“Generational stereotypes hurt. But like so many things in life, simply seeking to understand solves so much.”

That quote captures how I approach intergenerational dynamics in the workplace. At the recent REACH Women Conference, I had the privilege of sharing some thoughts on a topic that’s close to my heart: grit: what it is, why it matters, and how we can foster it, especially among younger professionals.

There’s a lot of talk about Gen Z in today’s workplaces, often framed as if something’s “wrong” with them. But I believe we need to reframe the conversation. Gen Z isn’t lacking grit, they’re navigating an entirely different terrain.

As author Jonathan Haidt recently said at a conference I attended, this generation isn’t broken, they’ve just come of age under circumstances many of us didn’t: digital saturation, social comparison on steroids, and a global pandemic during formative years. As leaders, we must be intentional in teaching resilience, mentoring through ambiguity, and creating opportunities for real-world experience. That’s how we help Gen Z, and our organizations, thrive.

The Real Context for Grit

Psychologist Angela Duckworth defines grit as “passion and perseverance for long-term goals.” But how do we build that when uncertainty and instant gratification dominate the world we live in?

Gen Z grew up in a culture that prioritized safety physically and emotionally. While this was done with good intentions, it often delayed exposure to failure, discomfort, and ambiguity. Now, these same young professionals are entering our teams with incredible creativity, values, and technical skills—but often without the muscle memory to handle conflict, pressure, or delayed outcomes.

This isn’t a flaw. It’s a development gap. And it’s up to us as leaders to bridge it, not by lowering standards, but by teaching grit in ways that empower rather than shame.

A Story from the Field: Katia’s Dilemma

Let me tell you about Katia, a business leader I work with who runs a multigenerational company. She promoted a talented young architect into a leadership role. The woman was technically gifted and driven—but she struggled with enforcing accountability. Her more experienced, yet less organized team members undermined her. The outcome? Dysfunction, gossip, and eventually, some painful terminations.

Katia wasn’t dealing with a “Gen Z issue.” She was facing a leadership development gap. As she put it, “I have great talent, but if I pressure them, they go looking for another job. But if I don’t, chaos.”

This is where grit must be taught, not demanded. Young leaders need high expectations—but they also need mentorship, support, and room to grow. That’s the bridge.

Three Ways Leaders Can Develop Grit and Trust

1. Mentor, mentor, mentor.
   Your job isn’t just to manage performance, it’s to build capacity. Ask your Gen Z team members how they prefer feedback. Teach them that failure builds strength, not shame. Introduce the idea of anti-fragility, that we grow stronger when challenged.
   
   
2. Listen—but hold the line.
   Gen Z wants to be heard. That doesn’t mean you say yes to everything. It means you communicate standards with empathy: “Here’s what’s required. I believe in your ability to meet it, and I’ll support you to get there.”
   
   
3. Hire and grow for real-life experience.
   Look beyond the résumé. Does a candidate have stories of resilience, through travel, volunteering, family challenges, or jobs that tested them? These experiences translate into stronger problem-solving and grit.
   

A Message for Gen Z

If I could speak directly to Gen Z professionals, I’d offer this:

• Be resourceful. Don’t wait for direction, seek out what needs to be done.
  
• Follow instructions, even when you disagree. Especially then.
  
• Make your manager’s life easier. That’s not selling out, it’s how you build trust.
  
• Put down the phone. When someone’s speaking to you, be present. It’s a small act with big impact.
  

Bridging the Generational Gap

Azul Martini, a brilliant talent expert who advises both Bpeace and many of the small businesses we work with at Bpeace, says it best: Flexibility is key but not without accountability. Whether it’s a Gen Z intern or a Gen X caregiver, understanding why people need flexibility helps build mutual respect.

Let’s stop asking, “What’s wrong with Gen Z?” and start asking, “What do they need from us to grow?” The answer is almost always: empathy, structure, and a chance to prove themselves.

A Final Thought

Grit isn’t just a personal trait, it’s a cultural investment. When we create environments where people can fail safely, receive feedback, and stretch toward something bigger than themselves, we build more than just strong teams.

We build connection. We build innovation. We build the future.

Let’s lead like that.