Opinion by Jas Schembri-Stothart
écrit le 29 January 2025
29 January 2025
Temps de lecture : 6 minutes
6 min
0

Learning from teenagers: what Gen Zalpha taught me about leadership – and how I used it to transform luna’s culture

After nearly a decade as a management consultant at a Big Four firm, and three years leading a startup that’s deeply engaged with over 100,000 teens and tweens, I can confidently say this: working with young people has taught me more about leadership than traditional corporate environments ever did.
Temps de lecture : 6 minutes

Certainly, my years in the corporate world instilled foundational values that remain essential. I saw senior leaders model hard work, problem solving, and collaboration, and sought to emulate them. But collaborating with Gen Zalpha – digital natives born from the late ’90s onwards who have grown up in a hyper-connected world – is an entirely different experience. Their values, behaviours, and expectations for work challenge the norms of previous generations in ways that are both profound and necessary for modern workplaces to embrace.

This generation prioritises mental health, values clear boundaries between work and life, and increasingly seeks jobs with a positive societal purpose rather than simply a high salary. Empathy is not just an added bonus – it’s a core requirement for leadership.

With Gen Zalpha set to comprise 31% of the global workforce within the next decade, leaders must adapt to their expectations.

At luna, my Co-Founder Jo Goodall and I are approaching leadership in a way that reflects these values, helping to create a modern, inclusive, and forward-thinking workplace.

Here are three critical lessons I’ve learned from Gen Zalpha and how we’ve integrated these insights into luna’s culture:

  1. Communication styles: meet people where they are

Gen Zalpha loves clear, direct, and authentic communication. They’re all about keeping it real and keeping it simple – which has definitely influenced how we communicate at luna.

How we’ve applied this:

  • Clarity is key: We make sure every message – whether it’s on Slack or in a meeting – is clear and to the point. No jargon, no fluff. We also like to keep our internal communication to as few channels as possible – yes to Slack, no to emails. Slack statuses also let everyone know who’s in focus mode or available for a chat.
  • Tech as a tool: Instead of running endless live demos, we’ll record quick Loom videos so people can watch and learn when it suits them. We’ve also opted to house all our planning – whether that’s our content calendar or our product roadmap – in one place, Notion, so teams can truly work collaboratively without needing a million logins to different platforms.
  • Boundaries matter: In a startup, we’re all so passionate about the mission that it can be hard to say, “I need a break.” So we actively encourage it. Need to step away for a wellbeing walk? Go for it – just let the team know. The leadership team is also mindful about not sending messages outside of normal working hours so that team members feel comfortable truly logging off. Though I may choose to work outside those hours, I schedule the messages to send at a more appropriate time.
  • Transparency in leadership: By sharing any changes early and consulting the team, we build trust and reduce uncertainty.

These small shifts have made our team feel more connected and less stressed, even in a fast-paced environment.

  1. Different priorities: flexibility fuels creativity

Gen Zalpha doesn’t thrive in rigid hierarchies. They’re at their best when they have room to be creative and when their individuality is celebrated.

How we’ve applied this:

  • Flexibility with accountability: We’re big on flexibility but clear about expectations. Take our “don’t take the p” rule: if someone needs focus time or prefers clustered meetings, we adapt schedules to support them, but we still expect them to work within our core working hours and be available to support/respond when necessary.
  • Hybrid working: Our “Meeting-Free Wednesdays” are sacred. It’s a day for deep focus, creativity, and tackling big projects – and it’s a game-changer for productivity.
  • Lean, impactful teams: As a startup, we keep our team small but mighty by leveraging smart ways of working such as AI tools (meeting note takers, video editing software and of course GPT). This means that everyone gets a chance to upskill and be a part of projects they wouldn’t normally be a part of in a larger workplace environment.

This blend of structure and freedom has helped our team thrive and innovate.

  1. Fair practices: feedback and growth go hand-in-hand

Gen Zalpha expects fairness and transparency in everything, from hiring practices to everyday decisions. They also value honest, constructive feedback – as long as it’s a two-way street.

How we’ve applied this:

  • Vulnerability is strength: As leaders, we’re open about our challenges. I’ve shared with the team when I’ve felt overwhelmed or experienced unexpected changes in my personal life, and it’s made it easier for them to do the same. We’re all human, after all.
  • Empathy in action: When a team member felt stretched thin, we adjusted their workload without hesitation. It’s not just about getting things done; it’s about ensuring our people are okay so that when it is done, it’s done well – even if that means, as a leader, getting pulled in and helping out in the weeds.
  • Feedback loops: Our team knows their voices matter. For example, a simple suggestion of “Meeting Free Wednesdays” during a brainstorming session led to a major improvement in how we manage our time as a team.
  • Honesty first: We’re realistic about what’s possible. When a great (but costly) change to our anonymous questions operation wasn’t an option, we explained why and brainstormed an alternative together.

This collaborative approach has not only strengthened our team but also improved retention, as employees feel more connected and valued – a crucial factor for Gen Zalpha, who often prioritise purpose and fairness over pay.

So, what can we take away from this?

When I left the Big Four world, I thought success meant following corporate norms – and to a point, I still believe this. But now I know it’s not enough for younger generations who’ve helped me in elevating those traditional learnings, and creating a workplace where people feel valued, heard, and inspired.

By learning from Gen Zalpha, we’ve built a culture at luna that’s not only future-ready but also deeply human.

To other leaders: the next generation is here, and their influence is only growing. By embracing their priorities – empathy, transparency, and flexibility – you can build a workplace culture that thrives in today’s world and prepares for the challenges of tomorrow.

The shift may seem significant now, but the long-term rewards are undeniable. Gen Zalpha isn’t just the future of the workplace – they’re the key to unlocking its full potential.

Jas Schembri-Stothart is the co-founder of luna, the UK’s leading teen health and wellbeing app with over 100,000 teens on the platform. At luna, Jas spearheads customer acquisition as well as brand and social media strategy by collaborating and co-creating with teen brand ambassadors.

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