The Precarious Generation Divide

It won’t shock you when I say there has been a very strong and dangerous belief that new generations, more specifically, Gen Z, are seen as lazier, more sensitive and overall hard work. We’re seeing a lot more leaders adopt the idea that Gen Z are ‘quiet quitting’ – disengaging and doing the bare minimum in the workplace – just maybe those leaders aren’t opening their minds up enough to what they might be doing wrong instead.

I recently read a fantastic article by Jeff LeBlanc from Bentley University that inspired me to add my thoughts to what I have opened this newsletter with. LeBlanc provoked the idea that Gen Z were misunderstood, and it was actually the leaders in front of them that were today’s issue. It was hard to disagree with his points, in fact, given what we have experienced, he often took the words right out of my mouth.

The one phrase that stuck with me was

“Gen Z isn’t disengaged – they’re just done tolerating bad leadership.”

Wow, makes you think, doesn’t it?

That one line resonates with something we tell leaders from all over the world. One of the biggest issues we see today when it comes to inclusion is the massive generation difference. The misconception of Gen Z should point us again to focus on the solution, not the problem. We shouldn’t be shaming the younger generation; we should be learning how to accommodate them and harmonise the inherent strengths they can bring to the workforce.

There’s one thing that continues to change and it’s society, but one thing remains the same, older generations still struggle to get younger generations – but it takes two to tango – the younger generation must of course remain patient in their desires – it will take time to get what they want, but it’s time we coached current leaders in business, politics or any industry, how to get the best out of Gen Z.

Why is current leadership failing Gen Z?

We have discussed leadership styles countless times. Whether it be inclusive leadership, authentic leadership, poor leadership or even no leadership at all – there still seems to be a lack of necessary leadership. Whether we like it or not, the world is changing, and Gen Z are at the heart of it, but they will not put up with what we did and it’s not helpful to declare that “it did you no harm”. Being sharply managed used to be the norm, there was a hierarchy everywhere you went, and you just fell in line – we’re mistaking Gen Z’s courage for standing up for themselves, but more importantly, for others, as rebelling or stepping out of line – but why should that be a bad thing?

The younger generations have already lived through quite destructive times, have seen negative changes and overall, a lack of hope for the future. They’re facing economic crisis, new age conflict zones and worrying eco and ethical changes to the world – but in the main, they want to make a positive difference. We are still seeing far too many that are still demonstrating outdated mindsets and attitudes – that’s not to say all of them are like this, but a formidable amount are.

Leadership isn’t about asserting authority or telling people what to do, it’s about creating environments where they can thrive, providing something to belong to and for all to feel there is a purpose behind the vision. If we look at the current pinnacle of global political leadership, from Starmer to Trump, Zelensky to Putin, Macron to Xi Jinping, we are witnessing once again the rise of the ‘strong man’. This ‘it’s better to be feared than loved’ approach is dangerously playing out on the world stage at an alarming pace. The era of global collaboration is under serious threat and it really not that long ago that far too many suffered the consequences of out-of-control egos and belligerent rhetoric.

A consequent ramping up of spending on defence and a significant reduction in foreign aid are danger signs that must be heeded and acted upon.

Back to Gen Z who might just have an admirable shift in priorities compared to those that came before them. It is vital that all leaders accept that workforces are already more diverse than they have eve been and this will only continue, no matter what the anti DEI protests bring.

There’s a natural tendency to continue the practices we are taught and experienced, which is why we see a large portion of our society find it hard to get along with the generations below them – there’s a misunderstanding between what isn’t working, but also, what is wanted.

Structures and systems rarely protect those they were not designed for.

What do Gen Z want?

Simply, Gen Z want change, but most of all they demand to be ‘wanted and not just needed’.

The leadership that the younger generation expect should not be a tough ask – they want inclusion, they want empathy and compassion for people. Gen Z speak their mind and have bigger goals that have the best interests of others at the forefront of it. There is also a misconception that Gen Z are ‘lazy’, which doesn’t sit right with my experience working with them. Gen Z have access to tools, attitudes and knowledge that we never did. As with previous generations, their worldview can be quite different, provocative and challenging and that’s going to require work by all parties.

The leadership needed is one that relates, empathise and connects with people. Businesses have a responsibility to create a culture that lets everyone thrive and to do so while being their authentic selves. Gen Z don’t just want a career, they want a life. When a young person enters those doors for their first job interview, they are picking up things that we wouldn’t even believe. The minds of Gen Z have a focus for the small but effective things. Can that young person confide in their leader for help? Can that young person admit they don’t understand something without seeing a pair of eyes rolling? Can that young person switch off when they get back home?

These are questions and expectations that leaders should already be thinking about, regardless of the age or background of their colleagues, new or old. There has been a rapid improvement in the discussions of work-life balance. Work needs to allow people to separate personal and professional life, to take of their well-being and perform at their best, both at work and for themselves and/or their loved ones.

Leaders need to be visible and calm amid the changing times. Gen Z are demanding the things too many were afraid to demand. What stands out to young people today isn’t just the success they can earn, it’s much more about the fairness of where they work, it’s the equality of the world around them and it’s the desire to be embraced by people. With the introduction of things such as social media, there’s new opportunities that embrace personality just as much as skillset – qualifications do not define people, attitudes do, and colleagues see that in leaders too.

The change that Gen Z desire is not a demonstration of stubbornness, impatience or unrealistic expectations – it’s a demonstration of intolerance towards poor leadership and it marks the much-needed progression of inclusive and authentic leadership for our people.

How do we succeed together?

At the start of this newsletter, I mentioned that it takes two to tango. The older generations need to listen to Gen Z, and they need to become a lot more understanding and willing to evolve to the current climate of the world and the demands asked of them.

But that doesn’t mean that Gen Z can be harsh about how they do it. There needs to be a mutual understanding that traditions and expectations are different – which doesn’t make them wrong. Both older and younger generations need to communicate, we are much stronger together, but if none of us are willing to listen, co-operate or make sacrifices, then we will fail each other.

Inclusion means listening to everyone.

Thought for the week:

No leadership is better than poor leadership.

Tips for becoming A player:

• Always be ready to change
• Before asking others to change, ask yourself if you have
• Try walking in someone else’s shoes
• Be a voice for inclusion
• Lift up your team

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