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How do we lead with heart in a world of constant change and generational diversity? In this episode of the Convene Podcast, Anushka Polius, Director, Marketing Operations at GES, joins us to explore how trust, empathy, and authentic communication can close the gap between younger professionals and seasoned leaders. Tune in for a conversation on leadership, purpose-driven work, and why soft skills are becoming the ultimate differentiator in the age of AI.
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What is PCMA Convene Podcast?
Since 1986, Convene has been delivering award-winning content that helps event professionals plan and execute innovative and successful events. Join the Convene editors as we dive into the latest topics of interest to — and some flying under the radar of — the business events community.
Convene Series: Bridging the Generational Gap at Work with Anushka Polius: Building Trust, Embracing Change, and Leading with Authenticity
*Note: the transcript is AI generated, excuse typos and inaccuracies
Anushka Polius: So it's a tricky dynamic where they both want the same thing, but the gap may be how to communicate it.
Magdalina Atanassova: This is the Convene Podcast.
In this Season 7 episode, we’re diving into the evolving dynamics of leadership and communication in the digital age—especially as younger professionals enter the workforce with new expectations and values. What does it really take to build trust across generations, lead with authenticity, and embrace change with confidence?
Joining us today is Anushka Polius, Director, Marketing Operations at GES who thrives at the intersection of marketing, analytics, and technology. Anushka’s mission is to help close the digital divide between business operations and end users—and she brings a unique blend of creativity and analysis to the conversation.
We talk about the human side of leadership, the importance of aligning purpose with career paths, and how leaders can stay grounded and effective in an era defined by constant technological and cultural transformation.
We start now.
You describe yourself as someone who thrives on the intersection of marketing and technology.
Given your insights and experience in that space, what are the main expectations from younger employees toward their leaders in today's digital world?
Anushka Polius: Yeah,
I think that's a really good question.
And I think before we dive into. And I know in this conversation we're going to be talking about younger employees and leaders,
but I think a thread we need to explore in this dialogue is not just limiting people by age or experience,
but who they are. Right as humans. Because it may be that leaders themselves want the same things that younger employees do. Right?
But when it comes to expectations and managing them, I think younger employees, younger professionals, they expect leaders to lead.
And leadership fundamentally involves guidance and coaching and honesty so that we can reach a common goal.
Leading has to morph based on who you're leading.
So I think that may be like where there is a gap today where leaders are trying to navigate and figure out how to meet that younger generation in a way that they expect.
But it may be a situation where younger employees don't know yet how to communicate what they need from their leadership. So it's a tricky dynamic where they both want the same thing,
but the gap maybe how to communicate it.
Magdalina Atanassova: And do you have any good advice from experience?
Anushka Polius: Any good advice? I would say for me,
it all starts with relationship and building trust.
Because it's only in that space where you have trust that you feel that you can communicate. Hey, I would actually prefer if you told me this. This way.
It's only in trust that you can give constructive feedback and not feel like someone's going to take it the wrong way because you Know that person is invested in your growth.
So it really boils down to building trust. And how do you do that? You do that by relationship and time and having those conversations and discussions that are not just work,
you know,
work centric or work involved. It's understanding what someone's going through in their life. And you know, that can sound like a big thing, but it could be as small as do they have a dog or a cat and what do they do for fun after work and you know,
what their goals are outside of their professional lives. And that goes both ways. The more you can build that trust, understanding,
sense of belonging,
then,
you know, navigating those conversations around expectation become easier.
Magdalina Atanassova: I agree 100% and something that just came into my mind and because we met at Convening Leaders and Brene Brown was there and she explains this building of trust. She has it in, I believe, there to lead and I probably will mess it up a little bit.
But her explanation to her younger daughter when, when she was really young was if have this big jar of marbles that would represent all these moments where you do something to build trust.
And every time you do something against this that harms the relationship, you kind of take a handful of those marbles out.
So that's kind of the.
Anushka Polius: Yeah. And I mean, trust is also built on you doing what you say you're going to do.
So as much as it's, you know, there's a component of that about, like, relationship, it's also okay, you know, think of a trust fall.
Can I let go and know that you're going to catch me? And that catching me might be as simple as sending an email,
Right.
You said you were going to send an email and you said you were going to do this. Did you do it? So, you know,
do you have habits that are building your trust and social capital,
or do you have habits that are eroding it?
Magdalina Atanassova: Oh, yeah.
And do you feel that there is a pressure coming from the fact that more experienced professionals are so used to hierarchy and operating in this manner, you know, of layers, so to say,
while the newer generation, and I think we both fall into that newer generation, we'd like to collaborate a bit more, to be a bit more transparent, you know, to,
to feel like not that necessarily we are on the same level, but at least we're on the same level as human beings. So do you believe this kind of puts pressure on this communication between more experienced professionals and younger ones?
Anushka Polius: I think before we dive into that, I would say, like, let's not underestimate the influence of company culture because it may be a situation that people prefer to collaborate or, but the company culture is such that, you know, there is a clear direct line or expectation that this level person needs to do this.
But I think,
you know, fundamentally hierarchy is about respect.
So I think if we can collaborate, you know, like why, why wouldn't I want collaboration?
It's like collaboration helps me, like. And I think we all, we all just want our jobs to be easier and we can make our jobs and responsibilities easier by sharing the load.
I think the thing about, as I said, the thing about hierarchy is what's behind that? It's, it's respect that while we collaborate,
just make sure we respect each other both ways. Like we can disagree and have a disagreement and we can have like a heated discussion, but that it doesn't mean that I cross a line or you know,
think you're unqualified or I say certain things about you.
I, I think,
you know, like respect is what we,
we have to learn how to navigate both ways. And just as having this conversation with you, I'm just thinking all of this dynamic is just challenging us to be more human because we're talking about things like trust and respect and honesty.
And you know, it, it's kind of like when you're a child and you're learning kindness and how to share.
Do you know that kind of thing?
Magdalina Atanassova: And I like how you boil it down to the,
to the human in us because yes, we are professional,
but at the end of the, of the day, right.
Anushka Polius: And I, I, I think that's what we're breaking down with the quote unquote traditional work environment.
And it's already started to happen.
It, it used to be where you couldn't talk to so and so and you know,
we were limited by access or you know, that kind of thing,
but we've already started to break down those walls. I think, you know, 2020 was a, a huge part of that because it just cracked open our humanity.
So I think if we're in this era of human leadership, heart centered leadership,
that's, that's the like next phase we, we evolve into and hopefully that just, it just becomes the norm and the traditional like buttoned up. Hey, here's my memo,
you know.
Magdalina Atanassova: Yeah, you know,
I do hope so to be honest with you.
It's true. We all strive for being our authentic self at work and,
and especially now there's,
I think it's becoming the norm to be,
to have this purpose driven work. So you choose your job that aligns with your values essentially. It's not just something you go there to just clock in some hours and leave.
And I'm wondering if that also is becoming something that,
you know, more experienced professionals may be struggling with. So how, you know, engaging in this traditional business communication,
while the newer or younger employees require more engagement, they require different way of talking, being engaged. Even if you think about the channels and all the platforms that we're all on.
What do you think about that?
Anushka Polius: You said a lot there.
So,
yeah, let's dive into authenticity and purpose driven work. And what does that mean? Because you said about like clocking in and leaving and you know, I think we dive into like, what is purpose driven work and what is work that's in alignment with our,
our values? And let's just say there may be somebody who is in a leadership position,
they have grown in their job, they're safe and secure and like the impact of the work that they do.
But at this point in time, their primary purpose is to do this job and make this money to put their kids through school.
So is that still not purpose driven work?
You know,
because,
you know, everyone has a why,
yeah, you know, pay our bills. But there's something greater that we all aspire for.
It might be the work or it might be like,
what the work allows us in, you know, outside of our lives. And I don't think that we should say one of them is, you know, better,
better than, than the other.
And I,
I think the other thing we have to embrace is finding what purpose driven work is for us is a process,
it's a journey and it changes over time.
Because I would even say that's something I've experienced in my career in, in different ways where there was stuff I was excited about and like, yeah, oh,
and then a few years later I was over it.
Magdalina Atanassova: Right.
Anushka Polius: So I do agree, agree we want to move in the direction of, you know, purpose driven work. But I think it almost puts pressure on younger generations to find their purpose and know their purpose sometimes before they even know themselves.
It's the same thing for authenticity. And I don't know if you know, but like, that's a massive, like,
I don't know, spirit word, buzzword or whatever. Me, I literally have authentic tattooed on my, my wrist because that number one core value.
And I put it on my wrist as a reminder to never stray from being my authentic self. But that came from the process of having to be different versions of myself in different spaces early on in my career.
And I just wanted to Be one version of myself everywhere.
So I think though,
yes, while we want to be authentic,
you know, you kind of,
and maybe younger generations, like have more of that, like comfort with it because it is front and center.
But you know,
let's see, just something small. Maybe something that we had to navigate would have been like,
I just wanna dye my hair blue, you know, and show up to work. But oh, but that's not gonna be professional. And people won't take me seriously.
But now we're in this space where people are welcome, come as you, you are for some of these like fashion choices.
But those things are tied, you know, to,
to identity. So you're seeing younger generations are like being embraced for showing up as, as they are. Like, come as you are.
But I think the next layer of that, since, you know, we're evolving is, well then how can we be authentic in communication?
Magdalina Atanassova: Yeah.
Anushka Polius: And you being authentic in communication doesn't necessarily mean that you will be respectful to what we were talking about earlier.
Yeah, that's us. And it's not to say you cannot get there, but that's a skill that you have to learn.
I had a conversation with somebody and we were having an argument and I said,
how do you define effective communication?
And they said,
effective communication is saying what you want to say.
And I was like, and I was like. And huh,
like, and your message is received in the way you intended.
And they said it's not my responsibility for how you take, you know.
So when I heard, yeah, when I heard that, I was like, oh,
okay. This is what we're, we're navigating, right.
And I think the same thing applies to, to authenticity where we're just saying what we want and doing what we want and being ourselves or whatever. But we,
we're still doing this in community.
And in community everything has a ripple effect.
So to take it back to leadership because I know we kind of went around about way there.
I think if leaders can lead and help younger employees even think and determine what is being authentic to you,
what is purpose driven work to you, what lights you up? What do you enjoy and you don't enjoy because that's a skill set of doing that self reflection and knowing like, oh man, every time I do a event,
I love the rush of putting it all together and just,
you know, seeing the end result. And that lights me up like nothing else. I want to know that as a leader and I want you to be able to verbalize that and I want you to be also be able to verbalize.
Oh my God, when I have to do these reports is so monotonous. I, I, oh my God, I'm struggling. Right.
You need to know that about yourself.
I need to know that about you. And then sometimes for them, you know,
to get to purpose driven or to make an impact, sometimes you have to do things that are not enjoyable. I, I don't know if we're glamorizing the,
you know, careers and whatnot, because,
yeah, I might be doing purpose driven work right now. Yeah, I might be aligned and in my values, but that doesn't mean that some nights I don't have to stay up to whatever time and just, you know, trudge, trudge through it.
So,
and to reverse it,
I think leaders need to see what they're learning from the other side. But are they still getting mentorship and are they still having relationships? Because you hear the phrase,
it's lonely at the top.
Magdalina Atanassova: Oh, yeah.
Anushka Polius: And, and it may not be that it has to be within your organization, like,
where are your peers?
Because we can learn from everybody and we don't have to do it alone.
Magdalina Atanassova: Yeah.
I took so many things for myself, really, but I also wanted to turn away the conversation because we focused on the younger leaders and how to satisfy pretty much their needs.
But what about when you're, like you said, when you're lonely at the top? So people do get overwhelmed by all the changes that they need to navigate now. They're feeling five generations in the workforce that they need to find ways to effectively communicate with everyone.
And everyone has their different preferences. So how do they keep their cool in this situation?
Anushka Polius: Doesn't that just sound exhausting?
Magdalina Atanassova: It does, and it is. I mean, we all experience it from different perspectives.
Anushka Polius: Yeah. How do we manage, like having to communicate with the different generations and, you.
Magdalina Atanassova: Know, keep up to date with everything that's happening without being really overwhelmed by.
Anushka Polius: Yeah, I, I would, I would say we need to be better about,
like, grounding ourselves and aligning ourselves with our compass because we live in a world of information overload.
And I think if we don't stay centered in what we're trying to achieve, where we're trying to go,
then it, you know,
all of that,
it just swoops you up.
So, so I would say we have to be focused on our why and what we're trying to achieve and focus on the technologies, innovations and whatnot that directly align with that.
Now, I know it's hard when you have multiple things that you're juggling because the higher up you go, the more responsibility have,
but you Know, sometimes as leaders, we can be really bad with prioritization.
Magdalina Atanassova: Yeah.
Anushka Polius: And I, I mean, I've even started training some of my employees for like,
ask for priority,
because I will send it your way. If you're feeling overwhelmed, you need to ask for priority.
I can do, yeah, I can do the things, but tell me what to focus on first because I can't focus on all of it and actually get them, you know, like knock things out and get them done.
But that's what I would, that's what I would say. I would say if we dial in on our North Star,
so, you know, if we focus on the technology first,
for instance, AI,
Everyone, oh my God. AI. Oh my God.
Then it becomes overwhelming because there's so much content about AI and all of the, Every,
every second, every minute of every day, there's something and, oh, are you using it?
Pick somewhere. You just have to pick a place to,
to go. Go in on and start with your. Why? What are you trying to achieve here?
Magdalina Atanassova: And because you mentioned AI, now I have to ask,
because AI is truly transforming industries, not only ours, but industries in, you know, other spheres.
So what leadership skills do you believe will be most valuable in the next few years?
Anushka Polius: I would say what skills?
Yeah,
I mean,
like prompt engineering, for sure.
I think even leadership skills are going to be more important than ever.
Communication skills are going to be more important than ever.
You have to think of the AI thing. And again,
we are just being challenged to be more human.
So what AI is going to challenge us to do is do what it can't do extremely well. Like what can humans do and what do humans thrive at that the AI,
you know, will not know.
So I think that's where we lean into human behavior.
That's where we lean into those fuzzy things like compassion and love and forgiveness,
you know, like all, all of those empathy.
So from the quote unquote soft skills perspective, I think this discussion is really relevant because it is about authenticity and purpose and your heart and what is driving you and why you do the work that you do.
And AI can never tell you why you do the work that you do. You have to be able to, and even to use the tools, you have to be able to communicate a vision and direction to AI for you to get a quality result.
So I think strategy is going to be even more important.
And then you have to kind of look at it as,
you know, like AI models and stuff. They also run on predictions and to get to predictions and stuff.
It's easier to get there when you put things in boxes and things have a label.
Right,
right, right, right. But there are things that, you know, while you can put in a box, you lose the quality of it. So this is going to sound funny, but just like the color green,
when I say green and you say green, and whoever's listening to this says, think of the color green.
We're all thinking of different shades of the color green. Green,
like, that's the extra, like, texture,
the nuance that if we focus on productivity and getting things done,
that's where AI helps us. But the things about, like, being creative and being human and adding that je ne sais quoi right to life,
you know, and work is. Is what we need to lean on. On.
Magdalina Atanassova: So as we're wrapping up, was there anything we didn't mention we should.
Anushka Polius: Was there anything we didn't mention that we should? Ah,
what you brought up here is there's a line running through it around change,
and I think we just have to be more comfortable with embracing change.
So back in 2022, I was going through a, you know, rough time, and I just started repeating to myself as a mantra, the only thing that's constant is change. The only thing that's constant is change.
And by doing that, I was able to start to flow with change easier instead of resisting it. And the different things we touched on here,
generations experiencing change,
the workplace experiencing change,
technology experiencing change, that only leans into that concept more.
So how do we embrace change?
How do we navigate change?
I think is going to be essential both on a personal and societal level.
And is the change moving in the direction of who we ultimately want to be?
Magdalina Atanassova: Well, that's just a great wrap of our conversation. So thank you so much for the time and sharing some of your experiences. Thanks so much.
Anushka Polius: Thank you.
Magdalina Atanassova: Remember to subscribe to the Convene Podcast on your favorite listening platform to stay updated with our latest episodes. For further industry insights from the Convene team, head over to PCMA.org/convene. My name is Maggie. Stay inspired. Keep inspiring. And until next time.