Over the past few weeks, I’ve been having a lot of conversations about intergenerational working. It’s clear that the next generation of leaders is definitely here and driving change. They’re already shaping how work gets done, what good leadership looks like, and what they expect from the organisations around them.
Image: Geralt, Pixabay
What I’m seeing and hearing from and about these leaders is that they’re purpose-led, people-focused and connected. They see inclusion as a given, not a target. And they’re bringing a confidence about who they are and what they value that’s reshaping leadership - right now.
But this isn’t just about preferences. It’s influencing career choices in a very tangible way. If you’re thinking about your future talent pipeline, then this stat from the Deloitte 2024 Gen Z and Millenial Survey (UK) is important: nearly half of UK Millennials (45%) have rejected a potential employer because of their values and beliefs.
So, are we building environments where emerging leaders feel these qualities are acknowledged, that they belong, are trusted, and are seen as potential leaders from day one? Or are we expecting them to fit into cultures that were built in and for a different era?
The skills needed for future leaders
Earlier this week, I asked a panel of experts from the manufacturing sector what skills they think leaders will need most in the years ahead. Their answers weren’t about technology or technical expertise but instead, they talked about how leaders will need to support others - and how they respond when things don’t go to plan. In other words, a blend of emotional intelligence, resilience, empathy and adaptability.
The question is whether our organisations are designed to recognise and reward these qualities, or whether we’re still measuring leadership through the ‘old’ lens of authority, control, and ‘having all the answers’. And that matters when we’re all navigating so much change and uncertainty.
Coaching, mentoring and honest conversation can help bridge that gap, but they’ll only make a difference if the culture tells people that they matter, they fit and they can lead in your organisation.
So, if you’re looking at your talent pipeline and seeing bright, values-driven people, who you’re now thinking might not stay, it’s worth asking yourself the questions… “What are they learning about leadership from us right now?”. “What can we learn from THEM?” And, “What will they do when it’s their turn to set the tone?”
The choice isn’t whether the next generation will lead - they’re already doing that. The choice is whether they’ll lead in your organisation. Cultures that listen, build trust and focus on inclusion will help to retain those people. So, does that sound like the culture of your organisation?
If this is striking a chord, hit reply or book a quick call. I’d love to explore what your future leadership culture could look like.