Brown & Brown

The other day, I had a short but unexpectedly enlightening conversation with my son—a young adult currently navigating the winding road toward a career. Like many his age, he's trying to figure out what he wants to do, how to make enough money to cover his expenses, and what kind of future he wants to build. He’s a hard worker with a surprisingly strong work ethic for someone early in his professional journey. We’ve talked often about the frustration that comes with working alongside people who don’t share that same drive, especially when they naturally lean into an entrepreneurial mindset.

But this particular conversation shifted. We started talking about leadership, specifically the kind of leader he wants to work for.

He said something that stopped me in my tracks:

“Why would I work for someone who can’t mentor me in the direction I want to go?”

Not just “a boss who’s nice” or “someone who respects me.” He was seriously evaluating whether a supervisor could mentor him toward the future he envisions for himself. And if they couldn’t? He saw no reason to take the side-gig.

A Generational Shift in Expectations

At his age, I too was career-driven. I worked hard, took initiative, and wanted to “move up.” But never—not once—did I ask myself whether my leader could mentor me into becoming the person I aspired to be. It simply wasn’t a question I was taught to ask.

Yet here he is, asking it instinctively. And he’s not alone.

Many people are quick to criticize Generation Z. The headlines recycle the same tired refrains: they’re lazy, addicted to screens, entitled or unrealistic. But every generation has had similar accusations thrown its way.

“Generation Z doesn’t lack work ethic—they’re just not interested in performing for the sake of performance. They want purpose. They want people of substance around them. They want mentorship. And they aren’t shy about asking for it—or walking away when it isn’t there”

What I see is something different. Generation Z doesn’t lack work ethic—they’re just not interested in performing for the sake of performance. They want purpose. They want people of substance around them. They want mentorship. And they aren’t shy about asking for it—or walking away when it isn’t there.

Mentorship Over Management

To Gen Z, a job is more than a paycheck. It’s a learning lab. A stepping stone. A proving ground. They’re not content to wait five years to be noticed or move forward. They want guidance, feedback, and growth now—and they want it from people they respect.

And that makes sense when you think about the world they’ve grown up in:

• Information has always been at their fingertips. They’re used to Googling everything. So, if they’re going to spend time learning from a leader, that leader better offer something more than what YouTube can.

• Connection matters. This is a generation raised amid global crises, political unrest, and social disconnection. They crave authenticity and trust. They can smell a performative manager from a mile away.

• They value alignment. If their personal values and professional goals aren’t supported by their workplace, they’ll move on. Quietly. Swiftly.

The Challenge—and the Opportunity—for Leaders

This isn’t about coddling or pandering. It’s about leading differently. We raised this generation to think critically, ask questions, and be bold. Now we’re seeing the results—and it’s our job to respond.

Here’s what that could look like:

• Get clear on your mentorship mindset. Are you just delegating tasks, or are you developing people?

• Share your own growth journey. Gen Z wants to know who you are, not just what you do.

• Be curious about their goals. Not everyone wants to follow your path—and that’s okay.

• Make space for purpose. Help them connect the dots between today’s work and tomorrow’s impact.

Let’s Be the Leaders They’re Looking For

We can’t afford to brush this off. This generation will soon lead our companies, our communities, and our country. If we want them to be ready, we must be ready for them.

Here’s my challenge to fellow leaders, managers and mentors:

Let’s stop asking, “Why don’t they want to work like we did?”

And start asking, “How can I help them grow into the people and leaders they’re meant to be?”

Because if we don’t, someone else will—and we’ll miss the chance to shape a generation that just might surprise us all.