Leading Millennials and Gen Z

Leading Millennials and Gen Z

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Imagine this:

  • Your talented Gen Z employee resigns saying, “you culture sucks” in as many words. Or
  • They come up to you after working for 6 month and ask straight up, “how can I get your job?” Or
  • Their mom calls you to give you tips on how to work with them in office.?

None of the above are hypothetical scenarios. These are real instances. Susan Inouye, seasoned executive coach and a recognised expert in working with millennials and Gen Z, shared the above with me when I asked her what frustrated her clients about Millennials and Gen Z.


Listen to this Bridge to Leadership Podcast on Spotify, Apple Podcasts or any of your favourite podcast destination


So why have millennials and Gen Z caused such a ruckus? Why do managers struggle to get this generation to bring their best selves to work and be engaged?

According to Susan, they have three requirements:

  • They want to feel heard
  • They want to use their gifts
  • They want to have meaning and purpose in life.?

Aren't these desires that we all cherish irrespective of the generation we belong to?

How are millennials and Get Z different?

The difference is that millennials and Gen Z are demanding it more than their predecessors. They refuse to compromise on these requirements for the sake of job security.

Why is that so?

What can a leader do to address these requirements without getting overwhelmed by "my way or the high way" attitude of this generation?

How do you develop their talents that benefit their careers and the business?

Bridge to Leadership's podcast and latest blog post based on Susan's bestseller, "Leadership's perfect storm" , discuss all of the above and more.

I would however, like to talk about the fundamental requirement needed to lead this generation, in this newsletter.

Our old expectations from employees that they will :

  • compartmentalise their personal and professional selves
  • not bring their problems to work
  • follow orders
  • be satisfied with rewards for good work and punishments for errors etc

will no longer be met by this generation.

Millenialls and Gen Z will respond to you only when you see them and develop them as a complete being. That means a leader needs to develop the muscle to deal with not just their employees' gifts that benefit the business, but also

  • their passions that energise them,
  • their blind spots that hold them back and
  • their problems that are part and parcel of their lives.

All this while developing them and holding them accountable to high standards.

How do you do that? By practicing "Sawubona' Leadership.

Sawubona Leadership is not based on academic theory. It didn’t emerge to create a consulting concept positioned as ground breaking advice. It emerged to turn around the life of at risk youth. A cohort that won’t recognise authority and look for innovative ways to break rules. "Youth Mentoring Connection" (YMC) is a non-profit that works with inner city youth in Los Angeles. YMC has worked with millennials for over 15 years and its methods have transformed the lives of at risk youth in over 30 countries. Their approach is called “Sawubona Leadership.”

Unlike other leadership approaches that tell you how to get employees to be their best self, Sawubona Leadership starts by recognising that people already are their best self. Sawubona leaders see each person as intrinsically gifted in the way that they are; they develop the whole person and create the opportunities and culture for each to live up their highest potential.”

How do you put this in action?

You need to connect with this generation. Connection doesn’t mean “communication” or “connectivity”. Connection means how your employees feel in your presence. To connect, a leader needs to look for their employees gifts in every situation, even when they are so called “acting up.” Without seeing them as gifted, any attempt to develop them will fall flat.

Leading millennials and Gen Z has more to do with the leader leading herself first. It takes more than just self awareness and insights. A leader has to practice grounding herself and connecting with herself before she can connect with her employees.


Book a discovery call with Susan and other coaches. Click on the image to explore partner coaches

Listen to my discussion with Susan on our podcast to dive deep into:

  • Connecting with ourselves and our gifts before we connect with others
  • Going beyond carrot and Stick – Developing the whole person
  • Holding teams accountable with gift centric approach
  • The shifts needed in leadership to enable Sawubona leadership
  • Creating a culture where people can bring their whole selves – Their problems, blindspots, gifts and passions.?
  • Recruiting - the Sawubona way, which enables alignment with values
  • A treasure trove of exercises and practices to centre ourselves in triggered situations

Additional Resources





Susan Inouye

Founder & CEO, the Inouye LoRe Group ...Help Executives & Business Owners create engaged employee relationships resulting in cultures of well-being, inclusion, purpose that retain the best talent & achieve their mission.

3 个月

Thanks Neha Singh! As leaders, it's important to consider...A person's behavior is tied to their age & brain health, no matter what generation; the societal factors that are weighing heavy in their lives. In the U.S., the cost of living is a huge stress factor - being able to survive with large student debt, wages from their jobs that still can pay rent without lots of roommates & juggling to make ends meet. These factors affect the productivity of our young people at home & work & we must consider all of this when leading our people. Sawubona!

Dr. Ankoor Dasguupta [MLE?] PCC-ICF

Founding Member of President's Circle Leaders Excellence at Harvard Square |Keynote Speaker| CMO Council | Certified Executive Coach | Man of Excellence by IAF | Dr. A.P.J Abdul Kalam Inspiration Award

3 个月

This is very insightful, interesting and inspiring Neha

Neha Singh, your insights into the unique leadership approach required for Millennials and Gen Z are compelling. Particularly for Gen ZAlpha (born 2006-2012), fostering a culture that respects and nurtures their intrinsic gifts is critical as they begin to enter the workforce. Understanding and embracing this approach is essential for future-proofing leadership strategies. For more insights into connecting effectively with Gen ZAlpha, consider following our GEN ZALPHA page.

Daphne E. Jones

Author ? Keynote Speaker ? 3x Board Corporate Board Member ? Award-Winning CEO—The Board Curators ? Helping Professional Women Break Through Barriers

3 个月

Excellent article! Helpful to know how they think and process the work culture and reach them where they are. When we see them where they are and meet them there, we can help them thrive and win. When they win, our businesses will win. Bravo!

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