Born into a digital-first world, where TikTok trends are key for product marketing strategies and Zoom calls replace office meeting rooms, Gen Z is stepping into leadership roles faster than any other generation.
Traditional succession models are being upended with this generational shift; as Gen-Z begins to take on greater roles in the workplace, many organisations are finding that their conventional succession models are no longer in sync with the aspirations and working styles of the emerging generation.
The Generational Shift
Unlike Boomers and Gen X, who climbed the corporate ladder through hard work, dedicated working hours often leading into overtime, and the regular path of hierarchy, Gen Z is looking to drive change the day they step foot in the workplace.
While millennials may have paved the way to change the rigid work structure, the new generation is paving the way to change the game. Professionals from Gen Z are not just looking for a job; they are looking for an organisation that prioritises mental health, focuses on sustainability, and implements diversity practices.
A Digital-First Mindset
Gen Z’s intuitive technological fluency is rapidly influencing decision-making, communication, and leadership style. This generation has understood it is essential to have an intuitive reading of how digital ecosystems operate.
Gen Z is quick to collaborate in virtual environments, they adapt very quickly to emerging social media platforms, and they are inherently tech-savvy.
Leadership to Gen Z is less about control and more about facilitation; they prefer transparency over gatekeeping, open communication over board meetings, and flat structures over hierarchy.
Structure and Leadership Reimagined
The traditional hierarchical leadership and mentorship models don’t work for Gen Z. Gone are the days of long mentorship periods, rigid hierarchy, and experience over innovation; this just doesn’t work for the new generation anymore. Instead, they are moving from hierarchal models to agile project-based leadership grooming.
That includes giving young employees ownership of their projects, rotating younger professionals through diverse roles frequently, focusing on peer mentorship models as open to the top to down mentorship models, and allowing Gen Z employees to feel a sense of control.
This leads to rapid learning while preparing this generation to deal with real-world complexities very efficiently.
Organisational Implications and Internal Changes
The challenge for companies and organisations is not only about creating Gen Z-friendly workspaces, it is about rethinking how talent is identified, cultivated, and elevated.
Leadership potential is now seen through a much broader sense; companies are looking for someone who can drive innovation, create an impact on social media, and even build a strong team that can work remotely.
In this day and age, someone with two decades of experience may not be as valuable as someone who can maneuver the market through social media.
The Gen Z Succession Challenge in India
Many legacy businesses and family-owned corporations are figuring out how to pass the baton to an entire generation that was raised so differently. The previous generations may have brought global exposure and entrepreneurial drive, but Gen Z is looking for autonomy!
This creates tension between generations because the older generation is not ready to give up the reins just yet, especially not with their legacy, hierarchy, and experience. Building this gap will require effort and understanding through structured succession planning while giving the next generation space to thrive and experiment.
Many legacy businesses are seeing their Gen Z heirs lead digital offshoots, promote sustainability initiatives, and create new business verticals with personal passion that have had a great impact on business.
Start-Ups with a Dash of Gen Z
Look at the model of Zomato; this startup began with Gen Z values even though it may not have been founded by a Gen Z.Â
Zomato’s brand identity and culture are based on Gen-Z sensibilities; witty app notifications, meme-driven marketing, quick social media collaborations, and hybrid roles are some of the things that make this start up highly attractive to Gen-Z professions.
Zomato also started taking some steps towards sustainability, like the climate-conscious delivery options, which certainly resonate with Gen-Z. Even their social media pages, which are probably run by a group of talented Gen-Z marketing experts, are filled with meme culture, pop references, relevant humour, and newer designs, which are attractive to Gen Z.
Now, the question is not whether or not Gen Z will lead, it is about how well this generation prepares them to lead. Organisations will need to rethink their leadership development models and make room for drive, growth, and innovation. After all, the future is digital, and that is where Gen Z shines!
Note: We are also on WhatsApp, LinkedIn, Google News, and YouTube, to get the latest news updates. Subscribe to our Channels. WhatsApp– Click Here, Google News– Click Here, YouTube – Click Here, and LinkedIn– Click Here.
