In 2024, 41 million Gen Zers were eligible to vote, 8 million for the very first time, making them one of the largest and most significant voting blocs in the recent election. The headlines regarding Gen Z following November 5th ranged from critical (BuzzFeed: "The Internet Is Roasting Gen Z For How They Voted In The 2024 Election") to surprised: Independent UK: "Gen Z Caused the US Election Shock – and could do the same here"). Gen Z's voting was unexpected and key to the election results. USA Today reported, "On election day, Gen Z turned out for Trump, with 49% of Gen Z men voting for him and 47% voting for Harris, according to NBC News exit polling. Trump also gained some ground with Gen Z women, though that same exit polling shows 61% of these voters still went for Harris. In 2020, voters under 30 largely went for Biden (59%) over Trump, according to a Pew Research Center analysis." Slate reported, "Tufts University found that 56 percent of men between the ages of 18 and 29 voted for Trump. Biden won that same demographic by 6 points last cycle. Other exit-poll analyses depict a more complicated picture, with young people voting for each candidate at relatively equal margins, but that is still a far cry from the overwhelming numbers put up by young people for Obama, Kerry, and Gore. It was a rude awakening for many Democrats. The assumptions that they long held about the denizens of America’s future—that they would reflexively vote left, no matter what—were simply not true in 2024."

While Gen Z voting trends surprised many, several key values and traits became apparent in the reasons for how they chose to vote: 
• Gen Z values financial security (the economy is important!)
• Gen Z values authenticity (they follow/choose those whose message resonates with their lived experience)
• Gen Z values identity and individualism (they want to feel seen, valued, and empowered)

While these values led to different voting decisions for different Gen Zers, they emerged as critical and worth noting for those who lead, engage, and seek to encourage young people today.  

Regardless of how we personally voted, I believe there are several key takeaways from this election for every leader of Gen Z: 

• We need the input of Gen Z as we engage the next generation

The votes of young men proved key to Trump winning this election. Independent reported how earlier this year, when Trump, 78, began trying to court young male voters by engaging with YouTubers and podcasters, he was surrounded by middle-aged campaign aides. So, the former president turned to his youngest son for his advice. Trump's 18-year-old son Barron is said to have had the last say on which podcasts the Republican appeared on during his campaign. Despite criticism from some, the strategy worked. 

Who are the Gen Zers in your organization, on your team, or in your family who can provide valuable input? How are you giving them opportunities to do so? 

• Gen Z is individualistic and independent; avoid assumptions

Independent explained, "This latest generation is particularly fluid. And not just in America. After all, Gen Z inhabits an unprecedentedly fragmented media environment, with more choice than ever before in news, opinion and content. And party identification appears to be on the decline, with young Americans increasingly likely to call themselves independents." Gen Z is unlikely to demonstrate loyalty to an organization, association, or even political party. They are drawn to those whose message resonates with their individual needs and experiences. 

How are you listening to and connecting with the young people around you? How could you communicate more effectively with the Gen Zers in your life? 

• Gen Z wants someone to believe in them

AP recently reported, President-elect Donald Trump on Friday named Karoline Leavitt, his campaign press secretary, to serve as his White House press secretary. Leavitt, 27, currently a spokesperson for Trump's transition, would be the youngest White House press secretary in history. Trump said in a statement, "Karoline is smart, tough, and has proven to be a highly effective communicator. I have the utmost confidence she will excel." While there are many Gen Zers who feel devastated about a Trump win, those who support him see him giving young people opportunities and expressing belief in them. Regardless of our political persuasion, showing Gen Z we value them in the words we speak and the opportunities we provide goes a long way toward building followership. 

How are you expressing belief in the young people around you? How can you create more opportunities for them to contribute and gain experience? 

The Atlantic summarized, "Of course, whatever happens next won’t affect all young adults in the same way—and ultimately, more voters under 30 still chose Harris than Trump. But anyone who was surprised by Gen Z last week might want to stop assuming they understand the young people of the world, and instead start listening to them."

​This month, Katy White and I are celebrating the 2-year anniversary of our book, Mobilizing Gen Z (check out our latest podcast for new insights on this topic)! It is also the 10-year anniversary of my first book, Millennials in Ministry! What a journey it has been this past decade working with all of you as we seek to encourage and equip the next generation. 

As I reflect on all that I have learned in over a decade of researching generational trends, I am struck by the fact that the best practices for connecting across generations are contained in a list written many centuries ago by the Apostle Paul. In his letter to the Galatians, he lists traits that many people of faith often refer to as the "fruits of the Spirit." They are as follows: love, joy, peace, patience, kindness, goodness, faithfulness, gentleness, and self-control. If you go to Paul's first letter to the Corinthians, he talks about three things that will last forever: love, faith, and hope. 

These insights from Paul's letters, penned long ago, hold great value today. In a society where cancel culture and polarization inform perceptions and behaviors, young people are desperate for patience, faithfulness, and kindness. When 24/7 news leaves us feeling overwhelmed and discouraged, young people need to see peace, self control, and hope. 

As leaders, mentors, parents and teachers, we have an amazing opportunity to model those things that will last forever. They often seem extinct in many parts of our culture, which only makes them more impactful when the young people around us experience them in our lives.

How can you model what Paul wrote about to the young people around you today?  

According to the Bureau of Labor Statistics, only about one-third of businesses survive to their 10th year. We are thrilled here at Leading Tomorrow to have celebrated this milestone this past month! For the rest of this year, we will be highlighting key resources, providing new content, and having special offers to say “thank you” to those of you who have supported and worked with us over the past decade! This month, I reviewed my current Top-10 Picks for Next Gen Resources (see below). I hope you find these helpful! You can also listen to me discuss key takeaways from each resource in this month’s episode of The Leading Tomorrow podcast.

Marching Off the Map by Tim Elmore and Andrew McPeak
This book was published in 2017 but continues to be my go-to resource for teaching and training strategies for Gen Z & Gen Alpha. My favorite is the EPIC model — experiential, participatory, image-rich, and connected (relational). This is how young people today learn best!

Zconomy: How Gen Z Will Change the Future of Business—and What to Do About It by Jason Dorsey & Denise Villa
This is the best book I have found on understanding the workplace expectations and needs of Gen Z. Practical strategies are presented for every step of onboarding a Gen Z team member, from recruiting, to training, to retention.

The Culture Translator by Axis
This weekly email on what is trending in culture and the lives of teens is gold. For example, did you know that in teen slang “Bop” means a really good song, “Cheugy” means awkward or cringey, and “Finna” means you are going to do something? Axis also has a podcast and many other resources for anyone wanting to understand the music, movies, shows and social media trends impacting today’s youth.

Tech-Wise Family: Everyday Steps for Putting Technology in Its Proper Place by Andy Crouch and Amy Crouch
My favorite all-around resource on creating a family/home culture that helps manage technology in healthy ways. A great quote from the book states: “Technology is in its proper place only when we use it with intention and care. If there’s one thing I’ve discovered about technology, it’s that it doesn’t stay in its proper place on its own; much like my children’s toys and stuffed creatures and minor treasures, it finds its way underfoot all over the house and all over our lives. If we aren’t intentional and careful, we’ll end up with a quite extraordinary mess.” Another convicting quote: “An awful lot of children have been competing with their parents’ screens for attention their whole lives.”

Family Media Plan Tool by the American Academy of Pediatrics
This tool walks parents and other family members through a practical list of questions to consider in creating a media plan for the young people in our lives. I appreciate how the template generates good considerations for how to help all of us manage our devices.

The Anxious Generation: How the Rewiring of Childhood is Causing an Epidemic of Mental Illness by Jonathan Haidt
This one was just released in March of 2024 and is already creating some powerful dialogue regarding how childhood has changed, what young people need, and how adults need to be intentional and unrelenting in creating environments for the next gen that counter the mental health epidemic and related challenges.

Kids’ Brains and Screens: A ScreenStrong Student Course by Melanie Hempe
Finally, a practical resource for educating and equipping young people to understand the impact of screens on their developing brains and lives. While most resources on technology speak to adults, this curriculum is designed for middle school students and presents information in a fun and engaging way. ScreenStrong has other resources as well.

Generations: The Real Differences Between Gen Z, Millennials, Gen X, Boomers, and Silents - and What They Mean for America’s Future by Jean Twenge
Dr. Jean Twenge is one of the most noted researchers on generational trends. In this, her latest book, she highlights key factors that contribute not only to the perspectives and behaviors of the youngest generations, but the trends that have impacted all of the living adult generations today.

Touch the World Youth & Young Adult Mission Training and Trips
Committed to equipping the next generation to live on mission every day, everywhere, Touch the World has some of the best training materials and programs out there for engaging Gen Z in missions. They offer in-person and online training, as well as short-term trips, internships, and a gap year program.

Gen SeXYZ: Love, Sexuality and Youth by Jeff Grenell
In the opening chapter, Grenell states: “One of the cultural realities of the Millennial and Gen Z sets is that they are living in a real and historic sexual revolution. Maybe the most staggering society-shifting tsunami to ever hit the shores of youth.” He continues to unpack the sexual revolution occurring today and offers practical strategies for anyone mentoring the next generation.

It is often noted today that our society and especially younger generations lack GRIT. So, what is GRIT? GRIT is a combination of passion and perseverance. It’s not necessarily strength, but rather the ability to persist in the face of challenges and setbacks, to always move forward. Sometimes, there are other words that are used interchangeably, like resilience, but GRIT and resilience are quite different. Resilience is the idea of learning from something, whereas GRIT is about continuing to move forward, no matter what. 

GRIT is not something that we’re given, it’s not an intelligence that we have, It’s not a talent we’re born with. It’s a mindset and a skill set that must be cultivated; it’s something that must be grown.

GRIT is a predicator of success, more than just natural ability. GRIT helps make long-term success happen. Embracing failure is key to developing this type of perseverance. Younger generations often need encouragement to view failure as a steppingstone to improvement.

So, what are some indicators that young people in our lives need to develop GRIT? Here are a few indicators to consider:
​

1. Is a challenge, or anything related to it, being avoided? Sometimes, if it looks hard, sounds hard, then we don’t even attempt it. Sometimes people have called Gen Z lazy. If anything, that’s the complete opposite. Often, they’re very calculated, they’ll look at a situation and assess it so much more than perhaps other generations have. As a result, they often choose to avoid challenges or potential failure. When we see this occurring, we can offer encouragement to step into a challenge or try something difficult. We can also provide support through the process.
2. Is a young person in your life quick to give up, quitting sports, jobs, or hobbies very quickly? When this happens, we can encourage them to finish what they start. It is helpful to provide a listening ear where they can process emotions, frustrations, and recognize what can be learned through this situation. Asking good questions that help them reflect goes much further than just telling them what we think they need to understand.
3. Is there a lack of passion or interest in activities? We really want young people to explore many different things as early as possible to get them interested in different aspects of life. A lack of passion might be a warning sign that our kids need to develop GRIT. 

​Often, we can be prone to “rescue” young people around us from challenges or difficulties. We want to minimize their stress and struggle. However, offering consistent encouragement and support as they persist in working through challenges is a powerful gift that helps equip them to be successful.

Below is a list of resources with more insights and tips for encouraging GRIT in the young people we lead, teach, mentor and parent. The excerpt above is from my most recent podcast interview with James LaLonde. Check it out the full conversation on our website, or wherever you listen to podcasts.

A Growth Mindset for Teens by Sydney Sheppard
Executive Functioning Workbook for Teens
Grit for Kids by Lee David Daniels
Grit: The Power of Passion and Perseverance by Angela Duckworth

I was recently asked if I had ever developed a top 10 list of Gen Z traits. The following is not a comprehensive list, but these ten traits stand out to me as important for us as leaders, parents, teachers, and mentors to understand about the next generation.

1. Individualistic: Gen Z is probably the most individualistic generation alive today. Technology has allowed them to customize their experiences and represent their individual perspectives and preferences instantaneously. Since childhood they have been encouraged to “you be you!” The resulting focus on self—personal development and happiness—often takes precedent over social norms or group rules.
2. Authentic: Gen Z has grown up in the era of “fake news,” where it is hard to know what is accurate. They value authenticity in themselves and others. Unlike older generations who may have sought to “fit in,” Gen Z is okay being unique. Identity is important.
3. Connected: This is a generation that has watched global events unfold via a device in their back pocket. They feel connected to needs, injustices, and tragedies in places and with people far away. As a result, they often have empathy for people who are treated unjustly and passion for important causes.
4. Anxious: Watching global tragedies, school shootings, and online breakups via social media, while surrounded by a culture of fear from the time they were born, this generation often struggles with anxiety and other mental health concerns.
5. Lonely: Many young people today have been competing with devices for the attention of parents and trusted adults since birth. In addition, virtual connections with their own friends do not allow for the emotional connection needed. Many young people today feel lonely and deeply desire a sense of belonging.
6. Tech Reliant: Often both tech savvy and tech addicted, the invasive nature of technology in the lives of young people today has created significant noise and distraction, as well as connection and opportunity.
7. Distracted: The constant distraction of dings, beeps, and buzzing has resulted in shortened attention spans for many of us today. Many Gen Zers need help creating intentional time for silence and reflection that result in peace, problem solving, and greater self-awareness.  
8. Openminded: Tolerance (understanding, respecting, accepting, affirming, and celebrating everyone’s point of view as equal and valid) has emerged as one of the highest values for this generation. As a result, many young people need help processing their own convictions and beliefs.
9. Biblically Illiterate: This is a generation that has grown up without a solid understanding of the Bible, clear definitions of truth, or clear moral guidelines. We can offer guidance and encouragement as they seek truth.  
10. Creative: This generation is willing to ask “how?” and see opportunities for innovation. They can be risk averse as well, so benefit from support and encouragement that creativity requires appropriate risk, and that failure can result in learning.

For more on these Gen Z traits, check out this month’s episode of The Leading Tomorrow Podcast.

The demographics of the workplace are changing. The U.S. Bureau of Labor Statistics indicates that by 2031, Millennials and Gen Z will make up three fourths of the labor force in America, with Millennials currently the largest generational block in the workplace. As young employees begin their careers and new generations step into management and leadership roles, it is important to understand how to engage and motivate individuals across generations. 

Today, younger employees are more likely to want to interact with colleagues and leaders, to engage in discussion around important topics, and have permission to ask questions. Employees want to know they have a voice, that they belong and are valued in their organization. 

While fair compensation is important to all generations, younger employees are also motivated by their emotional needs being considered. Authentic relationships are important, as is understanding how different individual roles contribute to a greater purpose. 

Consider the following as you look to motivate different generations on your team:

• How does healthy dialogue occur regarding important topics and decisions? Are questions openly invited and engaged? Are there additional ways to do this on your team? 
• Do team members of all ages share thoughts and ideas with you, and the rest of the team? If not, consider how to intentionally communicate that everyone's voice and input are valued.  
• How does your team currently prioritize and communicate the value of authentic relationships and healthy team development? How could this be done more intentionally? 

The oldest members of Gen Z (b. 1996-2010) are now young adults and many are looking for or starting new jobs. This is a generation that has carried smartphones in their back pocket since adolescence and they entered adulthood amid a pandemic. As a result, their expectations as they begin working with a team are often very different than previous generations.  Organizations and leaders that want to equip and retain young team members benefit from understanding and responding to their expectations and supporting their needs.  Dorsey and Villa's book, Zconomy: How Gen Z Will Change the Future of Business—and What to Do About It, offers some helpful insights on Gen Z in the workplace.

Here are a few quick ideas to consider as you onboard young team members:

• Connect before the first day of work; provide contact info for supervisor or mentor to help answer any questions.
• Introduce them to coworkers; have a team member or two take them out for coffee and give them tips on what to expect in their first few weeks.
• Communicate that you are happy they are there and that you care about them as an individual (consider a personalized gift on their desk like a favorite candy or coffee).
• Explain values of the organization and how their role contributes to the team’s mission (show values, don’t just tell).
• Offer a blend of short, video-based training courses and in-person interactions in the onboarding process (not a dense, printed training manual!).
• Pair with a colleague or mentor who can show them what job the looks like, answer questions, provide “insider” information, and offer support the first few months on the team. 

Gen Z employees bring creativity, pragmatism, and unique skills to the workplace. Effectively engaging them on your team and equipping them for success can help them make the greatest contribution.

Check on this month’s episode of The Leading Tomorrow podcast for more on effective ways to onboard new Gen Z team members.

More and more Millennials are stepping into leadership and management positions. In many cases, they are overseeing various generations. Their teams can include Generation Z, now entering the workforce as college graduates, to Boomers, who are sometimes the age of their parents or even grandparents. This age diversity produces challenges for even experienced managers. For Millennial managers, often navigating their first supervisory role, it can produce stress and uncertainty. Here are a few reminders for Millennial managers as you learn and grow as a leader: 

• Be a learner. In leadership positions, we often feel pressure to know it all and have all the answers. The reality is that no one really has it all figured out and acting like you do only undermines your credibility. If there are more experienced individuals on your team, ask them for their perspectives. Learn about the history of the organization and team. Seek to understand why things are the way they are before you begin to change them. This can help you avoid mistakes of the past.  
• Know your people. In today’s incredibly diverse workplaces, there is no one management style that is going to work for everyone. Take the time to get to know the individuals on your team. I highly recommend, when possible, having them do an assessment (ie. Enneagram, MBTI, StrengthsFinder, IPSAT) to learn more about how each of them approaches their work. Also, take time to talk with them individually, this can be a simple check-in occasionally, or regular weekly or monthly meetings. Look and listen for indicators of what they value (order, punctuality, quality time, words of affirmation, a gift) and make efforts to honor these values and communicate appreciation in ways that are meaningful to them.  
• Embrace failure. You are not going to do everything right. You are not going to make everyone happy. That is part of leadership. All of us fail, even after years of experience. What matters most is how we fail. Do we try to ignore our failure, blame others, or make excuses? These responses will undermine your leadership quickly. The best leaders acknowledge when they fail, they apologize when needed, and they learn from their mistakes. They embrace the potential for personal and professional growth in their failures. Good leaders seek out the resources and make the changes that enable them to avoid repeating mistakes. So, when you fail, don’t panic. Recognize it as an opportunity to demonstrate your character, model humility and integrity, and learn and grow. Your team will appreciate you for it!  

Healthy leadership requires incredible self-awareness, courage, and sacrifice. As a new manager or leader, you need support. Find a mentor or friend who can encourage you, help you process the situations you are navigating, and provide honest feedback. You’ve got this! 

Engaging multiple generations in any context can be challenging, but within established teams and organizations there can be unique barriers to effectively adapting to new expectations and needs. In these contexts, leaders need to be aware of their own mindsets toward younger employees, team members, and clients. It is also important to consider what assumptions we might be making that could result in confusion for those we are hoping to engage and equip. Steve Moore, President of Growing Leaders once said, “When institutional activities last more than one generation of leadership, the assumptions behind those activities become invisible to the current membership.” What is considered “self-evident” to most senior leaders may not be apparent to many new employees or participants. In this month's episode of The Leading Tomorrow Podcast, I talked with Doug Harrison, Director of Strategy and Innovation at Mission Aviation Fellowship. We identified several key mindsets and action steps critical for leaders and organizations in effectively engaging the next generation. These include the following: ​

1. Develop empathy. Seek to understand the perspectives and experiences that inform the values and views of younger generations. 
2. Lean into the future. If we are not excited about the future, we need to examine our own mindset about changes that are occurring and consider how to lean into the opportunities that exist for our teams, organizations, and the next generation.
3. Hold organizational structures with an open hand. Current generational, technological, and cultural trends consistently require teams and organizations to change and adapt. As leaders, we must be willing to reexamine our structures and strategies. 
4. Give the next gen a voice. Teams and organizations need innovative ideas, new perspectives, and disruptive insights to help us navigate today's complex world. Younger generations can bring those much needed questions and thoughts to generate creativity and innovation. Find ways to advocate for and engage the voice of younger people around you.