Generation Z, currently occupying their first leadership 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 25 and 29 years, they are naturally adaptable, connected and demand more than previous generations: authenticity, transparency and purpose. Для підприємств, understanding how to shape and train these new leaders is a crucial issue, pois a forma como esses jovens serão preparados pode impactar diretamente no sucesso organizacional e no futuro do trabalho. Generation Z has arrived with a set of distinctive characteristics that can be extremely advantageous for companies. One of the greatest assets 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 take on leadership roles. Among the reasons are lack of practical experience and interpersonal skills, que são cruciais para o sucesso em posições de alta responsabilidade. Preparing this new generation of leaders requires a balance between urgency and maturity
The HR teams perform, therefore, a vital role in integrating Generation Z into the labor market and organizational culture. Training sessions that are dynamic and personalized, focusing on continuous learning is a trend. To generate engagement, certainly the conventional will not work. Metodologies 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 pay special attention to the development of soft skills, with an emphasis on communication, levels of maturity, feedbacks et plans de développement individuel (PDI)
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, aprendan a tomar decisiones estratégicas y desarrollen habilidades interpersonales esenciales para el liderazgo
A integração geracional, inclusive, can significantly accelerate the learning process and the development of a collaborative environment. However, if ignored, impactos negativos fatalmente aparecerán. Another study, ofHarvard Business Review, revealed that 63% of generational differences 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 straightforward 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, que incluem ainda a dificuldade em lidar com conflitos presenciais ou conversas complexas, 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 your differences and strengthening each other. The future of leadership has already begun. The question is: how are companies preparing for this transformation
