COURSE OUTLINE – DAY 1

Welcome, warm-up & Context Setting

Setting the tone: this is a room for honest reframing, not a lecture on “kids these days”

• Facilitator introduction and training vision
• Participant icebreaker: name, role, one thing they miss from their childhood
• Group agreement on ground rules — full participation, confidentiality, no judgment
• Framing: this programme is about building a shared map, not assigning blame

Module 1 – NLP Foundations and The Values Auction

Before we talk about Gen Z, we recalibrate how we see anyone who thinks differently from us

• Introduction to Neuro-Linguistic Programming (NLP) as a lens for understanding behaviour
• Four guiding principles: the map is not the territory; we cannot not communicate; effectiveness is measured by response, not intent; people make the best choices available with the resources they believe they have
• Activity: Values Auction — participants bid limited “currency” on competing workplace values, surfacing generational differences in what's actually prioritised
• Group discussion: where did values collide, and what assumption sat underneath it?

Module 2 – Generational Cohorts and the World that Sharped Them

Every generation is a product of the world it grew up in — not a personality flaw

• Walkthrough of generational cohorts from Baby Boomers to Generation Alpha, and the historical, economic and technological events that shaped each
• Maslow's Hierarchy of Needs applied across generations — how “security” and “belonging” have shifted from job stability to purpose and flexibility
• The Technological Culture Factor: how the technology a generation grew up with (age 0–18) shapes communication style and expectations
• Activity: Generational Communications Relay — teams pass a message through speech, drawing, and acting, revealing how meaning distorts across generational “filters”
• Debrief: what went well, what was challenging, and how this plays out in the workplace

Module 3 – Communication, Feedback & the Person Behind the Title

Once we understand the generation, we still have to understand the individual in front of us

• Feedback preferences by generation — direct vs. contextual, public vs. private, frequent vs. formal
• Activity: Slang-uage — matching generational slang terms, used as a light entry point into how much shared vocabulary already varies within one workplace
• Introduction to DISC Behavioural Profiling — a shared language for personality-driven communication and motivation differences
• The 6 Human Insecurities framework: identifying the underlying need behind common workplace behaviours (Significance, Intelligence, Pity, Power, Acceptance, Approval) and how to respond constructively
• Paired activity: “What's something you wish people understood about you?” — applying the framework to a real colleague relationship

Module 4 – The Languages of Appreciation

People don't feel valued the way you'd want to be valued — they feel valued the way they need to be valued

• Introduction to the 5 Languages of Appreciation: physical contact, gifts, quality time, acts of service, words of affirmation
• How to identify each language in a colleague's everyday behaviour
• Personal reflection: which language do you default to giving — and does it match what your team actually needs?

Integration, Closing & Reflection

Closing the loop on Day 1 before we move into application

• Group debrief: one insight from today that changes how you'll see a specific team member tomorrow
• Individual written reflection: one insecurity or appreciation language you now recognise in someone you manage
• Trainer closing reflection, bridging into Day 2: awareness without action changes nothing — tomorrow, we build the practice

COURSE OUTLINE – DAY 2