Navigating an existential crisis in tech: tips from a Silicon Valley executive coach

The emergence of the darker side of A.I. the downturned economy, mass layoffs, and most recently the collapse of Silicon Valley Bank have made the past few weeks especially tumultuous for those working in the tech sector. For over a decade, my work as an executive coach in Silicon Valley has given me visibility into the sorts of quandaries tech leaders face while building products that transform the world in unpredictable ways. Many are facing a new sort of existential stress, as they work to find a way to reconcile how their professional contributions could pose a serious threat to the future of humanity. 

The current mood across the tech ecosystem has shifted away from a once devil-may-care attitude, notably among millennials raised on a diet of ‘move fast and break things’. The Bay Area, known for its youth-forward social climate is widely considered the country’s pulse of progress and tech innovation. My coaching work throughout the tech boom era entailed helping tech workers prepare for eventual burnout, since most were happy to immerse themselves in work with little to no separation of their social lives, only stopping to refuel their mission-driven ideologies with annual trips to Burning Man

The whiplash of recent events in 2023 following the erosive damage caused by the pandemic has led to a jarring new kind of existential stress among the tech crowd. The encroachment of A.I. tools rendering careers obsolete at breakneck speed, the sterilization of creative industries, and evidence that A.I. operates with racially biased, sexist and morally unethical practices has many people deeply fearing what the future holds. 

What exactly is ‘existential stress’ and how does someone manage an existential crisis?

Existential stress occurs as a result of inner conflicting feelings that lead someone to question the meaning and purpose of their life. When we face personally important questions that aren’t easily resolved, we can end up feeling stuck and unsure of how to move forward. This leads to feeling deeply uneasy when we no longer feel rooted in the values and principles that once led our purpose and direction in life. Existential stress may be experienced as a crisis when once effective strategies for managing stress are no longer sufficient and our overall functioning wanes.

If you or someone you know is feeling this way and wondering what to do, here are key signs that you may be experiencing an existential crisis:

Chronic worry. You may be experiencing recurring worries and unsettling fears that you are no longer able to get past, and distract you repeatedly in your daily life.

Loss of motivation. You may be easily overwhelmed or lose direction doing tasks you once completed with effort, and feel a loss of desire or drive that once fueled your work ethic. You may feel disconnected to the purpose of meaningful tasks, which may leave you feeling like ‘you’ll never catch up.’ 

Low energy. You’ve fallen out of your normal sleep, exercise, and diet routines that historically sustained you, leading to an erosion of your baseline energy. 

Loss of social appetite. You may have less interest in spending time with others you once enjoyed connecting with, due to low energy and mood. With diminished social interactions, we are less apt to consider alternative perspectives and benefit from the restorative nature of social connection

Loss of control. You may feel a lack of control over the future and feel like you can no longer prevent bad things from happening. This can lead to feelings of helplessness, as though your efforts are pointless and/or meaningless.

Anxiety or depression. While it’s normal to experience a range of emotional highs and lows throughout one’s life, you may find yourself struggling with mood symptoms that have reached clinical levels.
Substance abuse and/or self-sabotaging behaviors. You may find yourself relying on substances to avoid thinking or feeling, or falling into habits that are personally harmful as a temporary distraction from feeling lost. 

Seek professional help first. It can be difficult to know where to start when stress levels rise, making it difficult to add anything new to your life. Make time to check in with your primary care physician, share with them any changes you are experiencing in your physical and mental health, as well as any history of diagnoses, and take their advice if they recommend seeing a mental health professional. Adopting the appropriate level of support is the most important step in moving forward successfully, and may require an interdisciplinary approach.

Initiate changing your current patternNewton’s first law of motion states that “every object will remain at rest or in uniform motion unless compelled to change its state by the action of an external force.” The tendency to resist change can put us in a state of inertia. The less physically active we are, the harder it is to move, leading to a cycle of diminishing energy. Adopt healthy sleep and diet habits as a priority, because it can determine your mental health in the same way many other variables do.

Reach out to others. Seeking support from friends and family is crucial when facing existential stress. While it may help to spend time alone to process your feelings, it’s important to not remain isolated for too long. Try seeking out new social opportunities, listen to how others are managing similar stressors. Connecting with others can normalize our experiences and help reduce feelings of isolation.

Practice self-expression. Pent up emotions can rob us of vital energy and focus. Find ways to process and express what you’re going through. Seek out opportunities that allow you to be creative, connect with your inner experience, and process it through writing, artwork, or any simple, routine task that soothes you.

Practice gratitude. When we experience ongoing stress, everything begins to blur together and falls under a negative light. Build the habit of noticing what you normally ignore, and have learned to take for granted. Look outside of your bubble, beyond your station in life as a reminder of how much you can appreciate about your current existence.

Focus on what you can control. Feeling a newfound loss of control is a core part of existential stress. Focus on what you can control to ground yourself in reality.  Remind yourself there will always be elements of life you can’t control, let alone predict. Fixating on those things reduces our ability to pay attention to the parts of our life we can influence with forethought and effort.

Practice mindfulness and meditation. Developing a restorative mindfulness practice like meditation can open a gateway to much needed relaxation. Giving yourself this mental ‘downtime’ works to restore mental agility and improves your ability to respond to stressors. 

Redefine your life’s purpose. Our existential concerns are often born out of feeling a loss of direction, leading to fears that we’re no longer on the right path. Take time to revisit your values, and if necessary develop new strategies for decision-making. It’s a good reminder we never stop changing, so our habits may need updating if we are to remain focused on what’s most important to us.

Millennial managers leading startups: their generation’s new face of management.

According to Pew Research center the millennial generation (born 1983 – 2000) now number 75.4 million, surpassing the 74.9 million Baby Boomers (born 1946 – 1964) and Generation X’ers (born 1965 – 1984).  More than one-in-three American workers today are millennials, and have become the largest share of the American workforce.

In today’s current work climate, it’s not enough for millennial-aged managers to focus on productivity for their company’s success.  Employees who share their generational employment outlook expect them to drive the company’s mission with clarity and inspiration, embody a leadership style that supports their work/life balance and self-care routine, and provide opportunities for them to do work that fulfills their passion for making a positive, meaningful impact.  Millennials widely embrace thought leaders like Simon Sinek who encourage them to marry their values and intentions to their work endeavors for lasting fulfillment in their life.  Amid these formidable expectations, it’s easy for a manager who understands the values of the millennial generation to feel conflicted about how to drive productivity while still supporting her employees work paradigms.

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Any manager who leads without a strong sense of direction is destined to fall short of their targeted goals.  A millennial manager I coach in the venture capital space suggested I write an article based on the headway we’ve made in developing her leadership approach to managing her millennial-aged team.  The following Q & A is based on questions she and other millennial managers have expertly hashed out through their leadership coaching work.

“How can I screen potential candidates during the hiring process to reveal their true work ethic?  The nature of our work is deadline driven, and it’s hard to know who will prioritize work objectives over personal objectives.”

How to hire them:  Work ethic fit is critical to a company’s success, because a candidate with mismatched work ethic will negatively impact productivity, disengage other employees, and create inefficiencies for the rest of the team.  Early stage startup culture has influenced new hire expectations – it’s not unusual for employees at startups to serve in multiple roles to sustain rapid company growth periods.  Experienced millennial managers ask potential hires to share how they’ve handled shifting workflow and multiple role responsibilities in prior positions.  “Can you tell me about a time when you’ve asked a manager for guidance on how to prioritize your workload?  Particularly when you’ve thought meeting a deadline was going to be difficult or impossible because of the high volume and pace of the workload.”  This gives hiring managers a chance to learn if the person has experience identifying and solving workflow prioritization with others. By being transparent about their company’s work style and pace, and sharing specific examples of how team members typically ‘get shit done’ they reduce the the risk of hiring a poor fit for their company culture.  Millennial managers recognize the need to reconcile workload with self-care routines, and have learned to ask revealing questions like “How do you deal with burn out or work fatigue?  How have you managed times when you’ve had conflicts with team members?  What are your expectations for personal time off, working overtime, or through holidays?”

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Experts in psychological personality assessment use tactical questions like this to measure what they refer to as ‘faking good’, to detect a person’s willingness to be forthcoming or tendency to present themselves in an unrealistically positive light.  If given multiple opportunities, can a potential hire share a well-rounded work history that naturally includes unmet challenges, times of burn out, and how they’ve learned from those experiences?  Or are they consistently defensive and unwilling to acknowledge when they’ve been challenged or experienced conflicts at work?  Millennial managers seek to hire people who are willing to be direct and forthcoming, understanding this communication style lends itself to effective problem-solving with others.

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“What can I do to inspire my team members to take initiative in their own professional development?”

Millennial startup founders-turned managers understand the desire for personally meaningful work as a motivating principal behind professional development.  Based on this core value, millennial managers can inspire their employees to invest in their own development by encouraging them to cultivate their personal vision of career growth and success.  Managers seeking to inspire their employees ask “What do you enjoy most about their role?  What would you like to eventually do more of, and less of in your career path?”  By understanding what personally motivates someone, what is most rewarding, and how they’d like to see their professional opportunities take shape, a manager can provide support based on that particular vision.   Further, supporting employees in this way and holding them accountable for progress in their role performance will resonate on a deeper, more meaningful level.

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“How can I set the standard for work ethic with my team?  My employees get overwhelmed by deadlines, and it seems to be influenced by low self confidence and their desire to protect their work/life balance.” 

How to drive high performing employees:  When managers find they have an employee struggling to meet deadlines, the situation can put everyone on the defense.   The dilemma of many millennial managers in startups is that most if not all of the employees are highly valued for their unique abilities and everyone’s individual contributions are critical to company progress.  Further, the time and resources it takes to replace an employee and the risk of destabilizing team morale makes opting to solve the problem a frugal first approach.  While some employees may be failing to complete work as a result of prioritizing personal time, others may be failing to meet work expectations for other reasons.

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Through coaching, a millennial startup founder I support resolved how to effectively manage one of her highest-performing employees who’d begun struggling to meet his production deadlines.  After processing her emotions and generating a communication action plan, she began by conveying her high regard for his contributions to the company’s success, giving examples and recognizing his overall growth.  She listened to his perspective about why his productivity had declined without jumping to conclusions, with the intent to support him in finding a resolution that fit both of their needs.  This encouraged him to share openly about what his challenges and mental roadblocks were, and what changes could lead to a return to consistently high productivity.  This inquiry-led communication style led to both of them making a shift in thinking about how he could best operate in his role without compromising future leadership opportunities, provided new ways for him to contribute to deadline completion, fostering a solution-focused dynamic between them as manager and employee.

Many of the millennial managers I’ve supported have found inspiration for their managerial style based on the wisdom of their favorite leaders in tech, turning up their employee productivity and balancing idealism with practicality by:

  • making changes to the types of work an employee is responsible for completing (e.g. shifting an employee from working autonomously on projects to working in a support role to others)
  • providing alternative options for employees’ work evaluations based on their preference (e.g. brief periodic check-ins to ‘debug’ work progress rather than a longer final project critique)
  • building a work culture that encourages employees to take part in decision-making in how they solve problems rather than dictating how problems get solved

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