Here’s a staggering stat: a recent poll found that only 27% of Gen Z strongly believe democracy is the best form of government. And if that wasn’t enough to make you sit up, over half of young Britons (52%) would prefer an autocratic leader, and a third (33%) would even accept military rule.
And, before we write off an entire generation as naive or radical, let’s ask a more important question: why? What’s behind this loss of faith in institutions? And importantly (for those of us in L&D), what does it mean for the way we develop future leaders?
This isn’t just a generational shift. It’s a wake-up call for leadership development.
Trust in leadership is crumbling
So where is Gen Z looking instead?
Trust in leadership is at an all-time low. The Edelman Trust Barometer (2024) reveals that young people are deeply sceptical of governments, corporations, and media. And can you blame them? They’ve grown up watching economic crises, political instability, corporate scandals, and climate inaction.
One could argue that they’re not necessarily rejecting leadership itself – they’re rejecting leaders who don’t deliver.
And yet, this same generation is turning towards alternative belief systems – from astrology to online influencers promising clarity in a chaotic world. Not because they’re irrational, but because they’re searching for meaning, control, and a new kind of leadership.
What this means for leadership development
Here’s the critical shift: Gen Z isn’t looking for less leadership; they’re looking for better leadership. They’re looking for leaders who can convince them with their vision for the future. Leaders who are relatable and skilled storytellers. Leaders who are in touch with the organisation’s culture. The old, top-down, “because I said so” approach? It’s just no longer going to cut it.
So, what actually works? Research shows that three leadership traits matter most to Gen Z:
- Authenticity – A LinkedIn study found that 75% of Gen Z employees value leaders who are transparent about challenges. They can spot inauthenticity a mile away – so leaders who admit mistakes and share real experiences build far stronger trust.
- Purpose-driven leadership – According to Deloitte’s Global Gen Z and Millennial Survey, over 60% of Gen Z won’t work for a company that doesn’t align with their values. They don’t want leadership for leadership’s sake – they want leadership that stands for something.
- Empowerment, not control – Some might read the stats and assume Gen Z craves authoritarian control. But that’s not it. Harvard Business Review found that Gen Z thrives under leaders who provide clarity and direction while giving them autonomy. They don’t want to be micromanaged—they want to be trusted.
At Ivy House, we teach this simply: through the art of human leadership. Human leadership is not about authority, it’s about empowering others to bring their strengths, build their skills and contribute to delivering their organisation’s purpose.
The challenge for leadership and talent development
For those of us in leadership development, coaching, and talent development, this is the moment to step up. We’re not just shaping future leaders, we’re rebuilding trust in leadership itself.
So where do we start?
- Teach leadership that builds trust – Leadership programmes can’t just be about strategy and performance. They have to focus on human leadership – integrity, emotional intelligence, and transparency – because without trust, none of the rest matters.
- Equip young leaders with critical thinking – Instead of dismissing their scepticism, let’s harness it. A generation that questions everything is a generation that, if properly equipped, can drive real change.
- Create leadership that gives agency, not just direction – The best leadership isn’t about control; it’s about creating environments where young talent feels valued, heard, and empowered to step up. That means shifting from command-and-control to trust-and-inspire.
Gen Z and leadership: The bottom line
Gen Z isn’t disengaged. They’re not naive. They’re not rejecting leadership itself. They’re challenging us to do it better.
If we fail to understand this shift, we risk losing their trust completely. But if we step up, listen, and rethink how we lead, we have a chance to shape a future where leadership is about more than just power and progression – it’s about creating cultures of purpose, authenticity, and impact.
So what do we do?
£50 billion is spent annually on leadership development, and yet trust in leaders is at an all-time low:
Only 32% of employees trust their leaders to do the right thing for their organisation
Just 12% of execs have confidence in their organisation’s rising leaders
We’ve spent over 25 years understanding what underpins successful leadership development. That’s why our solutions get the results they do.