Connect with Gen Z – Coaching & Mentoring 2.0
Are you also wondering how to effectively engage, motivate, and retain young talents who are just starting their careers? Let's talk about why coaching and mentoring Gen Z — those born roughly after 1997 — is different from what we've been used to so far! Come with me and I'll share three-four practical tricks you can start using as soon as tomorrow.
Why Gen Z is different – and what this means for coaching and mentoring
Let's start with a bit of introductory background:
- Gen Z typically seeks a work environment where they receive quick feedback, a sense of purpose, clear goals, and opportunities for growth.
- Their demand for mentoring is higher too: research shows that mentor support can be a major factor in helping Gen Z start their careers successfully.
- They don't like it when you simply tell them what to do — they expect a coaching or mentoring style based on asking questions, thinking together, and discovering the answers rather than just receiving them.
So, if you're still using an "old-school" method (sit down, assign, grade, next), it might not be enough anymore.
Practical Examples: 4 Techniques Worth Trying
1. Speed-coaching over coffee (15 minutes)
Invite the newcomer for a casual "coffee chat" — not as a formal meeting, but
as a relaxed conversation. Ask questions like:
"What excites you right now?" or "What kind of project would make you feel like
you've really grown?"
This shows genuine interest rather than mere task assignment. Gen Z values
being heard — especially when you reflect back their own words.
2. Micro-mentoring through small projects
Give them a small project where you act as a mentor but don't control every
detail. For example:
"Try designing a mini campaign in 2–3 weeks; I'll check in two or three times
and support you with questions."
That way, they won't feel overwhelmed and can learn through manageable
experiences.
3. Reverse mentoring: switching roles
Let the younger colleague teach you or others — for instance, about digital
tools or social media trends.
It's motivating for them and shows that you're open to learning too. (This
works particularly well with Gen Z, who value reciprocity.)
4. Replace "quarterly feedback" with regular check-ins
Introduce weekly 10–15 minute "micro-feedback" sessions.
Don't just discuss mistakes — talk about what worked, what didn't, what they
learned, and what they'd do differently.
Gen Z wants to know where they're heading; they don't want to "run on empty"
for months.
Two Common Pitfalls – and What to Do Instead
Pitfall #1: "Tell them what to do" mentoring
If you only give instructions ("do it this way," "make it like this"), you'll
eventually lose them.
Instead, ask: "How do you see it?", "What other options are there?", "What if
we tried this?" — in other words, coach them.
Pitfall #2: Throwing them in at the deep end
A fresh graduate might not be ready for a huge, complex project right away.
Too much too soon can lead to fear and loss of motivation.
Go step by step — help them achieve an early win so they feel: "Yes, I can do
this, I have what it takes."
Your "Here and Now" Checklist
- In the first week, have a conversation with every new young colleague: "What do you want to develop in during your first 3 months?"
- Set up 15–20 minute weekly or biweekly micro-meetings.
- Give them at least one task where they can lead a sub-project while you only mentor, not direct.
- Create situations where they can teach you something new — whether it's a digital tool, a trend, or a new perspective.
- At
the end of each month, ask: "What did you learn the most? What would have
helped even more?"
And remember: this "feedback-on-feedback" process is powerful in itself.
A Touch of Humor – and a Big Opportunity
Imagine that your young talent isn't just "inventory on the shelf" but a new superhero — waiting to be awakened, geared up, and ready to save the world with you (or at least take on the projects others are tired of). 🙂
If you don't just manage them but rise alongside
them, you'll gain a true partner — not just a passive executor.
And the best part: you'll learn from them too. You'll renew yourself in the
process.
That's how coaching and mentoring can become a genuine win–win for both sides.
So next time you approach that young colleague with openness
and say, "Why am I here? And why are you?", you're already on the right track.
Go for it — towards young talents and towards your own growth as an inspiring
leader!
Friendly regards,
Károly Vizdák
lifestyle change & career coach
self-awareness mentor
#karolyvizdakcoach #genz #coaching #mentoring