Generation Z, currently occupying its leading positions in the job market, is breaking barriers and challenging traditional organizational norms. Raised in an environment of rapid technological changes, these young leaders, today between your 25th and 29th years, are naturally adaptable, connected and demand more than previous generations: authenticity, transparency and purpose. For companies, understanding how to shape and train these new leaders is a crucial issue, because the way these young people are prepared can directly impact organizational success and the future of work. Generation Z has arrived with a set of distinctive characteristics that can be extremely advantageous for companies. One of the biggest strengths of this generation is its innate ability to handle technology. Digital natives, they grew up with mobile devices and social networks, and have a close relationship with digital tools that facilitate communication, the most efficient management and collaboration
On the other hand, the researchEsperanças e Medos da Força de Trabalho, from PwC, 35% of Generation Z professionals state they do not feel prepared to assume leadership roles. Among the reasons are lack of practical experience and interpersonal skills, that are crucial for success in high-responsibility positions. Preparing this new generation of leaders requires a balance between urgency and maturity
HR teams perform, therefore, an essential role in integrating Generation Z into the labor market and organizational culture. Dynamic and personalized training, with a focus on continuous learning are a trend. To generate engagement, certainly the conventional one will not work. Methodologies such as gamification and practical dynamics help bring the theoretical field into the corporate reality. More than the transfer of technical knowledge, we need to give special attention to the development of soft skills, with an emphasis on communication, maturity levels, feedback and individual development plans (IDP)
According to the reportFuture of Work 2025from the World Economic Forum, the most effective strategies to accelerate the professional maturity of Generation Z include intergenerational mentoring and job rotation. This allows these professionals to gain practical experience, Learn to make strategic decisions and develop essential interpersonal skills for leadership
The generational integration, inclusive, can greatly accelerate the learning process and the building of a collaborative environment. However, if ignored, deadly negative impacts will appear. Another study, andHarvard Business Review, It revealed that 63% of the differences between generations in the corporate environment are in communication styles and 57% in professional growth expectations. Respect for leadership no longer comes solely from the position, but only the impact, coherence and purpose conveyed by the leader
If the path to maturity in a management position was not easy for the Boomers, X and Y, why would it be for Generation Z? Companies need to be aware of the specific challenges of this age group, which also include the difficulty in dealing with face-to-face conflicts or complex conversations, the lack of patience for slow and bureaucratic processes, and the challenge of managing multigenerational teams. Each generation has its own way of working, and leading a diverse team can be a challenging task without proper preparation
Being attentive to these changes, The HR department is not limited to being an administrative support, but it becomes a strategic catalyst, preparing Generation Z professionals for leadership roles with confidence and significant business impact. We should be facilitators of this process. Our role is not just to recruit and train, but create an environment where different generations can develop together, learning from their differences and strengthening each other. The future of leadership has already begun. The question is: how are companies preparing for this transformation
