Last week, we started a conversation where we shared 3 out of the 10 commandments I curated as a guide to support leadership reinvention and evolution as we seek to enagage this powerhouse generation for meaningful and visible impact. The three commandments for last week are: Commandment 1: Thou Shall Mentor, Not Moan | Commandment 2: Thou Shall Build Capacity, Not Just KPIs | Commandment 3: Thou Shall Inspire, Not Intimidate | Commandment 4: Thou Shall Not Compare Eras | Commandment 5: Thou Shall Co-Create Culture | Commandment 6: Thou Shall Offer Purpose, Not Just Pay
COMMANDMENT 7: Thou Shall Respect Their Mental Space
Mental health is not a Gen Z excuse; it’s a global workplace necessity. But too many leaders still act like burnout is a badge of honor, and emotional exhaustion is a rite of passage. In the Gen Z economy, that mindset is a one-way ticket to irrelevance.
If your work culture rewards burnout and punishes boundaries, don’t call Gen Z “weak” for protecting their peace.
This generation grew up in a whirlwind of crises such as COVID-19, climate change, social unrest, and economic uncertainty. Their nervous systems are wired to detect emotional dissonance, and they won’t hesitate to walk away from jobs that feel like mental war zones. If you treat mental well-being as “extra,” don’t be surprised when they treat your company as optional.
Work-life balance isn’t soft. It’s smart. Respecting mental boundaries isn’t coddling, it’s cultivating long-term creativity, resilience, and performance. When Gen Z feels emotionally safe, their minds open up to innovation, collaboration, and loyalty.
A Nigerian media company noticed that deadlines were becoming a source of silent anxiety for their Gen Z staff. Instead of cracking down harder, the leadership introduced “Mental Clarity Mondays.” No meetings. No intense reviews. Just strategic planning, goal-setting, and solo work time. They also introduced monthly “Rest and Reset” days, optional therapy stipends, and emotion-driven check-in circles. Within 3 months, productivity rose midweek by 38%, and creative submissions hit record highs.
Respecting mental space isn’t about reducing expectations. It’s about removing unnecessary chaos that blocks brilliance. Embed mental wellness KPIs in your leadership framework to track burnout rates, mental health leave uptake, and psychological safety through confidential surveys.
COMMANDMENT 8: Thou Shall Leverage Their Digital Fluency
Gen Zs are not addicted to tech; they’re fluent in its language. And that’s an asset.
Rather than banning phones or frowning at memes, harness their tools. Let them teach you.
Stop treating Gen Z’s screen time like a sin. What you see as “scrolling,” they see as scanning for signals, studying behavior, and staying relevant in a world that updates faster than you can finish a strategy deck.
Gen Zs are not just digital natives they are digital navigators. From viral trends to algorithmic shifts, from AI tools to blockchain, they are often three steps ahead of your IT department. But here’s the twist: if you stifle their innovation, you short-circuit your future.
They don’t want to be told to “put the phone away.” They want to be asked, “How can we use this better?” When you lean into their tech fluency, you tap into real-time relevance. Instead of making them adapt to rigid systems, invite them to refine those systems with tech-enhanced ideas.
A CEO noticed that his Gen Z team spent a lot of time on Notion, Canva, and TikTok. Instead of reprimanding them, he gave them two hours a week to run an “Efficiency Hack” lab. The team identified 7 automation tools, including Zapier integrations and ChatGPT workflows, that saved the company 400 hours of admin time every quarter. One Gen Z associate even developed an internal dashboard that leadership later licensed to a partner company.
Digital fluency isn’t a distraction, it’s a competitive advantage waiting to be activated. When you empower them to automate, you accelerate. Their fluency in tech is not rebellion. It is relevance. Use it, and watch your company evolve.
COMMANDMENT 9: Thou Shall Recognize and Reward Loudly
Gen Z is not shy—they crave clear, public recognition for their input. Not to boast, but to belong.
Celebrate progress visibly and vibrantly!
In the Gen Z economy, recognition is currency. Not the fake, generic “good job” kind. Not the once-a-year awards dinner either. We’re talking about real-time, relevant, and visible acknowledgment that makes them feel seen, celebrated, and significant.
Gen Z grew up in an age of likes, shares, retweets, and public feedback. They’re not addicted to validation—they’re accustomed to being noticed. They want to know when they’ve done well, and they want to hear it out loud. In a world of constant digital feedback, silence feels like failure.
This is not vanity. This is wiring. When you give genuine, well-timed recognition, you build confidence, loyalty, and creative firepower. When you stay silent, you plant doubt—and doubt slows performance.
A logistics company in Ibadan had brilliant Gen Z operations staff who rarely spoke up or stepped forward. So, leadership initiated a “Gamechanger of the Month” campaign. The spotlight was shared on LinkedIn, with a story about each honoree’s specific contribution. Not only did this increase internal morale and initiative, but it also attracted new Gen Z applicants who said, “I want to work in a place that celebrates people like that.”
Recognition created internal momentum and external magnetism. It’s not about ego, it’s about energy. When you demonstrate that you see them, they soar. You don’t need a trophy to make someone feel valuable. You just need truth spoken boldly and often.
COMMANDMENT 10: Thou Shall Be the Leader They Want to Become
Gen Z doesn’t just follow instructions—they follow examples. You are their case study, their proof of what leadership can look like. Therefore, don’t just demand excellence, demonstrate it.
Every email you send. Every decision you make. Every meeting you hold. Gen Z is watching you. They’re learning. They’re either saying “Yes, I want to be like this leader” or “If this is leadership, I’ll pass.” You are not just managing them—you are mentoring them in motion.
If you want to attract giants, be one. If you want loyalty, model leadership worth following.
If you cut corners, gossip, or play politics, you’re giving them permission to do the same. If you apologize when wrong, show empathy, and deliver results with humility, you’re planting seeds of integrity and inspiration. You become their mirror—and mirrors either magnify or distort.
I was on a flight with the Regional Director of a pan-African telecoms firm who told me he made it a habit to send out weekly 5-minute voice notes titled “What I’m Learning as a Leader.” He would reflect on tough conversations, failed decisions, unexpected wins, and human moments. Gen Z staff began quoting him in strategy meetings. They asked more questions. They took more initiative. Why? Because they saw a leader learning out loud.
Leadership isn’t about being perfect. It’s about being principled, present, and progressive. You are their mirror. Reflect excellence. The legacy you leave won’t be the buildings you construct—but the humans you’ve helped build.
Conclusion
You don’t “manage” Gen Z. You multiply them. You don’t “fix” Gen Z. You focus them. You don’t “tolerate” Gen Z. You trust them.
They are the most connected, conscious, and creative generation ever. But it will take visionary leaders (not reactive traditional manager style leadership) to unlock their full power.
This is your chance. Not to complain, but to coach. Not to resist, but to reinvent. Not to fight change, but to forge the future together with the GenZs on your team.
You’ve read the commandments. Now look again—this wasn’t just about Gen Z. This was about you. Your capacity to evolve. Your willingness to lead differently. Your courage to abandon outdated scripts and embrace the new playbook.
These are not just commandments. They are compasses. Use them, and you won’t just lead Gen Z, you’ll lead your industry into the future.
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.
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.
