The young leaders in your organization

“They are so fragile.”

“They do not have tenacity.”

“They want instant success.”

And here is the familiar complaint across all generations of workers shelved out by the older ones: “They feel so “entitled.”

Do the lines and expressions seem familiar? You bet they are.

While some Baby Boomer and Gen-X leaders may quickly point out Gen Z’s and younger millennials’ perceived shortcomings, it’s essential to recognize the immense value that young leaders can offer. As someone who has had the privilege of training leaders of all generations, I have witnessed firsthand the impact they can make. It’s time to debunk the misconceptions and embrace the unique strengths of young leaders.

Here are eight things they get right and what you miss out on by overlooking them:

1. Young leaders exude enthusiasm and optimism, which can be harder to find in leaders over 40. Their natural optimism is refreshing and contagious, fueling their drive to make a difference. Having a team member who believes they can change the world brings renewed energy and motivation to the workplace.

2. Growing up in a different cultural landscape gives younger leaders a unique perspective that older leaders may need help to grasp. By having young leaders around the table, you gain valuable insights into what resonates with the emerging generation. Their voices help bridge the generation gap and foster connections with younger audiences. To connect with the next generation, having representatives from that generation within your team is irreplaceable.

3. Young leaders, who are still figuring out how the world works, possess a remarkable ability to ask thought-provoking questions and challenge deeply ingrained assumptions. Compared to older leaders who have settled into the status quo, younger leaders have yet to make peace with it. Embracing their fresh perspectives is crucial to avoiding complacency and remaining relevant. Embrace the discomfort of having your assumptions challenged because it ultimately leads to growth.

4. First, let us get one thing straight: Youth is not synonymous with inexperience. Many young leaders possess a remarkable capacity to learn and adapt swiftly. With the proper guidance and motivation, a 21-year-old can evolve from being good to becoming great in just a few years. Countless examples exist of young founders and CEOs who have revolutionized industries and changed the world. Be cautious not to underestimate the potential of young leaders, as history has repeatedly proven that age is not a barrier to success.

5. While older generations may pride themselves on their technological prowess, the truth is that young leaders are the true digital natives. They effortlessly navigate the digital landscape and deeply understand emerging technologies. Having young leaders who are not only digital natives but also cultural natives on your team gives you a distinct advantage in connecting with the next generation. Embrace their expertise to drive innovation and impact.

Building a solid succession plan is essential for any organization’s long-term success and relevance. By including leaders who are significantly younger than you, you ensure a smooth transition of leadership and fresh perspectives for the future. Succession planning is critical in both the corporate world and other spheres. Remember that success lies in ensuring that what started with you continues beyond your tenure.

6. Younger generations seek purpose and meaning in their work, driving them to make a difference in the world. Aligning with a larger mission is essential for attracting and retaining young leaders. They deeply connect to an organization’s mission, vision, and values and are passionate promoters of causes they believe in. While monetary rewards are significant, many young leaders prioritize mission over money. Embrace their desire to create an impact, and you’ll witness a powerful alignment that benefits everyone involved.

7. Creating a healthy workplace culture has become non-negotiable, and young leaders are leading the charge in demanding change. Toxic cultures that breed dysfunction and unhappiness drive away talented individuals. By adding more young leaders to your team, you can accelerate the improvement of your culture. They bring fresh perspectives, new ideas, and a deep desire for a positive and empowering environment. It’s time to shed toxic cultures and embrace the changes necessary for growth.

8. The older generation leaders and the young leaders must be trained and retrained. Train the experienced ones to upskill, upgrade and update their leadership skills with particular emphasis on dealing with the younger generations. In contrast, the younger ones should be trained in values, attitudes, and personal growth development.

The next generation of leaders is ready to make their mark. Are you prepared to welcome them?

(Francis Kong’s podcast “Inspiring Excellence” is now available on Spotify, Apple, Google, or other podcast streaming platforms.)