Kristine Long: Managing the Middle: Millennial Perspectives on Work and Life

Automatically transcribed, so there may be the odd slip.

Alastair GreenerHello and welcome to the Alastair Greener Generationally Speaking podcast, where we look at bridging the generation gap by debunking myths, tackling stereotypes, and sharing practical tips on how we can build stronger intergenerational connections. Uh, joining me today is I'm not sure if she's my first millennial that I've. Interviewed yet, uh, but certainly one of only a few, and millennials are at such a critical time of their life stages that it's a particularly interesting, uh, topic to talk about. And the person I'm talking about today is very much a millennial. Uh, she has been at IBMA global technology company for most of her working life, uh, with 10 years, both in London and in New York. She's. Passionate about the retail industry, and she's been leading teams of all different shapes and sizes throughout her career. So Christine Long, welcome to the podcast.

Kristine LongThank you for having me. And what an honor to be your first millennial.

Alastair GreenerWell, you know what, it's, it's the millennials are wondering if they're becoming a bit of a sandwiched generation, really, because everyone's talking about Gen Zs coming into the workplace, and at the other end of the spectrum you've got Gen Xs and Boomers leaving the workplace and. Literally, you are there right in the middle, but you are reaching some very important life stages. And we should say that uh, your baby Jack is one of the very first beta babies.

Kristine LongYeah, February 25. So yeah, right at that, at the beginning of that new generation. Crazy.

Alastair GreenerAnd, and, and, and of course it's very arbitrary. Um, you know, this whole thing of, all of a sudden, you know, we went from alpha to Beto and literally at the stroke of midnight, 2024, a whole new set of traits we're going to, um, come across. Clearly not, but let, let's start at the very beginning. Let's go, go back. Uh, you are. A millennial, do you see yourself as a millennial? Millennial? Do you think you are, uh, typical millennial? I'll just let our audience know if they don't know that millennials were born between 1981 and, uh, 1996. So where do you fit in, in terms of the, not the stereotype, but the accepted view of a millennial?

Kristine LongWell, I'm slap bang in the middle of that, those millennial dates. And yeah, I would say I was a typical millennial. I think when, especially when I think about it from a work perspective and I think about how I am in the workplace, um, and, and, yeah. And what, um. What I value and, and what drives me. I think I would definitely be a typical millennial in that regard. But I think, um, and I know it's something that we'll probably talk about is around the milestones, probably slightly, slightly different on whether, you know, my milestones or big things in life have been the same as my other peers or whether they're more similar to different generations. Um, but in terms of being sort of value driven, um. You know, prioritizing, um, a good work life balance and, and things like that. Then, then I would say I was quite a typical manager and also being quite vocal as well. I think, you know, being vocal in the workplace, especially when there's anything that's, you know, you see, um, that you want to speak up about and supporting others in sort of sharing their voice as well. I think that's a really good millennial trait that has gone, that is, is strengthening through the, the more junior generations. Um. So, yeah, I would say I, I was quite typical in that, in that regard.

Alastair GreenerAnd in fact, before I, I wanna come back to your upbringing and what shaped you as a person, but you touched on something there, and I, I'm gonna mention it now before I forget it. Is that, I think we've spoken in the past where you felt that as millennials, you found your voice, but it took a while for you to find your voice When you're in the workplace where Gen Z are coming into the workplace and they have their voice straight away from the get go.

Kristine LongYeah, definitely. I think, and I think with. You know, definitely as a graduate and coming through, I think you really, as a millennial anyway, or as I was, as a, as a, um, employee, you definitely feel like you need to kind of earn your right and earn sort of, you know, through, through working really hard and, and then be able to have a voice and, and know that you've kind of earned your way along, along that, to be able to kind of speak out and stuff. And I, and I think, yeah, gen Gen Z. In a, in a great way actually come in really confidently and a very much a, a, you know, more black and white in that sense, which I think is a great shift to, um, speed up how companies are structured and how they communicate with everybody across the board. Um, but yeah, I think you have to certainly, I felt like I had to really, uh, prove my worth in order to then have a voice and, and be able to kind of speak confidently, um, which is probably. So as I got into a senior position, more senior position, um, the last few years, then, you know, I feel like I have that credibility behind me to be more confident as a leader, um, knowing that I've kind of, um, felt I've, you know, really knuckled down and, um, and been able to do that.

Alastair GreenerAnd we'll come back to that again because millennials are now, the majority of management are in the millennial age group and therefore, again, I talked about that sandwiched in many respects. And Gen X will often seen the sandwich, but I think there the reason out the

Kristine Longthink millennials are the new bridge or you know, potentially the new bridge. Yeah, definitely.

Alastair GreenerAnd, and you're also that whole thing where you are caught between where you've got, you're having to respond to Gen X above you, but also then you're managing Gen Z below you. But let, let, let's, let's hold that fire for one second. Let's get back to, you know, your upbringing and what shaped you as a millennial. Um. And whether or not that was a fairly typical millennial upbringing bringing, and what do you think shaped you growing up to make Christine Long, who she is today?

Kristine LongI think the main thing, and hopefully my mum won't mind me saying too much, but obviously as you go up in a, you know, my dad was in the Air Force, so moved around all the time. Mom then wasn't the person who could build, you know, a big career because every two or three years she'd have to start and, and change and, and start something new. Um, and I think that is, was really interesting to witness as a child sort of growing up and seeing that. And I think as it was that sort of perfect moment where, you know, women are becoming much more profound and, you know, leaders and stuff in the workplaces. I grew up as a millennial, um, that meant that I was like, okay. That's what I really will prioritize is that kind of independence a long, the longevity of, of a stable career, and then obviously the financial stability and everything that comes with that as well. I think that was a big part of what motivates me or motivated me to become, um. Very focused on, on having a really strong career path. Um, so I think that was a massive, a massive shape. And I, and then I think just generally outside of work, um, you know, just having very strong female family members, you know, who are, um, you know, I sort of, you know, alpha women and, you know, very strong and, you know, very. Um, inspiring. And then also the same amongst my friends. You know, we are all, um, successful women who are managing families and things like that, and, and they're inspiring as well. So I think a lot of those things where, you know, you've got a, a close group of, um. Friends who are sort of in similar situations and you're able to kind of grow and strengthen with that sort of really nice sort of support and community around you as well that makes you feel like, okay, I can do this and I can do that. And actually the generation prior where the women were more at home and, and didn't sort of weren't either the breadwinner or having sort of these huge careers, um. You know, actually we can be the, the generation where it, it flips slightly and it becomes the norm to, to have a career as equal as your male counterpart.

Alastair GreenerLet's talk a little bit about the comparison of upbringing, so the com, the upbringing that you had versus the upbringing that you are giving Jack. Clearly they're going to be very different. Your circumstances are very different, but also there's an attitudinal difference as well. Um, you know, and, and let's be honest, no generation has ever approved of the way that their offspring bring up the next generation. That's been the, the, the same through history. But what sort of, um, comparisons do you draw between your upbringing and what you are going to be doing with, with Jack as he grows up?

Kristine LongI, I definitely think it is like, you know, Jack will grow up with his dad. Around day to day there doing as much as me in the home, you know, at home. And I think because my dad was, well, as I said in the REF, um, for, you know, until I was sort of early teens and then was, you know, in working very long hours and commuting, you know, two hours there, two hours back, you know, so you never really see 'em at your company, you know, at home at 8:00 PM when you are in bed or whatever. So, um, I think that will be a big difference where. You know, he, we want to make sure that he sees both of us as he grows up, just as you know, as equal and as balanced. But I was, I was thinking quite recently is like, if there was ever a time, I think 'cause millennials can be, and, and same with Gen Z can be quite, um, great at taking risks and maybe doing something a little bit out of the norm or, you know, setting up a business or doing freelance or you know, something, you know, something like that. Like how. Say, you know, in, I don't know, 10 years time, max and I are doing something different where we're out of the corporate world and we're doing something completely different. What will that be like for Jack? Because my dad was, you know, post REF, he was in the corporate world and that's probably why I'm in the corporate world. So what, what will happen when it, you know, Jack's 15, 16, 17, sort of thinking about whether he would want to go to universe. Or not, or what he, what he would like to do. You know, how much will he be influenced by at that time, what Max and I are doing? Um, and I don't know what that will be like. Um, so yeah, I think, I think that would be quite interesting to see whether the new generations who are so young now would follow the career path of their parents as much as, um, as I think millennials kind of have. But maybe that's, that's just, maybe that's just me

Alastair GreenerHow influential do, how influential do you think parents are in shaping a child's future?

Kristine LongReally influential, I think really influential. I think. Um, um. Yeah, I mean obviously I can only speak from my own experiences, but mom and dad were very supportive. And may, but also not strict, but very, like, you know, you, you know, if you don't know what you want to do, just make sure you get an education and you make sure you do this and we'll, you know, we'll support where we can as well. So there's, there's things like that and, and it was just a given to go to university, but I, that's not. That's not everybody's path at all, and it shouldn't be. Um, but in our household it was like, yeah, you'll go to university and, um, you know, and you, and you'll get a, a sort of, yeah, quite a corporate career, I guess. So I think that definitely shaped me. Um. And, uh, yeah, I think, I think parents are very much like that, you know, and I'd say I watched my mom with, um, with Jack and I think, you know, I learn a lot from her as a mom and sort of doing what gives her is instinct for her and, and how she is definitely shapes how I am as a mom. Um, for sure. So for both work perspective and then also at home. I, I think, yeah, it's, it is so influential into. How you are and how you empathize and what you're like amongst people and things. And then also how you have your, um, uh, work focus and, and what you, uh, you know, what you're motivated by.

Alastair GreenerLet's talk about millennials and milestones, um, because it's, it's a big, big topic. People talk about this, this different traits that are associated with different generations, and one of them. For millennials is this milestone issue and that they are later milestones. However, there's a difference of view of why they're later milestones. So what I'd love you to do is to delve into, first of all for you, why you think it's a slightly later milestone. Because let's be honest, if you were, if you were having a child at your age. 30 years ago, you would be a complete outlier when now you are far from being the outlier, and then look around your other friends and other people with your generation why they are having delayed milestones. Is it the same reason to you or is it different?

Kristine LongYeah. And, and I find it crazy that, you know, it was a. 30 5-year-old mother. I was technically a geriatric mother according to the NHS, and that's, that's for me, that's mad because all my friends are all sort of having babies at at the same time. And I think it's because we. Prioritized careers and, and I think it's, yeah, I think it's just prioritizing careers because we can, um, and we, you know, do a, you know, progress in the workplace and, you know, IBM are a great support of, um, you know, my career path and, you know, they, um. As being a leader or wanting to achieve X, Y, and Z. You know, you kind of think, oh, I can, I can do all of these things and I'm getting the support to do these things. And or moving to New York, for example, at 25, I could do that because I was supported by my company to, to give me a rollout there. And you know, all these things are great and I think because of you've got that almost the structure around to be able to do what you want to do. So it felt like you sort of. You, you have more of that confidence to be able to put yourself first before then starting a family. But then I also think we're all like, well, we need that sort of stability. The financial stability, financial stability, you know, owning a home or renting a a home. That's a nice environment to, to bring a child up in and, and things like that. Whereas. I think sort of, I don't know, 20 years ago, say, or 30 years ago, might have just been more that takes priority as opposed to your surroundings, if that makes sense. So, so yeah, I think it's, um, it's an interesting one, and again, it'll be interesting to see how it changes through the generations where it maybe goes back, I don't know, swings a different

Alastair GreenerAnd I, I think the big debate here is how much is the delayed milestone of choice and how much is it because of circumstance? So on one hand you've got people saying a bit like you, you know, it's a bit of a choice thing. I've waited my career and I wanted things to be, um, in a certain position where I felt comfortable having a. Having a family. Then there's the other side that says, well, actually we couldn't possibly have children yet because, you know, um, houses are too expensive. There's, um, this is in the way that's in the way, and therefore actually it's more circumstances have driven our decision to have, uh, to have these data milestones. Where, where do you sit on, on that equation?

Kristine LongWell, I think I didn't meet my partner until a lot later than all of my friends met their partners, you know, they all met probably in their twenties and they then experienced life together and, you know, they, they would've probably made more of a. Um, decision to delay having children until they were further along in their careers, until, you know, they, um, you know, 'cause it is expensive and, and all of those things in place. And then my partner and I met. And it was very much, well, you know, because we've independently been working hard and, you know, building our careers and stuff, actually it naturally got to a point where we're like, okay, we can, you know, we're now ready to, to have a baby. And, um, you know, very lucky that, that, that that could happen and that we're in a position to, to be able to do that. So I think definitely I, you know, moving to New York for example, and then. You know, and then coming back and then having a, a goal of something else. The, I think all those things are, are there because all those things happened and then it just meant that sort of meeting someone just was, was later down, later down the line. And I think also it depends on your childhood as well. You know, I think a lot of my. Um, peers, you have parents who, you know, you might have broken families, your parents are divorced, and that sort of shifts what you are then looking for slightly and what you are waiting for, not waiting for when you meet somebody. So it's all, um, yeah, it's all, there's, there's that, I'd say I was sort of very 50 50 in the circumstances and then actual sort of the decision making of it and more the decision making was probably more at the earlier stages and then kind of when I'm like. Okay. I've, I've now got to a point in, in my career, um, where I'm sort of happy, um, you know, where's the, where's the person I'm now gonna share, share life with? And, you know, um, so, so yeah, that, that felt for me much later in life than everybody else. Um, but then obviously us then having a baby was probably much, much quicker than, than when my friends met their partners in their twenties. So it's all, it, it all kind of ebbs and flows, I think, along, along the way.

Alastair GreenerYeah, and of course there isn't a set pattern or a set formula that people follow. It's always interesting to hear people's, uh, perspectives. I wanna come into the big area that, um, this podcast has created a lot of interest from people interested in dealing with different generations in the workplace. There are currently four generations in the workplace. There aren't really five. Those who say it's five. Yeah. There aren't that many 80 year olds in the workplace anymore. Um, yes, one or two, but not a, a significant amount. So it's really four and you are very much there in, in the middle of all of that as, as a millennial. How do you see from when you entered the workplace to where you are now? How different is the environment?

Kristine LongUm. It is quite different where there's much more balance across. Um, you know, you have much younger people in leadership roles, which, which is amazing. And you have a lot more females in leadership roles, and there's a lot more, you know, the, there's a lot more gender balance than than 13 years ago. Um, when I first sort of started my career, so. That's, that's definitely really different. I would say, you know, as a consultant, as a management consultant, we've always been very good at working remotely because obviously you work, you know, um, wherever your client is and then you go in the office or your home. So it's always had like a very good, um, a good blend. But I'd say the biggest shift is how the generations react. F post pandemic. And that's been, I think that has been the biggest eyeopener because obviously millennials who may have purchased a home and they're in their home and they're ready to buy a dog, and, and the life is very much set up to be flexible working, remote working, and, um, you know, or, or, you know, going to the office. Three days a week and coming back like that, set up a lot more to have, uh, or to have made sort of big life choices like, you know, getting a dog or having a baby or moving outside of London. And then I think the younger generations are coming in now and, and quite rightly, they want to be around people that in the office, um, to learn from and to be inspired by, and to connect with and have a community. Um, so there's a bit of a, a funny one where I think. Millennials and this, this isn't, you know, um, just, it is not anything from specifically with my workplace, but from what I see broadly is that it feels like there's more millennials who would probably be. You know, take advantage of the opportunities of working from home and then working in the office and having that flexibility. Um, whereas I think the, the Gen X and Gen Z are much more like in the office world, you know, gen X, because that's what they're used to. That's, it's always been that way and Gen Z because they're entering them, entering the workforce, and they want to be around people quite rightly. So it's, it is a funny one, and I think it's, you know, you have to really be like, no. Get into the office and, and be around people. 'cause that is what it used to be like. And it's, yeah, it's, it's really interesting. I'd say the pandemic shifted things. More so than, than anything else I would say from a personal perspective in, in how the workforce, um, changes because you know, we're, I work at a technology company, so technology has always been very absorbed and we've always kind of been ahead of the game and know what's coming and, you know, adapted to, um, you know, accordingly. So it is, for me it was less about the technology and it's more about, yeah. The community and how there's that need for community and um, and the how people are sort of physically present or virtually present.

Alastair GreenerHow much do you think that was a natural evolution versus it was the pandemic? I mean, some, some people see the pandemic as an accelerator, others see it as an initiator of that cultural change of flexibility, demands and so on. Where do you sit with that?

Kristine LongI think it depends. It, you know, it would be a good question to ask in maybe 10 years time where I'm a little bit further away from the pandemic because I think it definitely sped up a lot of different things. It sped up the, see the adoption of um, you know, virtual meetings and things like that more broadly. But ha did it speed up flexible working. Or are we gonna not flexible working so much? I mean, like, you know, sort of splitting your time between home and and office. Um, or will we go back to that in the next few years? Which a lot of companies are starting to kind of prioritize as well, where, you know, you become more office based again. And how does that then change how people are made big life choices during the pandemic, you know, leaving London and, but your office is in London or, or things like that. So I think it'll be really interesting to reflect on that. And slightly further away, but I definitely think it obviously accelerated a lot of things. Um, and yeah, initiated that more broad acceptance of home based working as well as going into the office.

Alastair GreenerSeeing yourself now in in a management role and look back at the Gen Xers and the boomers who are managing you. How has that style changed and what have you had to become, um, if you'd like, how have you had to be different to, than the people who are managing you?

Kristine LongI think it's. I think being managed I think would be, it's mu it feels more structured and a bit more sort of formal. And I dunno whether that's from a generational thing or more, um, sort of the hierarchy of, of how things kind of go with, you know, your different sort of targets and, and you know, things that you are sort of measured by as you, you, you sort of go up, go up the chain. Um, but it feels a little bit more like, you know. In in more infrequent but more formal when I have. Um, conversations with my manager and the sort of the, the tick boxing that has to happen throughout the year and stuff. And I think for me, the people I manage, I'm much more informal. I would say. I think I'm much more of an informal manager. Um, I think I, um, am happy to. Pick up the phone anytime I can, you know, I'll receive Slack messages and it's all a little bit more informal and sort of chatty and more frequent, um, which I really like and I like, um, I like that side of it because I think you can sort of, you have a bit more of a, um, you can build nice relationships without the sort of the formality of it slightly. So, so yeah, I think.

Alastair Greenerthe, does that blur that relationship slightly where you are almost friends with the teams you're working with? And therefore, does it then become a bit of a challenge if there is, um, a performance review where some actions required?

Kristine LongNo, because I think. I think when there is a, a challenge and there's actions required and stuff, you can, then you really understand how to communicate that with that person and you can really, you know, what, what, um, you know, what they're, what they're going through or how they feel, or you know, what, you know, you know the whole picture a little bit more, I think. And you can adapt and, and make sure that you kind of guide them along the way. In a way that really suits them because you, you know them a little bit more and, and there's more kind of, there's, there's probably more ways of communicating with them, whether it's, you know, in the office, uh, on a conference call or Slack or a WhatsApp or something like that. So, and so, it's a little, or just going out for a coffee, like there's lots of those little sort of more nuances. But obviously I think there's always. You know, in, in a really big corporation, there's always gonna be that structure that's there. And I think everybody knows that. Um, you know, your manager or your manager's, managers are the ones that have to like, you know, follow a process. And, you know, the company I work for is, is very process driven. 'cause it's huge. It has to be. So I think that will, all that always is there, you know, there's no kind of, um, you can't just do something, you know. That's not following a process, if you see what I mean. So, so I don't think, yeah, I think it's a, it is a nice balance. I think it works well. Um, yeah.

Alastair GreenerSo looking back, 'cause I'm suddenly realizing the top, we, we could be chatting for ages yet, but, so I really want to wrap up with, with three things. The first one is you as a millennial manager, team leader, whatever phrase you like to use, what advice have you got for Gen Z? Coming into the workplace graduates who would then end up working with you, that would make their lives easier and they would probably, maybe achieve more, be more successful, and certainly they would connect better with millennials like you.

Kristine LongI think, um, just. Always having a point of view. I think, you know, millennials and, and the youngers, you know, as we said earlier, have a voice and, and that's great. I think everybody has to have a voice back, back that up with things, you know, have a point of view, have, you know, know the statistics of something if you are wanting to do something in the workplace and sort of. Challenge the status quo and you wanna do something that you're super passionate about and you've got a great idea, you know, back that up with, with, you know, a little mini business case or the facts that sort of support it and things. So I think any, any view, making sure that you are, you know, you've got, you've got a great point of view and you've got sort of things to, to back it up so that you, you know, you can be really confident in, in seeing that through. Um, I'll say that was, that was a big, um. That's a big thing that I say to a lot of people that I, I manage and lead is, is making sure that they have a good point, they have a point of view and they can, and they can back it up, um, and be confident with it.

Alastair GreenerAnd what about

Kristine Longis so key as in, in a workforce where there's thousands of people.

Alastair GreenerAnd what about Gen Xers and boomers that you work with, who are, that you report to? Um, how would they get, um, more effective communication with you? What should they do to create a better intergenerational connection?

Kristine LongI think it feels from a communication perspective, millennials or certainly peers. For me and then the, the Gen X and baby boots. I think because you've had that time together of communicating the same way in the workforce and you are probably a little bit closer in it. So I think it would be more about how would a baby boomer or a Gen X, um, employee communicate best with Gen Z? And that's probably more like bringing that flexibility, a little bit of more of that informality. Informality. Um, but for me, me personally, it, it probably is a little bit more of that just having, you know, it being a little bit more informal and, um. Making sure that decisions made include the people that the decisions are gonna impact. And, and I think that is so key in any business. You know, ma making sure that, um, opinions throughout the, all the generations are all thoughtfully considered, um, because everybody gets impacted. So I think just bringing people's opinions through and listening to that, um, as decisions are being made is gonna be, is really, really key.

Alastair GreenerAnd finally, you are clearly very successful in, in your role. You've achieved a lot, you've, um, risen through the ranks at IBM. What advice do you have for your fellow millennials or millennials who maybe are hoping for a bit more than they have at the moment?

Kristine LongUm. Just be very pushy, I think. I think that is it to to, to an extent. You know, I think just, you know, we're all, we all have to be a bit selfish and, you know, be, you know, it is a similar advice to what I was saying to, to Gen Zeds. You know, if you, if you have ideas, just really share ideas and, and be pushy in what you want. And I always say to people, you know, you are, you are the person that can create the company you work for in the future, you know, so. I want to be making sure that I'm working for a company that I want to be working for, again in, you know, for in 10 years time. And it's the same with people where it's like you can be part of, of continually evolving a business that you want to want to be part of and shaping it. So I think just, just that for sure. But then there's loads of millennials that are way better than me and I probably need to take a lot of advice from as well. Um, but yeah, just,

Alastair GreenerMutual

Kristine Longyeah,

Alastair Greeneractually one of the things that it, it, it's interesting you were saying there being a bit pushy because one of the things that people always said about millennials is that they were the big collaborators and they weren't necessarily the leaders of the future. They weren't. As happy as maybe the generation before them to put their head above the power pit and take those risks because they were collaborators. Do you think that maybe they have just changed as they've gone through stages of life, so they've got a newfound confidence and they're becoming those, um, those people who might push themselves a little bit more because they've just got a bit older? Or is it, oh, is there something else going on? Are they still those collaborators?

Kristine LongI think, I think there's a lot of stuff that continues to shape a generation as, as you know, they get older. You know, we are also, uh, millennials will also be absorbing what is going on in the world and shifts in, um, you know, the focus on sustainability and, um, authenticity in the workplace and things. So, you know, you continue to absorb that. So I think it's probably millennials would've, you know. Been in the workplace for a little bit longer built, built up the skills and the experience, and then absorbing the shifts in, in the world and then, you know, are able to be much more confident in, um, asking for what, for what they want. But I think, I think, yeah, we definitely struggle with it a bit more than, than the new generations coming in.

Alastair GreenerAnd finally, just in, in one sentence, the best thing about being a boomer, sorry, boomer. The best thing about being, I'll start that one again. Um, finally the, just one, one more thing in one sentence, what do you think the best thing about being a millennial is and what's the most challenging thing about being a millennial?

Kristine LongIt is probably the same thing. I think the best thing is being in the middle and having mentors and people that you're inspired by both. The older generations and the younger ones, I mean, totally inspired by younger generations coming in and how passionate they are and you know, won't settle for, for something. And um, and then you are sort of guided a lot as well by the older generations. But then that will bring its own challenge as well as well like, well, what's. What's my role here now and when, when do things really shift for me as a millennial? And how do I need to adapt when I'm at, like, I'm actually still finding my way. I feel, you know, uh, I am 13 years into a career and I think the retirement age might be 70. You know, how, how am I gonna have to adapt? Um, as you know, as, as we millennials have so many more years, um. To reme, like still in the workplace. So, um, I think that'll bring, bring a lot of challenges in, in yeah. Just adapting as, as we go, being sort of potentially the new bridges of the generations.

Alastair GreenerChristine, it's been fantastic chatting. Uh, I found out so much more. It's, I just love hearing perspectives of different generations than my own, and to hear your perspective, which is of course one voice amongst a multitude of millennial voices. But it's been absolutely great. Thank you so much for joining us, uh, on the podcast and hope you enjoyed it too.

Kristine LongI loved it. Thank you so much for having me.

Alastair GreenerThank you. Uh, it's been great and we, people can find a little bit more about you in the show notes. In the meantime, thank you very much indeed for joining us as well. We'll be back again in two weeks time with another podcast. Bye for now. The Alastair Greener Generationally Speaking podcast was presented by me, Alastair Greener. It was recorded at Granary Studios and produced by James Jones. Please follow us and leave us a review wherever you get your podcasts. To find out more, visit generationally speaking.co.uk.