There’s a storm at our gates and it’s not the kind that destroys. It’s the kind that demands reinvention. The kind that questions stale systems, dismantles corporate hypocrisy, and refuses to be boxed into outdated models. It’s the Gen Z economy, and whether you embrace it or ignore it, it’s coming for your boardroom, your market share, and your legacy.
You’ve probably said it or heard the following statements on repeat – “Gen Zs don’t have work ethic or “Gen Zs are too sensitive” or “Gen Zs want CEO pay on intern discipline” or “Gen Zs hop from one job to the other like they’re swiping Tinder.”
Pause. Now breathe. Because that noise, that irritation, that resistance you feel, is not Gen Z’s fault. It’s your invitation to evolve.
This is the first generation raised fully on the internet, forged in an era of global instability, trained by YouTube before school even began, and mobilized by causes, not just salaries. They don’t just want a job. They want purpose, power, pace, and peace. They want to be heard, not banded like a herd.
They are digital natives, raised in a world of hashtags, cancel culture, innovation sprints, remote work, and rapid reinvention. They’ve seen economies collapse, watched their parents get laid off, and have little interest in climbing outdated corporate ladders when they can build their own platforms. But they’re not entitled. They’re exacting. And if you meet their fire with vision instead of vexation, you will unleash a powerhouse generation.
This isn’t just about employee engagement. It’s about economic survival. Any leader, CEO, founder, or policymaker who fails to unlock the Gen Z economy will soon be outpaced by those who do.
I have curated these commandments as a guide to support leadership reinvention and evolution as we seek to enagage this powerhouse generation for meaningful and visible impact.
COMMANDMENT 1: Thou Shall Mentor, Not Moan
The first and most urgent rule in the new economic order is this – If you’re complaining more than you’re coaching, you are the problem, not the solution. If you spend more time complaining about Gen Z’s “attitude” than investing in their altitude, you’ve already missed the plot.
They don’t need lectures, they need leaders who listen and guide. Gen Z don’t need condescension, they need connection.
Many leaders grew up in authoritarian environments where fear was mistaken for discipline and silence was mistaken for respect. That won’t work anymore. Gen Zs are raised to ask questions, challenge norms, and seek meaning in what they do. They will not bend to hierarchy if that hierarchy is hollow. Instead of seeing their resistance as rebellion, see it as a call for real leadership.
They crave mentorship that’s conversational, not dictatorial. They value leaders who admit what they don’t know and share what they do. They’re looking for coaches, not commanders; partners in purpose, not prison guards.
One of my Coaching Clients is the CEO of a media company based in Lagos. He once had a 24-year-old intern. Instead of confining her to administrative work, he invited her to shadow him in creative meetings. He answered her questions. Gave her books to read. Encouraged her to fail fast and share ideas. Nine months later, the intern was heading their entire digital content division—and driving 30% of the company’s revenue. That’s what happens when you lead by developing, not directing.
Now imagine what would have happened if she had been ignored, dismissed, or micromanaged into oblivion. The company would have lost revenue, relevance, and a rising star.
You can’t drag Gen Z into greatness—they have to be led there by example. Don’t just tell Gen Z what to do—show them who they can become. Your greatest legacy might not be what you build, but who you build.
To unleash the greatness of these amazing young people, we must build a structured mentorship pipeline across your organization with clear objectives, feedback loops, and learning metrics. Don’t leave development to chance.
COMMANDMENT 2: Thou Shall Build Capacity, Not Just KPIs
I know that often, leaders want results, but are you building resilience, resourcefulness, and relevance?
You want world-class results, but are you building world-ready talent? You obsess over quarterly numbers, but are you sowing daily growth? You demand peak performance, but what have you deposited into the people?
Gen Zs crave development. Not just tasks, they want transformation. But if your only training tool is “watch how I do it,” don’t expect world-class results.
From my engagement with hundreds of them, GenZs are not allergic to excellence. Rather, they’re allergic to empty metrics. Yes KPIs are necessary, but they must be undergirded by real skills, relevant knowledge, and resilient thinking. Don’t just ask for productivity. Build people who produce with passion and precision.
You can’t microwave mastery. Gen Z wants tools, not just tasks. They want learning pathways, not just performance checklists. Your job as a leader job is not to squeeze results out of them, it’s to equip them so well that results become natural byproducts of their growth.
Gen Zs thrive when you invest in their whole self i.e. technical upskilling, emotional intelligence, communication finesse, innovation thinking, and personal leadership.
Last year, one of TPP honourees reached out to us. Her company was struggling with Gen Z turnover where young hires would join, get overwhelmed, and exit within weeks. Instead of enforcing stricter rules, we worked with them to implement a 4-week capacity-building bootcamp with structured learning journeys that cover technical skills, leadership development, and market innovation tailored to Gen Z learning styles. They used gamified simulations, peer coaching, feedback loops, and storytelling-based instruction. Attrition dropped by 60%. Revenue per employee rose. And Gen Zs began referring other top talents to the firm. One participant even went on to design a digital wallet that gained 10,000+ users in its first month.
That’s what happens when you invest in GenZs before you inspect their work and expect excellent performance. Evidence shows that when you build their capacity, they will build your company.
COMMANDMENT 3: Thou Shall Inspire, Not Intimidate
Command-and-control is dead. Influencing and inspiring is the new workplace currency.
You can’t motivate Gen Z with threats of “HR reports.” They’re more afraid of irrelevance than reprimand. Inspire them by painting a vision bigger than themselves.
Gone are the days when leadership was defined by fear, formality, and firm voices in corner offices. In this new world of work, intimidation breeds indifference, and inspiration sparks initiative. Gen Zs don’t respond to power plays—they respond to purpose.
They are not impressed by titles; they’re moved by truth. They are not swayed by status; they are stirred by stories. You can’t bark them into brilliance. You must breathe vision into their veins and light up their minds with a sense of possibility.
Gen Z isn’t resisting authority—they are simply refusing to follow those who lack authenticity. They want to be part of something bigger than profit. When they know the “why,” they will run with the “what.” Your vision must not just be smart—it must be stirring.
I met a hospitality CEO in Mombasa, Kenya who faced resistance from a group of Gen Z staff who seemed too relaxed about customer service standards. Instead of enforcing rules with cold threats, I encouraged her to share the big picture with the team. She gathered the team, shared the long-term expansion plan, and highlighted how customer satisfaction today would impact career opportunities tomorrow. Then, she invited the Gen Z staff to co-create a youth-focused guest experience campaign. The energy shifted. They felt seen. They designed innovative social media content, created Gen Z-targeted welcome kits, and even ran themed weekend takeover events. Within two months, bookings from young travelers jumped by 35%.
Gra gra doesn’t work for GenZ. When they are inspired, they take ownership. When they’re intimidated, they retreat. So, develop internal vision-casting rituals like weekly shoutouts, storytelling sessions, and open-floor brainstorms where you share goals and Gen Zs share ideas.
Next Steps
If you need help implementing a capacity developing bootcamp tailored to Gen Z learning styles, contact us on +2347026668008 or hello@abiolachamp.com
Let’s work with you to unleash the GenZ power in your organization.
We will continue with the with Commandment #4 next week.
About Dr. Abiola Salami
Dr. Abiola Salami is the Convener of Dr Abiola Salami International Leadership Bootcamp ; The Peak PerformerTM Festival Made4More Accelerator Program and The New Year Kickoff Summit. He is the Principal Performance Strategist at CHAMP – a full scale professional services firm trusted by high performing business leaders for providing Executive Coaching, Workforce Development & Advisory Services to improve performance. You can reach his team on hello@abiolachamp.com and connect with him @abiolachamp on all social media platforms.
