When we hear the word ageism, most of us picture someone over 40 being passed over for a promotion—or we think about how society undervalues seniors. And yes, those forms of ageism are real, damaging, and still very much alive.
But lately, I’ve been noticing something else.
As someone who works with organizations, adult professionals, and high school students, I see another side of ageism emerging: the kind aimed at young people. Specifically, Generation Z.
Now, it’s not new for older generations to criticize the ones coming up behind them. That’s practically a rite of passage in every era—Boomers rolled their eyes at Gen X, Gen X groaned about Millennials, and now Millennials and Gen X are side-eying Gen Z. That part? Totally normal.
But this moment feels different. It feels more intense. And I think I know why.
Gen Z Was Raised Online—and That Changes Everything
This is the first generation raised entirely in the digital era. Social media, smartphones, YouTube, and instant access aren’t just tools they use—they’re part of the cultural air they breathe. It shapes how they learn, work, connect, communicate, and even see themselves.
They also grew up in a world of instant everything. Streaming shows with no commercials. Watching entire seasons in a weekend. Googling answers instead of flipping through encyclopedias. They’ve rarely had to wait for information, entertainment, or feedback—and that’s not a character flaw. That’s the world we handed them.
So when they enter a workplace that moves slowly, values hierarchy, and expects them to “pay their dues” without clear feedback or purpose, it can feel like a different universe. To them, it is.
That level of difference is deeply unsettling for many leaders, educators, and even parents. We say we value diversity of thought—until that diversity stretches too far from what we know. And Gen Z? For many of us, they feel… well, foreign.
They’re not wrong. They’re not right. They’re just different. And we’re not always comfortable with that much difference.
Leading Gen Z Requires Unlearning—Not Just Teaching
I’ve heard plenty of leaders say, “I don’t know how to lead this generation.” That’s not an uncommon sentiment. Gen Z challenges norms, questions authority, resists traditional power structures, and craves meaning. But here’s the thing: every generation shook up the status quo before them too.
The difference now? Gen Z isn’t being handed a playbook for how to adjust—they’re often being judged for being different. Meanwhile, they are entering the workforce in force—and changing it in the process.
Sources & References • Statista. (2023). World population by generation • USA Facts. (2023). Who is Gen Z? • Visual Capitalist. (2023).Visualizing the Global Population in 2035 by Generation
“In the U.S., Millennials are the largest generational group—followed closely by Gen Z. Globally, Gen Z is already the largest generation, with Millennials second. (Statista)”
Translation? Gen Z is not a passing trend. They are the present and future of work. And yet, so many organizational leaders—Millennials, Gen X, even some Boomers—are struggling to make room for them to thrive. Instead, we label them as entitled, lazy, overly emotional, or disconnected. We forget that Gen Z lived through a global pandemic during some of their most formative years. Many lost out on milestones like graduations, proms, internships, first jobs—and yes, that interruption left a mark. No, they don’t socialize the same way. But they do socialize. No, they don’t crave independence in the same way. But they do want agency and purpose. And let’s not forget: many Gen Zers were raised by parents who wanted to provide what they never had. Parents who protected their kids from struggle, who embraced gentle parenting, and who validated their children’s feelings. So is it any wonder they expect to be heard—and struggle when they aren’t?So… Are We the Problem?
This is where it gets uncomfortable. What if the frustration we feel with Gen Z isn’t really about them—but about us? What if it’s our expectations, our leadership styles, our resistance to change that’s creating the tension? When we dismiss, judge, or belittle an entire generation simply because we don’t understand them or recognize their value, we become the very problem we say we’re trying to solve.“So maybe it’s time we stop asking, “What’s wrong with Gen Z?” and start asking, “What do I need to unlearn so I can lead them better?””
Because until we name the real issue and shift how we engage, the gap will keep growing—and the tensions will keep rising.A Personal Note to Gen Z
Now Gen Z—this doesn’t let you off the hook. Adapting to your environment is a life skill. Your emotions matter. Your ideas matter. Your ways of doing things matter. But they aren’t the only things that matter. You have a responsibility, too—to stretch, to grow, and to find connection across difference. I’m not saying I can change you. But I can change myself. I can be more curious. I can listen better. I can lead differently. Because at the end of the day, a leader’s most important job is to develop future leaders. If I can develop you… I validate myself as a leader. Let’s meet in the middle.Sources & References • Statista. (2023). World population by generation • USA Facts. (2023). Who is Gen Z? • Visual Capitalist. (2023).Visualizing the Global Population in 2035 by Generation
