people in business. I always ask that question. I always hear the same thing. I've never heard anyone say, oh yeah, young people are so wonderful. People are having problems integrating Gen Z employees into their companies. They're fragile. The top 20% are fantastic.

I talk to a lot of people in business. I always ask that question. I always hear the same thing. I've never heard anyone say, oh yeah, young people are so wonderful. People are having problems integrating Gen Z employees into their companies. They're fragile. The top 20% are fantastic.

So what do you think about this? What about like, instead of like don't hire American kids, saying look for signs that this person can be a team player and work with other people. So especially go for anybody who's ex-military, anybody who was major team sports,

So what do you think about this? What about like, instead of like don't hire American kids, saying look for signs that this person can be a team player and work with other people. So especially go for anybody who's ex-military, anybody who was major team sports,

Okay, so that is similar to what I hear a lot from people who are hiring young people. But let me suggest one slight variation that you might try. Because a really good thing about Gen Z is that they're not in denial. All the things you say about them agree with what I say in the book. I think that's basically true.

Okay, so that is similar to what I hear a lot from people who are hiring young people. But let me suggest one slight variation that you might try. Because a really good thing about Gen Z is that they're not in denial. All the things you say about them agree with what I say in the book. I think that's basically true.

What I'm finding in my teaching, what I find in general, is that if you approach them in the right way and you, first of all, they have to understand the concept of anti-fragility. Very easy to explain, chapter one of The Coddling American Mind. If you go to thecoddling.com, I have chapter one, we put it up there so that everybody can use it. Send it around to all your employees.

What I'm finding in my teaching, what I find in general, is that if you approach them in the right way and you, first of all, they have to understand the concept of anti-fragility. Very easy to explain, chapter one of The Coddling American Mind. If you go to thecoddling.com, I have chapter one, we put it up there so that everybody can use it. Send it around to all your employees.

You know, it's what doesn't kill you actually makes you stronger. And you grow through adversity and it's stoic wisdom and it's wisdom around the world. So if you have that concept and you're talking about it, and then you say to your new Gen Z employees, okay, now we can do this in two ways.

You know, it's what doesn't kill you actually makes you stronger. And you grow through adversity and it's stoic wisdom and it's wisdom around the world. So if you have that concept and you're talking about it, and then you say to your new Gen Z employees, okay, now we can do this in two ways.

One is, since I really want you to be successful in this job, so I'm going to tell you everything I think you're doing wrong and I'm going to try to make you better. That's option one. Option two is I can be really sensitive about your feelings and really try to make everything gentle and try never to upset you. Which one do you want?

One is, since I really want you to be successful in this job, so I'm going to tell you everything I think you're doing wrong and I'm going to try to make you better. That's option one. Option two is I can be really sensitive about your feelings and really try to make everything gentle and try never to upset you. Which one do you want?

And I guarantee you the great majority are going to pick option one because they do want to grow. They're not in denial. They're not defensive. They're not like, no, I'm not like that. So I... I especially would not, I'm not giving up on Gen Z, especially those who are still in their early 20s, you know, because that's who I'm teaching at NYU and they show incredible growth.

And I guarantee you the great majority are going to pick option one because they do want to grow. They're not in denial. They're not defensive. They're not like, no, I'm not like that. So I... I especially would not, I'm not giving up on Gen Z, especially those who are still in their early 20s, you know, because that's who I'm teaching at NYU and they show incredible growth.

Now, it's exciting because they're doing it together. I have a class of 35 students, we're doing it together. But if you have a cohort, you know, if you're selective in your hiring and you try to avoid the ones who are most, you know, showing the signs of the sort of, you know, the extreme activism and the extreme emotionality,

Now, it's exciting because they're doing it together. I have a class of 35 students, we're doing it together. But if you have a cohort, you know, if you're selective in your hiring and you try to avoid the ones who are most, you know, showing the signs of the sort of, you know, the extreme activism and the extreme emotionality,