The Leadership Void Is Real ... And Gen Z Might Be the Answer, Not the Problem

The leadership void is real—and Gen Z might be the answer, not the problem. But only if companies are willing to invest in the kind of culture, coaching, and clarity that makes leadership worth pursuing.

According to Deloitte’s 2025 Gen Z and Millennial Survey, only 6% of Gen Z workers aspire to leadership roles. That should stop every business owner and executive in their tracks.

This isn’t just a generational preference; it’s a looming leadership crisis.

If your future leaders aren’t raising their hands, who will set direction, motivate teams, or carry the business forward? Without a leadership pipeline, succession becomes guesswork, and sustained performance becomes a gamble.

But here’s the good news: Gen Z isn’t the problem. They’re the opportunity.

Rethinking Growth: Gen Z Isn’t Opting Out—They’re Seeking Something Different

Deloitte’s global survey of 23,000 young professionals paints a clear picture: Gen Z is deeply invested in growth—they’re just not chasing it the same way older generations did.

• 70% work on skill development weekly or more

• 67% do so outside of working hours

• They prioritize empathy, communication, leadership—and AI literacy, with 80% believing it’s a critical future skill

Rather than climbing the traditional ladder, they’re navigating a web of experiences, values, and personal reinvention. But their hesitation to lead isn’t due to apathy - it’s often due to what they’ve seen.

Many grew up watching leadership modeled poorly: burnout, empty titles, layoffs, and work cultures that don’t align with their values. To Gen Z, leadership doesn’t look like opportunity, it looks like sacrifice.

So how do we change that?

A New Model for a New Generation: Why CAR Leadership Works

If we want to inspire Gen Z to lead, we need to show them that leadership today isn’t about hierarchy. Instead, it’s about connection, appreciation, and recognition.

That’s why I developed the CAR Model—a simple, trust-based framework for human-centered leadership that delivers results without burning people out.

Here’s how it works:

1. C – Connect

   People need to feel seen and heard. A quick, intentional check-in with no agenda builds trust and psychological safety—two foundations of strong performance.

2. A – Appreciate

   Gratitude fuels engagement. Saying “thank you” early and often may seem simple, but research shows it dramatically improves loyalty and productivity.

3. R – Recognize

   Publicly celebrate wins, especially the quiet ones. When people know their contributions matter, their motivation soars.

The CAR Model helps leaders at all levels foster belonging, build trust, and create clarity—three things Gen Z craves and organizations desperately need. And when implemented well, it unlocks discretionary effort and drives sustainable performance.

Coaching: The Bridge Between Potential and Performance

But tools alone aren’t enough. To truly empower the next generation, leaders must pair systems with support and that’s where individual and team coaching comes in.

Coaching gives emerging talent and teams:

• Clarity on their strengths and goals

• Confidence to take on stretch assignments

• A sense of ownership in shaping their career path

For organizations, it’s one of the most cost-effective ways to retain and develop key talent. Coaching accelerates readiness, reduces turnover, and shows your team you’re invested in their future.

Want Gen Z to stay and step up? Help them grow.

Stop Underestimating Gen Z—Start Unlocking Their Strengths

Despite the stereotypes, Gen Z brings immense value to the workplace:

• They’re tech-savvy, adaptable, and AI-ready

• They’re values-driven and expect authenticity from leadership

• They crave feedback and take ownership of their development

They’re not looking for a handout; they’re looking for a workplace that sees them as more than just a cost center. When you tap into their potential, the results are game-changing.

The leadership void is real—and Gen Z might be the answer, not the problem. But only if companies are willing to invest in the kind of culture, coaching, and clarity that makes leadership worth pursuing.

They need to see that leadership is something worth wanting—not something to avoid.

Succession Starts Now—Not Later

This post isn’t just about culture or engagement… it’s about business continuity too.

Ask yourself:

• Who will lead when you're ready to step away?

• What happens if no one internal wants the job?

• Can you afford the cost, time and risk of always hiring from the outside?

The earlier you begin preparing your internal talent, the more secure and valuable your business becomes. If you’re not investing in your leadership pipeline, you’re not protecting your legacy.

So, What Can You Do Today?

Here’s how to move from reacting to leading:

✅ Reframe leadership as a path to purpose—not pressure

✅ Equip managers with the CAR Model to foster trust and clarity

✅ Make leadership development part of your brand—Gen Z notices

✅ Invest in coaching to support and retain high-potential talent

✅ Start now—the bench doesn’t build itself

Bottom Line: Gen Z Doesn’t Lack Drive—They Lack Reasons to Stay

Gen Z isn’t lazy. They’re learners. They’re loyal when invested in. And they’re watching closely to see whether leadership in your company is worth aspiring to.

If you want to attract, retain, and grow your next generation of leaders, show them a future they can believe in—and give them the tools to help build it.

Want to turn your rising stars into confident, capable leaders? Get in touch with Catalyst Point Leadership Advisors to learn how coaching and the CAR Model can help you build a leadership bench ready to drive long-term performance.