Leading Gen Z: What Modern Leaders Need to Unlearn to Stay Relevant

Our ever-changing and evolving world and the latest workplace trends are challenging companies in new ways. Today's business environment is the first in the world of work to require up to 5 different generations to work together. In recent years, the young generation of workers has redefined the notions of retention, engagement and value creation.

In a world like this, as a leader, you have to ask yourself the question: Is your leadership still relevant—or just experienced?
As Gen Z is the newest generation in the workplace, not everyone is fully aware of their values yet. And still, as of early 2025, Gen Z comprises about 27% of the workforce, with this figure expected to rise to 30% globally by 2030. Meeting their needs in the workplace is more important than for any other generation before when it comes to employee retention—because they won’t stay for years in a company if they don’t feel it’s the right fit.
In fact, 38% of Gen Z report they’re likely to quit within a year if their employer fails to meet their expectations.

But what do they actually want?
This can be quite the challenge for leaders, as they often try to retain employees using the same methods they've relied on for their entire career. But Gen Z has very different priorities.

A Deloitte study surveying over 23,000 Gen Z and Millennial employees across 44 countries reveals:

• Only 6% of Gen Z view climbing the management ladder as their main career goal. Instead, they prioritize learning, financial security, mental well-being, and purpose.

• 86% value ongoing mentorship and coaching, emphasizing their desire for continuous growth.

• 89% say having purpose in their work is crucial to job satisfaction.

• Around 46% report feeling anxious or stressed most of the time, making mental health support a non-negotiable.

Why Traditional Leadership No Longer Works

What worked ten or twenty years ago may now feel irrelevant or even damaging to younger employees. Gen Z isn’t impressed by hierarchy or job titles—they want clarity, consistency, and connection.

Leaders stuck in outdated mindsets may rely on:

• Top-down communication

• Micromanagement

• Performance measured by hours, not impact

• "Sink or swim" mentalities

But Gen Z sees these not as strengths, but as red flags.

What Gen Z Truly Values at Work

To build trust and engagement with Gen Z, modern leaders need to understand their core values:

• 🧭 Purpose: They want to know how their work contributes to something meaningful.

• 🤝 Coaching & Feedback: They thrive on continuous feedback and developmental conversations—not just annual reviews.

• 🧠 Well-being: Mental health support, flexible working, and balance are minimum expectations.

• 🎯 Personal Growth: Career ladders aren’t enough; they want stretch assignments, skill-building, and role agility.

From Control to Co-Creation: What Leaders Must Unlearn

If leaders want to stay relevant and effective, they must unlearn outdated behaviors such as:

• Micromanagement → Instead: trust-based delegation

• Performance = Presence → Instead: performance = value created

• "Do as I say" authority → Instead: collaborative problem-solving

• Resistance to change → Instead: curiosity and adaptability

This shift isn’t about losing control—it’s about leading with intention in a way that builds future-ready cultures.

Practical Strategies to Lead Gen Z with Confidence

Here are actionable practices modern leaders can adopt today:

1. Practice Radical Clarity

Gen Z grew up in an information-rich world. They value clarity—on expectations, goals, performance, and communication. Don’t assume they "just know"—make it explicit.

2. Build a Feedback Culture

Think weekly check-ins, not yearly reviews. Make feedback safe, consistent, and two-way. Ask them: “What would make your work experience better?”

3. Time-Block for Trust

Use simple productivity tools like time-blocking or decision filters to model focused, intentional work. When you show respect for your own time, they’re more likely to do the same.

4. Share Your Why

Gen Z doesn’t just want direction—they want to feel the bigger picture. Share your “why” behind decisions and strategies. It builds alignment and respect.

5. Coach, Don’t Command

Use powerful questions, reflective listening, and developmental feedback. Gen Z is hungry for guidance, not orders.

Coaching as a Tool for Modern Leadership

If 86% of Gen Z want mentorship and coaching, leaders must first embody that mindset themselves. Coaching isn’t only for “fixing” others—it’s a mirror and a compass for your own growth.

A coach helps you:

• Identify blind spots in your leadership

• Define your updated leadership identity

• Practice adaptive communication

• Rebuild trust and connection across generational lines

Final Thoughts: Relevance Is Earned, Not Inherited

Leadership today isn’t about how long you've been in the game—it’s about how well you adapt to a new one.

If you’re leading Gen Z, remember:

• They aren’t entitled—they’re values-driven.

• They aren’t lazy—they’re boundaries-aware.

• They aren’t disengaged—they’re purpose-seeking.

So instead of resisting the shift, lean into it. Because when you evolve as a leader, you don’t just stay relevant—you help build the future.

👇 Curious to Explore This Further?

Let’s talk about how coaching can help you lead across generations.