Language Matters: Could ‘Bruh’ Transform Leadership Communication?
Evolution from “Sir/Madam” to “Mr./Mrs./Miss” to “Dude/Man” to “Bruh”
In every era, the language of leadership evolves to reflect cultural and generational shifts. What was once “Sir” or “Madam” transformed into “Mr.” and “Ms.”, then to “man” or “dude.” Today, we witness a new term of camaraderie and respect among the younger generation: “bruh”. Could embracing this evolution be a powerful tool for leaders aiming to connect with the younger workforce?
The Shifting Language of Professionalism
Language in professional settings has always mirrored societal changes. “Sir” and “Madam” conveyed a formal respect rooted in hierarchical structures. As society became more egalitarian, “man” and “dude” emerged, reflecting a more casual yet respectful interaction. These terms are now prevalent in corporate America, used even by prominent leaders in speeches and discussions. Now, there’s a new term on the horizon: “bruh.” This term signifies comfort and equality, breaking down barriers and fostering a sense of unity.
Understanding the Younger Workforce
The younger workforce, primarily Generation Z, values authenticity, inclusivity, and relatability in their leaders. They grew up in a digital age where communication is rapid and often informal. For them, “bruh” is not just a term of endearment but a signal of being on the same wavelength — as per youngsters ‘the vibe’. Could adopting this term reflect a leadership style that is approachable and down-to-earth? Or would it be perceived as “cringe”, as the same generation might say?
My Personal Experience
At my previous position, I experienced this firsthand with a new intern. We had been working remotely and had done initial introductions via video calls. During an in-person all-day workshop, I got to sit with the entire team, including the intern. As we discussed business, he casually started using “bruh” in his conversations when talking to me, a Director-level Product Manager leading the entire team. At the time, I decided to roll with it, continuing the conversation as if nothing unusual had happened. Throughout the day, he continued to drop “bruh” here and there, and I noticed that this casual address didn’t detract from his respect for my position or his enthusiasm for the work.
Recently, my 6-year-old daughter started calling me and my wife “bruh,” which we’ve been correcting, asking her to address us as mom and dad, reserving “bruh” for friends. Then it dawned on me, just today, which prompted me to write this blog: maybe this is the new evolution. Maybe, this is the replacement/augmentation of “man” or “dude” that our generation has happily accepted in the workplace. So, instead of correcting it, perhaps we should just accept it and maybe, even start incorporating it at work to be relatable to the younger workforce?
Accept the Change or Work on a Correction?
The evolution of language is a reflection of societal changes and generational shifts. As leaders, should we embrace terms like “bruh” that signify a willingness to adapt and connect with the younger workforce? Or should we strive to correct the vernacular?
It’s not just about the word itself, but what it represents: an inclusive, approachable, and engaging leadership style that resonates with today’s employees. By meeting the younger generation where they are, could leaders foster a more dynamic, loyal, and motivated team, or will it be seen as “cringe”?
I would love to hear your thoughts on this.
Some tips for leaders, if you want to give “bruh” a try:
- Know Your Audience: Understand the context in which using “bruh” is appropriate. It may not suit every professional scenario, but in casual team meetings or brainstorming sessions, it can be very effective.
- Be Authentic: Don’t force it. Authenticity is key. If “bruh” feels unnatural, find other ways to connect that feel true to your style.
- Balance Formality and Informality: While incorporating “bruh” can break down barriers, there are times when formal language is necessary. Gauge the situation and balance your approach accordingly.
- Encourage Openness: Use language as a tool to encourage openness and feedback. When employees feel comfortable, they’re more likely to share ideas and concerns.
