The 3 Cs for leading Gen Zs

Just when we thought we had leadership all figured out, Gen Z arrives on the scene. They come fully equipped with fresh perspectives, sky-high expectations, and a remarkable talent for setting boundaries. Admirable? Absolutely. But let's be real—it can also be quite challenging for those of us trying to lead them.

In all my conversations with clients and friends lately who are managing this new generation, there's a tangible wave of frustration and annoyance. A recent study shows that 74% of managers and business leaders reported that they find Gen-Z more difficult to work with than other generations due to lack of effort, motivation and productivity. It seems like every chat about their career ends with demands for immediate promotion (mind you, many of them just passed their probation period). And let's not forget the talks of fragile mental health following a simple request of staying an hour extra. Present them with a task, and suddenly you find yourself over-explaining the existential purpose of their to-do list to avoid that eye roll reserved for assignments lacking in meaningful work.

So here we are, Millennials, Gen Xers, and Baby Boomers, all united, all scratching our heads on how to manage this new generation while googling phrases like, “What in the world does 'yeet' mean?” and “Is 'slay' a good thing?”.

Truth be told, leading a team has never been a walk in the park. But leading Gen Z feels like a whole new game. This generation isn't just looking for any job; They're not just in pursuit of successful careers and opportunities for growth; they're fundamentally seeking work environments that contribute to their overall happiness and well-being, blending personal fulfillment with professional success. They seek mentors over traditional managers, thrive on feedback instead of orders, and seem to view mental health days as a standard entitlement, not a perk.

And if we are honest, despite the headaches, there's a part of us that can't help but secretly admire their audacity. The very traits in Gen Z that make us want to pull our hair out are the same ones we seem to encourage the more seasoned workforce.

While this generation might seem to be testing our limits, it's important to recognize that they also push us to refine our leadership abilities. They call for a comprehensive application and mastery of the leadership skills we've accumulated over time. Consider your interactions with Gen Z employees as a sort of "leadership mental gym," an opportunity to exercise and strengthen your leadership through three key principles: CONNECT, CLARITY, and CATALYZE.

1) CONNECT Before Correcting

The first step in this leadership journey involves building a bridge of understanding. Before we dive into guidance or correction, establishing a connection is crucial. This connection starts with empathy. Recognizing that empathy doesn’t mean agreement but understanding. By validating their perspectives and feelings, we make Gen Z feel seen and heard, creating a foundation for genuine engagement. Leading with curiosity and prioritizing listening helps us delve deeper into their world. This isn’t just about nodding along but actively engaging with their ideas, aspirations, and concerns. Such a connection paves the way for more effective leadership, where directions and corrections are received in the spirit of mutual respect and understanding. Here are some prompts to consider:

• That’s perfectly natural. It can be very upsetting when something like that happens.
• You have every right to feel that way because …
• It’s understandable that you feel “x” given (your situation, your experiences, your values).

2) Early Success CLARITY

Navigating the aspirations of Gen Z requires a clear direction of what success looks like. Their drive and ambition are commendable, yet it's vital to channel this energy appropriately. Setting realistic milestones and expectations early prevents disillusion and fosters a culture of earned progression. It’s about painting a clear picture of the journey ahead, emphasizing that growth is a process that involves learning, adapting, and overcoming challenges. Providing a roadmap not only aligns expectations but also cultivates a sense of ownership and accountability, guiding Gen Z towards meaningful achievements and development within the organizational framework. Here are some prompts:

• Seeking a promotion: It's great to see you aiming high. Earning a promotion requires demonstrated performance in key areas, including [list a few criteria]. Based on these, let’s review where you stand and identify specific growth areas.
• Expressing dissatisfaction with tasks: Every task has a purpose towards our collective success and growth. If it’s hard finding value in them, let’s discuss their impact and how they fit into your career growth.

3) CATALYZE Resilience Building

Finally, catalyzing resilience building is key in leading Gen Z. This generation, having faced unprecedented levels of anxiety during their formative years due to the global pandemic, is often starting with a basic level of resilience. Many have not had the opportunity to fully develop their resilience 'muscles,' learning to navigate and overcome challenges effectively. As leaders, our role shifts towards nurturing their potential, much like a coach who sees the latent talent in their athletes. This involves challenging them within the bounds of their capabilities and providing consistent feedback aimed at growth. Celebrating their successes, no matter how small, reinforces their confidence and resilience. Encouraging a growth mindset not only prepares them for the immediate tasks at hand but equips them with the skills and mentality to face future challenges with a proactive and positive outlook.

• Work-Life Integration: Finding a balance doesn’t mean compromising our standards of excellence. Let’s identify which aspects of your work can be optimized for efficiency without sacrificing quality.
• Overwhelming tasks or projects: It's normal to feel overwhelmed at the start. We've all struggled with tasks we've never faced before. The first thing we can do is to break this down into manageable steps together.

In embracing these three pillars—connecting before correcting, clarifying the path to success early, and catalyzing resilience building—we not only guide Gen Z through their current roles but also prepare them for the evolving landscape of their careers. Leading this dynamic generation offers us a unique opportunity to master our leadership approach, ensuring it’s inclusive, adaptive, and forward-thinking. So don’t shy away having these difficult conversations with these career rookies. You were once in their shoes and the biggest gift you can give to them is being the leader you wished you had.

Do you need a partner in leading your workforce? Never hesitate to reach out!