Generation Z and leadership: does everyone really want to be boss in 5 years?
The labour market is changing and the Generation Z (born between 1995-2010) account for an increasing share of the workforce. While the popular media often suggests that all young people want to become managers at a fast pace, the reality is much more complex. Let's look at what the latest research shows about the career aspirations and leadership ambitions of Generation Z.
Who exactly is Generation Z?
In 2026, Generation Z will represent the 15-30 age group. This is the first truly digital native generationwho have grown up in the world of technology from birth. According to Glassdoor analysis, this generation is expected to become the majority of the full-time workforce in 2024, overtaking the baby boomer generation.
What does research show about the career expectations of Generation Z?
Not only position matters
The popular idea that all Generation Z want to become leaders quickly is an exaggeration. Research shows that Generation Z's career expectations include diverse and friendly teams, independence, mentoring, honest leadership and regular feedback.
Balance and values at the forefront
61% of Gen Z workers agree that their workplace and employer meet their expectations. However, it is not just the salary motivation them - although this is still an important factor.
Deloitte's 2025 Global Survey shows that without financial security, Generation Z and millennials are less likely to experience positive well-being and feel less meaningful in their work.
Technology-driven expectations
Born in the digital age, Generation Z expects employers to use technology-driven methods to attract and engage them. This is not surprising given that this is the first generation to be in touch with digital technologies from birth.
The reality of management expectations and aspirations
What motivates them to drive?
The leadership expectations of Generation Z teachers include inclusiveness, honesty, flexibility, warm communication, horizontal relationships, consistent behaviour, support, motivation, problem solving. This shows that they do not prefer a traditional, hierarchical leadership style.
Work-life balance priority
Research shows that Generation Z employees have high expectations in terms of freedom, pay, flexible workspaces, use of technology and personal rights. This means that these values are important to them, even beyond management positions.
Honest communication and mentoring
For Generation Z, the title of leader is not enough - they want their leader to be a true mentor who communicates honestly and supports their development.
Debunking the myth: Not everyone wants to be boss
Complex career profiles
Research shows that students expect relational and balanced psychological contract dimensions rather than transactional ones. This means that their career expectations are more complex than rapid promotion.
This is where the role of coaching comes in: While traditional career counselling often takes a one-dimensional approach ("move up the ladder"), the professional coaching helps to reveal individual values, motivations and real goals.
A values-driven career
A systematic review of the literature on the career aspirations of Generation Z shows that this generation takes a more values-oriented approach to their careers.
The benefits of coaching: An experienced coach will help you identify the values that really motivate Generation Z employees and build a career path that is in line with your personality and goals.
What does this mean for employers and individuals?
Preparing for change on the employer side
To future-proof organisations, we need to start identifying and developing younger generations now. But this does not mean that everyone has to become a leader, it means finding ways to harness their unique skills and motivation.
The challenge of individual development
This is where the role of professional coaching becomes crucial. Generation Z members need not just career advice, but support that:
- Helps to clarify their real objectives in the noise of external expectations
- Develops those soft skillsrequired by the modern labour market
- Build a concrete action plan to achieve the desired results
- Provides ongoing feedback and support in the course of development
New approach needed
When working with Generation Z, whether as a leader or as a team member, new competences are needed. Flexibility, technology integration and developing honest communication are all areas where coaching can make a real difference.
Why do you need coaching support now?
The research data clearly show: Generation Z thinks differently about careers than previous generations. This is both an opportunity and a challenge:
The opportunity:
- Building more authentic, value-centred careers
- Achieving a better work-life balance
- Maximising the benefits of technology
The challenge:
- How to find your own way through the stereotypes?
- How to develop the skills that really matter?
- How to build a career that reflects your values?
This is where the role of CoachLab comes in. Our team addresses these challenges and helps you develop strategies to meet the demands of the modern labour market.
Conclusion
The "Generation Z all want to be boss in 5 years" myth is an oversimplification. The reality is much more nuanced:
- A values-driven career: Generation Z members make career decisions based on values, not just position
- Search for balance: Work-life balance and well-being more important than rapid career progression
- Technology-driven expectations: They expect a modern working environment supported by technology
- Mentoring and development: They are looking for continuous learning and development, not necessarily leadership
The successful organisations will be those that understand these differences and are able to create a working environment that meets the real needs of Generation Z - whether in a leadership position or not.
