Skateboarding while drinking out of a bottle of Ocean Spray cranberry juice. Taylor Swift’s “Love Story” makes a massive comeback, with a new dance. Cardi B “WAP” sweeps a nation. These are all extremely popular trends that were raved about by Gen Zs around the globe in the last 6-months. And yet, the majority of leaders I am sure are unaware of what any of these are.
The average age for Head Coaches across the top 4 major sporting leagues in North America is 52 years of age. The average age of athletes in these sports is between 26-28 years old. A complete generation away.
Looking at business, the average CEO of a Fortune 500 company is 58 years old. Without needing to research the average age of an employee at Fortune 500 companies, it will be much younger, likely a complete generation away.
To put this into perspective, many Head Coaches or CEOs were using dial-up internet in their early twenties, when the players or employees they lead were being born. We can see where a disconnect between generations could begin.
So aside from a shared goal, and working for the same organization, what do these individuals have in common? And to take it one step further, what are the interests of each group, and the trends they obsess over? If I were to ask Head Coaches or CEOs of companies, I’m not sure I’d get the right answer.
Brian Riley, Head Hockey Coach at Army West Point in Division 1 hockey, explained this disconnect on the Hockey Think Tank Podcast by Topher Scott and Jeff LoVecchio (a must listen podcast). On the podcast, he shares, “I think I’m pretty cool, but when I walk in the locker room, and the guys are kinda looking at me when I talk about music or whatever, I’m not so cool”. He continues, “having good young coaches around, helps me to just think I’m cool”. Now Coach Riley has been coaching for 17 years at Army, and is 61, which holds true to what we discussed earlier. But this disconnect doesn’t just happen with older leaders.
I experienced this first hand as well. I am 25 years old, and coach athletes ranging from 14-18 years of age. I am already out of touch of new social media trends they follow, the new “lingo” they use, and what is the top song on the charts. As a leader, I know a major opportunity to connect with my players is missed as a result of not knowing things they care about.
I could have asked my players what they were talking about, or got them to show me some current trends they rave about. But there is lost value in doing that. Proving to the players or employees that you care enough about them to learn things on your own so you can better connect with them, goes a long way.
Cue the Chief Trend Officer.
If I were to be hired as a Head Coach, or CEO of a company, one of the first things I would do is hire a Chief Trend Officer, someone whose main job would be to update me on current trends that the people I lead are obsessing over. I would meet with them once a week, and they would debrief me on everything the people I lead care about, and some upcoming trends I can expect to get behind. So that when I get to converse with my players, I can talk in their language. I can talk about the newest song on the charts, or newest TikTok trend (who knows, maybe even attempt a TikTok dance), or use terminology they use and adore.
Sure, I might butcher the dance, or use the terminology out of context, but my attempt to connect on their level, will be recognized by them. To the people we lead, they want to know that their leader is someone who tries to connect with them on their terms. Because they will then know that their leader cares enough to be vulnerable, and learn new things, to try and connect with them. And in doing this, we will be able to Get Over the Hump.
Think you know someone who wants to Get Over the Hump?
Want to join the climb?