The Leadership Imperative- How To Attract and Retain Gen Zs

We are entering a new era of leadership. Generation Z – born between 1996 and 2012 – is the latest generation to enter the workforce. They are projected to make up 27% of the workforce by 2025. They are like no other generation that has come before them. They are the first generation to grow up in the digital age. The jury is still out, but there is one thing for sure, your business future depends on this generation. You must change how you manage and lead to attract and retain Gen Zs.

Here is what the research conducted by Deyan Georgiev, Beresford Research, Forbes and Extreme Research is telling us.

Connecting: Most Gen Zs see diversity as a significant factor in choosing a job. Employers should focus on inclusivity to tap into this future workforce. They want a job that will impact the world and work for an organization that believes in and shares their values. The virtual space has become convenient for hanging out with friends and family. To this generation – social media is a way of life. Gen Zs are interested in working in a place that allows fun, friendships and life-enriching activities. Is your organization a fun place to work? Having fun at work can lead to creativity, increased productivity, better decision making and collaborative teams. To attract and retain Gen Zs, you must make them feel welcomed and treat them like family.

Communicating: Smartphones are a natural extension of Gen Zs. As many as 98% of all Generation Zs own a smartphone. Fifty-five percent are on their smartphones for up to ten hours a day. They consider social media a valuable workplace tool. Fifty-one percent still prefer face-to-face communication, which explains why Zoom, Tik Tok and Teams have become popular ways of interacting. They don’t read traditional newspapers; they like to get their information online. To attract and retain Gen Zs, you need to be tech-savvy and comfortable communicating in a virtual world.

Educating: Gen Z is the most educated generation. However, because they rely on technology, they lack the soft social skills of previous generations. The good news is they are eager to learn how to communicate and interact face-to-face, resolve conflict, problem solve and learn how to work in a team environment. You must create an environment that is conducive to learning. They are comfortable learning online or watching an instructional video. To attract and retain Gen Zs, you must teach them the skills they lack.

Delegating: It is essential to provide opportunities to learn and grow. Still, Gen Zs lack the experience and self-confidence of previous generations, so you need to teach them how to perform a task. If the student didn’t learn, the teacher never taught. Give them autonomy and ongoing support once they’ve learned how to complete the job. You must learn to delegate and give up control. If you don’t delegate effectively, you rob Gen Zs of their growth opportunities. Upward mobility is important to them. To attract and retain Gen Zs, you must provide a path forward.

Copyright (c) 2022. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. To find out what Brian can do for you and your organization, visit or email

We Need Leaders Who We Can Trust & Believe In

What does it say about the world we live in when we question the honesty and integrity of the people in leadership positions both in government and the private sector? What does it say about the world we live in when governments need to pass laws requiring Chief Executive Officers and Chief Financial Officers of Corporations to sign off on their company’s financial results? And if found to be false, they can face criminal prosecution. Now – more than ever, we need leaders who we can trust and believe in.

Worth Remembering … “Leaders walk their talk; in true leaders, there is no gap between the theories they espouse, and their practice.” – Warren Bennis

What does it say about a leader if they behave one way in public and behave a different way behind closed doors? Does that mean there are two kinds of ethics: business and personal? If there are two kinds of ethics, does that mean it’s ok to lie, cheat and con your customers and employees, but not your family and friends? At times, it must get confusing for leaders to remember what hat they’re supposed to be wearing.

Worth Remembering … “In organizations where people trust and believe in each other, they don’t get into regulating and coercing behaviours. They don’t need a policy for every mistake. People in these trusting environments respond with enormous commitment and creativity.” – Walter Wriston.

What are ethical or unethical behaviours? How should a true leader behave? True leaders keep their word and honour their commitments. True leaders don’t just promise to stick up for people and have their back – they do it. True leaders don’t just preach fairness; they practice it. And they don’t just counsel others about honesty and integrity; they live it every day, both in public and behind closed doors. What they say and their actions are congruent. They are the same. You can’t be ethical some of the time – you must be ethical all the time. You can’t be ethical at home and not at work or vice versa. You’re either ethical, or you’re not. We need leaders who we can trust and believe in.

Copyright (c) 2022. Brian Smith – Power Link Dynamics. Brian has been recognized as one of the Top 200 Biggest Voices in Leadership to Follow in 2022. To find out more about Brian and what he can do for you visit,

Are You an Asset or a Liability?

Are you an asset or a liability? Are you a good team player who contributes to the team’s success or a social loafer who likes to blend into the background where your lack of effort isn’t easily spotted? Teams and teamwork make for a great sound bite – but in your world – the real world – do they produce the kinds of results your company wants? Or do they create more problems than they are worth? For the most part, management can’t expect to throw people together – call them a team – and have them perform as a team without letting you know what they expect from a good team player.

Worth Remembering … “Individual commitment to a group effort – that is what makes a team work, a company work, a society work, a civilization work.” – Vince Lombardi

What would you put on that list if you had to put together a list of what you thought makes a good team player? Would you put:

  • Honesty: I would expect a good team player to be honest and upfront and tell the truth no mattter what. If people can’t trust what you say – they can’t trust you at all.
  • Integrity: I would expect a good team player to have strong moral principles and live by them.
  • Openminded: I would expect a good team player to be open-minded, willing to consider new ideas and not be stuck in the old way of doing things because you’ve always done it that way.
  • Flexible: I would expect a good team player to positively respond to circumstances and changing conditions.
  • Patient: I would expect a good team player to accept delays or problems without becoming annoyed or anxious.
  • Empathetic: I would expect a good team player to understand and share the feelings of other team players.

Worth Remembering … “We are not a team because we work together. We are a team because we respect, trust, and care for each other.” – Unknown

Action speakers louder than words. What are you prepared to do to show everyone on your team – that you are a good team player? Are you an asset or a liability?

Copyright (c) 2021. Brian Smith – Power Link Dynamics. Not to be reproduced without permission. To find out more about Brian and what he can do for you or your organization visit:

Being Passionate About Something Isn’t Enough

Anyone who knows me knows that I am passionate about golf. I love watching it, playing it and reading about it. But just because I am passionate about golf doesn’t mean I will be good at playing it. Being passionate about something isn’t enough. To be good, to be really good at something takes commitment, dedication and hard work. To be good, to be really good at something, you must be consumed by it. Malcolm Gladwell, in his book – “Outliers – The Story of Success.” wrote about the ten thousand hour rule. Researchers believe that ten thousand hours is the magic number of greatness. They think it takes the brain this long to assimilate all that it needs to know to achieve true mastery. (That works out to someone practicing at least 40 hours a week for 4.8 years)

Worth Remembering … “There’s a difference between interest and commitment. When you’re interested in doing something, you do it only when the circumstance permit. When you’re committed to something, you accept no excuses, only results.” – Art Turock

How committed are you to be the best version of yourself? How committed are you to do all you must do to reach your full potential? Mozart started writing music at age six, but his first masterwork, No. 9 – K. 271, wasn’t composed until he turned twenty-one. Wayne Gretzky, arguably the greatest hockey player of his or any previous generation, started learning his craft at age three on his backyard rink. Tom Brady was seventh on the quarterback depth chart when he enrolled at Michigan, and Michael Jordan got cut from his high school basketball team.

Worth Remembering … “The quality of a person’s life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavour.” – Vince Lombardi

There is no such thing as being too old. Colonel Sanders, at age 65 when most people are looking to retire, founded Kentucky Fried Chicken. Tampa Bay Buccaneers Head Coach Bruce Arians became the oldest head coach to win the Super Bowl at age 68. Are you satisfied where you are – or are you looking for more? Keep in mind that wishing and hoping won’t make it so. Success, your success, is a planned event. What are you prepared to do to excel in your chosen field of endeavour? Are you ready to commit to a new beginning? Start now!

Copyright (c) 2021. Brian Smith-PLD. Not to be reproduced without permission. To find out more about Brian and what he can do for you and your organization, visit: