How Gen Z Can Step Into Their First Leadership Role
As we step into 2025, Gen Z is no longer just entering the workforce—they’re stepping up as leaders. According to a recent Glassdoor report, Gen Z will make up one in 10 managers in 2025. It’s becoming increasingly common to see them in roles like PIC, assistant manager, and even head of division for those who’ve demonstrated their capabilities early on.
This shift isn’t just about generational timing, it reflects a new approach to leadership. Raised in an era shaped by rapid tech evolution and multimedia trends, Gen Z brings agility, creative thinking, and a fresh lens to problem-solving. They possess qualities that challenge the status quo in today’s landscape where industries are being redefined in real-time.
So what can we learn from them? Whether you’re Gen Z yourself or from another generation looking to earn your first leadership role, there’s plenty to take away from this new wave of leaders. Here are some actionable lessons to help you step confidently into your own leadership journey.
Read: I'm Grateful Gen Z is Redefining How They Work
1. Embrace the Learning Curve
Gen Z isn’t afraid to admit they don’t know everything—and that’s a strength. They ask questions, listen actively, and seek mentorship early in their journey. For them, leadership isn’t about being the smartest person in the room, but about having the curiosity to learn and the humility to grow. They understand that diverse perspectives often lead to the brightest ideas.
Having grown up in a digital world, Gen Z also values autonomy in their learning. They’re resourceful, quick to explore new tools, and proactive in upskilling themselves—whether through online courses, social media, or peer communities. This self-driven approach helps them adapt quickly and stay ahead in fast-changing environments.
2. Cultivate Respect Without Commanding it
Most of the time, credibility doesn’t come from a title. One approach we can learn from Gen Z is their focus on leading by example. Many start with self-leadership: showing up prepared, following through on responsibilities, and acknowledging the efforts of others.
Rather than trying to assert control, Gen Z aims to be approachable and collaborative. They understand that respect is earned through consistent, everyday actions. Over time, it’s these habits that naturally build trust and influence.
3. Set the Culture Early
In multigenerational teams, Gen Z is often the one willing to speak up when something isn’t working. But they aren’t looking for someone to blame. They’re more likely to highlight underlying issues in the system or workflow that led to the problem.
They value psychological safety and understand how important it is for everyone to be heard. This mindset creates space for open conversations, where feedback is not only welcomed but seen as essential for growth. Whether they’re giving or receiving feedback, empathy plays a fundamental role. They’re mindful of tone, timing, and context—knowing that honest feedback lands better when it comes with care and respect.
By encouraging honest dialogue and creating space for others to contribute ideas or raise concerns, Gen Z helps build a healthier, more supportive team culture.
4. Manage Up, Not Just Down
More often than not, we face the challenge of working with a busy manager. While not every issue can be solved within the team, getting leadership support isn’t always easy either. Recognising that their leaders don’t have the bandwidth to track every detail, Gen Z professionals make it a necessity to understand their boss’s priorities and communication style.
Instead of waiting to be asked, Gen Z keeps their leaders informed, communicate needs clearly, and brings potential solutions. It’s a proactive approach that builds trust and helps things move forward, without adding to the noise.
5. Stay Grounded in Purpose
Finally, what brings everything together in Gen Z’s approach to work is their strong sense of purpose. For them, work isn’t just about completing tasks—they’re far less likely to stay engaged if it feels meaningless. It’s about aligning their efforts with something that matters, whether that’s driving social impact, sparking innovation, or contribution to people’s growth.
Knowing the “why” behind their work keeps them focused when challenges arise. This sense of purpose not only fuels their personal growth but also elevates the teams they’re part of. When purpose is clear, performance becomes a shared outcome.
Conclusion
As Gen Z steps into more leadership positions, their approach reflects broader changes in how leadership is understood today. Their focus on continuous learning, psychological safety, and purpose-driven work signals a shift away from traditional top-down models to more adaptive and inclusive styles. While no single generation has all the answers, recognising these patterns offers each individual an opportunity to redefine leadership on their terms and carry that mindset into their daily work.
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Anggie is the English editor at Leaderonomics, where creating content is an integral part of her daily work. She is never without her trusty companion: a steaming cup of green tea or iced latte.
