Hi Reader,

"We invested $50,000 in a leadership development program, but none of our Gen Z high-performers applied."

This came from a frustrated VP of People who couldn't understand why their emerging talent wasn't interested in leadership opportunities.

When I reviewed their program, the problem was obvious...

The Leadership Development That Nobody Wants

Their program included:

• 18-month management track
• Traditional supervisory skills training
• Formal mentorship with senior executives
• Focus on "managing up" and corporate politics
• Goal: Prepare for people management roles

No wonder Gen Z wasn't interested.

The Leadership Mismatch

Traditional leadership development assumes everyone wants to:

• Manage people
• Navigate corporate hierarchy
• Spend time in meetings
• Focus on administrative tasks
• Climb the traditional career ladder

But 67% of Gen Z employees prefer to lead through expertise and influence rather than formal authority.

What Gen Z Leadership Actually Looks Like

Gen Z defines leadership as:

✅ Thought Leadership - Being known for expertise

✅ Project Leadership - Driving initiatives without formal authority

✅ Innovation Leadership - Creating new solutions and processes

✅ Community Leadership - Building networks and influence

✅ Change Leadership - Championing transformation

The Skills They Actually Want to Develop

Based on surveys of 2,000+ Gen Z professionals, here's what they want from leadership development:

1. Strategic Thinking How to see the big picture and identify opportunities

2. Influence Without Authority Building credibility and driving change from any position

3. Personal Branding Developing a professional reputation and thought leadership

4. Network Building Creating meaningful professional relationships

5. Innovation Management Leading creative projects and driving change

The Program That Actually Works

Here's the leadership development framework that attracts Gen Z:

Module 1: Vision & Strategy "How to think like a CEO regardless of your title"

Module 2: Influence & Persuasion "Getting buy-in when you don't have formal power"

Module 3: Innovation Leadership "Leading change in traditional organizations"

Module 4: Personal Brand & Thought Leadership "Building your professional reputation"

Module 5: Network & Community Building "Creating relationships that accelerate your career"

The Mentorship Revolution

Gen Z doesn't want traditional mentorship. They want:

Reverse Mentoring - Teaching senior leaders about new trends

Skill-Based Mentoring - Learning specific capabilities

Network Mentoring - Introductions to industry contacts

Project Mentoring - Guidance on high-visibility initiatives

Your Leadership Assessment

Ask your high-potential Gen Z employees:

1. What kind of leader do you want to become?
2. What leadership skills are you most interested in developing?
3. How do you prefer to learn new capabilities?
4. What would make a leadership program irresistible to you?

The Implementation Strategy

Transform your leadership development by:

1. Focus on influence over authority
2. Emphasize personal branding and thought leadership
3. Include reverse mentoring components
4. Make it project-based rather than classroom-based
5. Connect to their career goals, not your org chart

The Hidden Benefit

When you develop Gen Z leaders using their preferred approach, they become incredible culture ambassadors. They attract other top Gen Z talent and help your organization stay current with emerging trends.

Your Action Step

This week, ask one high-potential Gen Z employee: "If you could design your ideal leadership development experience, what would it include?"

Next Week's Big Reveal

I'm sharing the complete framework that helps managers transition from frustration to mastery with Gen Z employees – and announcing the comprehensive program that makes it all actionable.

Keep leading,

Dr. Colleen

P.S. The Gen Z Management Survival Guide officially launches Monday! Newsletter subscribers get first access and exclusive bonuses. Details coming Sunday...

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