The Changing Face of Leadership: Why Gen Z Is Hesitant About Management and How We Can Help

Recently, I’ve noticed a growing trend in articles and discussions: Gen Z professionals aren’t rushing to take on management roles. This gave me pause. Leadership has always been framed as the next logical step in a career path, but for many in this generation, the idea of becoming a manager seems less like a dream and more like a dreaded to-do list filled with stress, bureaucracy, and round-the-clock notifications.

This hesitation raises an important question: Have we made management roles unappealing? Or are we not preparing future leaders for success?

In today’s fast-changing, tech-driven work environment, leadership isn’t what it used to be. The complexity of remote work, the demand for emotional intelligence, and the need for inclusive decision-making have transformed what it means to lead. Here’s how businesses can respond and build leadership pipelines that are exciting, not exhausting.

1. Redefining Leadership

The first step is reframing what leadership looks like. For many younger employees, “manager” has come to mean “micromanager” or “stress magnet.” We need to change that narrative by emphasizing leadership as a way to guide, support, and inspire.

Real-World Solution: Patagonia’s Servant Leadership Model

Patagonia has long embraced a servant leadership approach, encouraging managers to think of themselves as facilitators rather than enforcers. Their leaders prioritize listening, removing obstacles, and empowering teams. This approach not only attracts people to management roles but also ensures those roles are seen as meaningful and fulfilling.

2. Building Emotional Intelligence (EI)

Leadership today demands more than technical skills. Emotional intelligence—the ability to understand, empathize, and communicate effectively—is essential. This is especially important for a generation that values authenticity and collaboration.

Real-World Solution: Google’s “Search Inside Yourself” Program

Google’s program teaches mindfulness and EI skills to employees and managers. By fostering self-awareness and empathy, Google has created leaders who are better equipped to handle complex interpersonal dynamics and team challenges.

3. Training for the Job, Not Just the Title

One of the biggest pitfalls in leadership development is promoting people into management roles without equipping them with the necessary skills. Leadership isn’t innate; it’s learned.

Real-World Solution: Deloitte’s Leadership Development Programs

Deloitte’s modular training programs focus on real-world challenges, from conflict resolution to strategic decision-making. They pair emerging leaders with mentors and provide ongoing resources, ensuring new managers feel confident and capable in their roles.

4. Sharing the Weight of Leadership

Leadership doesn’t have to mean going it alone. By fostering team collaboration and shared accountability, organizations can make leadership roles feel less overwhelming.

Real-World Solution: Spotify’s Squad Model

Spotify’s squad-based organizational structure distributes decision-making among small, autonomous teams. Managers act as coaches rather than gatekeepers, which reduces their burden and empowers teams to take ownership of their work.

What Businesses Can Do Today

If you want to make management roles appealing and effective for the next generation, start by asking yourself these questions:

• Are we providing a clear, compelling vision of what leadership means?

• Do our managers have the tools and support they need to succeed?

• How can we make leadership feel like a shared journey, not a solo climb?

The Future of Leadership

Gen Z’s hesitance to embrace management isn’t a problem—it’s an opportunity. It’s a chance to reimagine leadership in a way that aligns with the values and expectations of a new generation while addressing the realities of today’s workplace. By redefining roles, emphasizing emotional intelligence, investing in development, and creating collaborative environments, we can ensure that the leaders of tomorrow are not just ready but excited to take the reins. Let’s start building a future where leadership is seen as empowering, not exhausting. The next generation of managers is counting on us to get it right.

Photo Credit: Getty Images via Unsplash