Her presentation explored the “platinum rule” of leadership, which is treating people the way they want to be treated, as well as the changing expectations of different generations entering the workforce.

With Colombia’s BPO industry employing a large and increasingly younger workforce, Walden, A Colombian with roots in Santander, discussed how leaders can better engage Gen Z employees, build psychological safety, improve communication, and adapt to a rapidly changing global workplace shaped by technology, globalization, and shared experiences such as the COVID-19 pandemic.

Finance Colombia’s Executive Editor Loren Moss was able to speak with Walden about her concepts and guidance for innovative employers in any industry sector.

Finance Colombia: We’re here at the CX Summit 2026. I’m with Lisa Walden. You’re quite the superstar. There’s been such a line of people looking at your book, The Future of Work is Human. You gave a great talk, and it’s exciting to have you here. At the end, there was a big surprise for me. I heard you speaking pretty good Spanglish, and then I learned you’re Colombian.

Lisa Walden: Yes, I am.

Finance Colombia: Wow, that’s so cool.

Lisa Walden: Yeah, I think so too. I very much represent Colombian pride as much as I can. This necklace is actually from Colombia, so I wanted to be wearing it on stage with me.

Finance Colombia: Great. And we could talk for an hour about that, but I think we want to talk about your presentation today. You gave an interesting talk, and you also have a book about this: how to relate to people differently in the workplace.You talked about the Golden Rule, which is to treat people the way you would want to be treated, but then—

Lisa Walden: The Platinum Rule.

Finance Colombia: Yes, exactly. The Platinum Rule: treat people the way they would want to be treated.

Lisa Walden: Yes, exactly.

Finance Colombia: Which is all the difference in the world, isn’t it?

Lisa Walden: Yeah. We don’t live in a one-size-fits-all world. Being able to know how to customize your leadership approach for the people you’re leading is the way to do it better: to lead in a more human-specific, nuanced way.

I know that’s hard. It’s not easy to do that if you have a team of 20. But that’s why I always say micro moves are your best friends. Think about what micro adjustments you can make that will help you connect and lead more effectively.

Finance Colombia: Something else that you touched on was interesting: how leaders in businesses — and that doesn’t just mean managers and directors, but leaders of all types, no matter their title — interact with people from different generations.

In a way, this can become a stereotype when people talk about Baby Boomers, Gen X, and other generations. But I think the message is to understand the people on your team and relate to them in a way that makes sense and is productive for both the organization and the individual. Is that the gist of it?

Lisa Walden: Oh yeah, 100%. As you said, sometimes people use these generational names as stereotypes, and I really caution against that.

It’s more a lens that you see other people through. It’s one piece of information, one additional bit of texture and nuance to how you lead, but you have to do the work yourself as well.

You have to find out, as individuals, what their preferences are, how they like to receive feedback, how they like to be appreciated, and what their style of work is. When you gain all that information, that’s what really helps you be a better leader.

Finance Colombia: Now, your consultancy has a business partner, and you both do consulting aside from having written a book together.

Lisa Walden: We have it here!

Finance Colombia: The Future of Work is Human. We’ll link to it, of course. Beautiful cover, by the way.

Lisa Walden: Thank you. We worked really hard on that. The first few we received were a no, but we landed on something good.

Finance Colombia: Great. My question is: what do you do as partners in your consultancy? What’s the purpose of the business, and what type of clients do you serve?

Lisa Walden: Our very tongue-in-cheek mission is to help people create workplaces that don’t suck.

We used to work together at an organization as generational consultants, and everyone would say, “Oh, we love your job. It’s so awesome. How do we work for you?”

We identified the gaps where people could focus more on the humans in the workplace and decided to make it our mission to help people create workplaces that don’t suck — but even better, make awesome workplaces.

The work that we do is focused on that people-first lens. We look at generations at work: Boomers, Gen X, Millennials, Gen Z. We look at building psychological safety and trust, communication, and compassionate leadership.

Mostly, we deliver this content at meetings, associations, and events. But we also go into organizations. We do team building, workshops, and consulting engagements when a client comes to us with a very specific ask.

Our mission is simple: helping people create workplaces that don’t suck. The way we disseminate that information and pursue that mission is pretty varied.

Finance Colombia: That’s fascinating. Is there a website or a way people who might need that service can get in touch with you?

Lisa Walden: Absolutely. You can find me on LinkedIn. My name is Lisa X Walden, and you can find me easily with the X Walden. The X is for my middle name, Ximena, which is very common here in Colombia.

You can find us on Instagram at @goodcompanyconsulting, and you can also find our website at www.goodcompanyconsulting.com.

Finance Colombia: Lastly – and you’ve been very generous with your time – I love seeing the interest. We’ve been standing here and people keep coming up to you, which is amazing.

Lisa Walden: It’s cool.

Finance Colombia: I’ve been coming to this event for about 15 years, and I’ve never seen that kind of response. I’ve seen other popular people, but not like that. That’s really impressive for the keynotes.

Lisa Walden: Wow. Thank you for saying that.

Finance Colombia: What are the takeaways that people in the BPO industry specifically can use and apply?

Also, you talked about life-defining events and the things we remember — whether it’s 9/11 or other major events. It’s fascinating because you look at the parallels and differences between Colombia and other generations.

I think about the older generation when they think about the Bogotazo, when the presidential candidate was killed and everything that happened afterward. Were there differences that you found, or any surprises as you prepared for this and unpacked that?

Lisa Walden: I focused mostly on Gen Z because that was my ask. It sounds like for many BPOs, a vast majority of their employees are within that generational age range.

Gen Z right now is between 16 and 30, so I really focused on them in my interviews and research for this event.

I’ll also say that when we look at generations, the way we talk about them is through events and conditions during formative years — roughly your teenage years. Of course, a different country is going to have different formative events for different generations.

For Gen Z, there is so much that’s similar because of globalization, the internet, COVID, and technology. We have access to the same types of things, so they are showing up much more similarly across the board than older generations.

Of course, there are some uniting events. For example, I asked the room, “What is an event or condition you remember from your formative years?” I want to say there was a Millennial in the room who said 9/11, and a Colombian Millennial who said a Colombian event.

There are shared events and conditions globally, but for Gen Z, there are so many of them. I went in knowing that, but I was surprised to find the level of similarity between how that is shaping them at work.

Things like really prioritizing mental health, prioritizing their own wellness, and pushing for work-life harmony — that’s what we call it. It’s not balance, but it’s about getting resources from work that make them better people outside of work and then being able to unplug after work so they can be better at their work when they come back.

They also have a different association with people in positions of authority and a different kind of work ethic, I would say. It can push some people because it’s different from what they’ve seen in the past.

We see that cyclical conversation: “Oh, this generation doesn’t want to work anymore.”

What really surprised me was the similarities and how many there were. It was truly shocking, even as a generational researcher, to say: “Wow, the similarities across these countries are pretty staggering.”

Finance Colombia: Absolutely. We’re all on the same internet and connected. If you look at globalization, Colombians consuming US content and people in the US being able to access channels from Uzbekistan and Bangladesh on their cable systems now — it’s a different world.

Lisa Walden: Yep, exactly. You can see the whole world now. So yeah, it makes sense.

Finance Colombia: Great. You’ve been so generous with your time. Thanks so much. It’s an honor to talk to you, and it’s been a lot of fun.

Lisa Walden: Thank you for having me. It’s such a pleasure. I’m just happy to be here.

Finance Colombia: Great.

According to the survey, 55% of Colombians support more trade barriers to imports of foreign goods and services, and while a majority of 54% of Colombians still agree that “Overall, globalization is a good thing for my country,” that number is down a whopping 20 points from the last time the survey was taken in 2019.

The decline in positive views about globalization across the 23 countries averages 10 percentage points. It is steepest in Mexico, Colombia, Chile, and Peru.

Trends show 75% of those surveyed agreeing that expanding trade is a good thing, yet almost 40% believe there should be more trade barriers to limit imports of foreign goods and services. Notably, 36% are neutral or have no option.

Sean Doherty, Head of International Trade and Investment at the World Economic Forum said: “International trade and investment can grow economies, reduce poverty, improve healthcare and empower people worldwide. However, changes caused by trade can be disruptive and painful, and can sometimes undermine local reforms. The seeming contradiction in survey results is understandable: people want more of the good and less of the bad of globalization. To grow the gains and achieve fair outcomes for all, governments need to listen to local priorities and work together on policies related to the environment, jobs, tax, the digital economy and other issues which reach across borders.”

Only 1 in 2 are positive about globalization – down in every country by an average of 10 points since 2019. France, Russia and Belgium have the lowest confidence in globalization, while Malaysia, South Africa, Peru, Brazil and South Korea have the most.

About the survey

These are the results of a 25-country survey conducted by Ipsos on its Global Advisor online platform. Ipsos interviewed a total of 19,017 adults aged 18-74 in the United States, Canada, Malaysia, South Africa, and Turkey, and 16-74 in 20 other markets between March 26 and April 9, 2021.

Sustainable Development Impact Summit 20-23 September
These issues will be addressed at the Forum’s upcoming Sustainable Development Impact Summit. The virtual four-day event is hosted alongside the United Nations General Assembly and brings together global leaders from business, government, and civil society. It will focus on new technologies, policies and partnerships to advance cooperation, accelerate progress, and highlight tangible solutions to our global challenges. Find out more.

Headline image: Image by Tony-Media from Pixabay