2 days ago
Gen Z Isn't The Problem. We Are. Some Leaders Are Brave Enough To Own It.
The headline was hard to ignore. It spread across national media like wildfire—equal parts funny, frustrating, and concerning. What was the headline?
'26% of Gen Z Applicants Brought a Parent to a Job Interview.'
Many laughed. Some were outraged. But behind the humor is a growing anxiety in boardrooms and break rooms alike: Is Gen Z truly ready for the workforce?
According to a survey by Resume Templates, this statistic isn't a joke—it's a reality. One that's revealing what employers across the country are already experiencing: a generation entering the workplace with immense potential, but in many cases, lacking the social-emotional and professional readiness to yet, we've seen this movie before.
Every generation gets labeled. Boomers were rebellious. Gen X was disengaged. Millennials were 'entitled.' Now Gen Z—tech-savvy, deeply aware, but often disconnected—is under the microscope.
But this moment feels different.
This time, rather than mocking or blaming, some leaders are stepping up to ask the harder question: What's our role in this?
I recently saw quote that really hit home for me. It's literally brilliant and so spot-on that I can't stop thinking about it.
'The future of the workforce can only be built through belief and possibility. When we commit to training and mentorship, we don't just fill roles, we unlock potential.'
~ Warner L. Thomas, President and CEO, Sutter Health
Thomas, who oversees a massive healthcare system in Northern California, is right. Pointing fingers, placing blame, or even paying more for a more seasoned candidate isn't going to solve the problem of an entire generation entering the workforce without the necessary socialization, skills, and attitudes to thrive.
Curious, I reached out to Warner and a few other experts who know a lot more about hiring Gen Z than I do. And, I asked them: 'How do we train a generation that isn't ready to enter the workforce? And, how do we take accountability for a situation we created?'
Tracie Meier, Vice President, Early Careers at Oracle: 'We're building the products of the future, which means we need to be recruiting the best and brightest talent,' Meier told me. '…and they have to have the necessary hard and soft skills. If Early Career employees aren't prepared for the workplace—socially, emotionally, and professionally—then we'll struggle with them technically and intellectually as well. So, if we want world class, we need to evolve leadership and take action.'
Ken May, Former CEO of FedEx Office and TopGolf: 'What's going to happen to workplace culture if the entering workforce isn't equipped to handle workplace culture?' May asked. 'It will erode. As leaders we need to take responsibility—and that means we need to take care of the employees who come to work for us. Generational situations will always create new behaviors and attitudes. It's not our job to say 'You're wrong.' As leaders, it's our job to say, 'We can help you.'
Warner L. Thomas, President and CEO of Sutter Health: 'It's unrealistic to expect different outcomes if we're unwilling to train different approaches,' Thomas said. 'This starts by understanding the unique and individual perspectives of your people so that as leaders, we know where to invest in their training.'
Chester Elton, New York Times Bestselling Author of Leading with Gratitude: 'Relationships are key to performance,' Elton said. 'And, when we dive into a discussion around generations, we're really just talking about the relationships. Relationships are difficult to build if we just say one group is wrong. We're all individuals. It doesn't matter when you were born. We all want to be recognized and appreciated. It's that simple.'
David M. Carlisle, MD, PhD, President, Charles R. Drew University of Medicine and Science: 'Workplace readiness means much more than resumés and credentials. At Charles R. Drew University, we shape and celebrate healthcare leaders who bring purpose, equity, and authenticity to everything they do.'
Cynthia Teniente-Matson, EdD, President, San Jose State University: 'Our students are never a problem to fix, but a promise to fulfill. It is our obligation and opportunity to meet them with the tools they need to succeed and thrive in the current workforce and the ones to come.'
Scott Kuykendall, Superintendent, Stanislaus County Office of Education: 'This generation didn't just grow up with phones, they grew up inside them. The result? Fragmented attention, less depth to social connections, and rising anxiety. Part of our job in education today is to help them reclaim identity, purpose, and real connection.'
Sara McMann, U.S. Olympic Silver Medalist, Gold medal coach, former UFC and Bellator fighter, Distinguished Member of the National Wrestling Hall of Fame: "Strength alone doesn't win…not in combat sports, and not in life. You win when you know who you are, what you stand for, and why you do what you do. Tapping deep into who you are gives people that edge. It also gives meaning to our actions that ultimately define us…With purpose comes performance.'
Dennis Olympios, Co-Founder and CEO of LinkedInSuperPowers: 'It's a new world. While Gen Z is the first generation to grow up with social media at their fingertips, they're also the only generation to publicize their entire lives—seeking approval from countless people they'll never meet. This concept is now baked into our global culture. We no longer just live in our local communities. We have personas that have lives online. And, we ALL must learn to be proactive and purposeful with our global personas.'
Gemma Mayman, VP Global ATTR Marketing at Alnylam Pharmaceuticals: 'Trust and connection start with two-way, honest dialogue. Be clear about expectations, but also listen, really listen to what individuals want,' said Mayman. 'What drives your people? What do they need? When we understand that and show how their unique capabilities support the mission, we set people from every generation up to succeed.'
Which brings me back to Warner Thomas' quote at the start of this post. Sure, the quote is catchy—but, more importantly, it's true. There are numerous workforce challenges right now. But we won't resolve those issues by casting blame on any generation. Instead, we need to train our way out of those challenges.
Sutter Health, to their credit, isn't just talking about changing training in the hospital. They're funding it for the community. Through their community health team, Sutter has invested in initiatives to build healthier communities—not just physically, but emotionally and economically. One such investment? A strategic partnership with Seity Health, an organization focused on core skills, wellbeing, and workforce readiness.
Hearing about this collaboration, I sat down with the physician founders to learn more about Seity's approach to training. In a nutshell, the company teaches young adults to understand and live by their own personal core values—and in doing so, improve their soft skills, professionalism, and wellbeing.
'As family practice/sports medicine physicians taking care of patients in diverse environments like South Central LA, elite college sports and student health at University of Texas, and now for the past two decades in an underserved rural community in the Central Valley of Northern California, one of the things we recognized is that in every environment, people need to know their why before creating sustainable change in their how…' said Chris Hawley, MD, CMO and Cofounder of Seity Health.
Makes sense, I thought… then without hesitation, Sam Romeo, MD, Seity's CEO and Cofounder went on to say, 'We loved when Simon Sinek reminded the world about the importance of finding our why because at that same time we were working closely with Stanislaus County Office of Education and researchers from Cal State Stanislaus to build and scientifically validate a quick way for people to discover their unique set of Core Values which IS our why…Our personal Core Values are our source of meaning, purpose, and intrinsic motivation.'
'But discovering it is just the start, do you know why?' asked Dr. Hawley.
Avoiding the temptation to call out his pun, I said, 'Do tell.'
And these guys who seem to complete each other's sentences said, 'Because the science is clear on this…when you know who you are, build a strong self-identity, and live a value-aligned life three things happen: 1. Your wellbeing goes up, 2. Your psychological stress goes down, 3. Your performance goes up… in everything…'
Boom… suddenly all the dots connected in my mind. You?
Consider these numbers:
Add skyrocketing rates of anxiety, depression, and burnout—and it becomes clear this isn't just a talent development issue. It's a public health issue.
Which brings us back to Sutter.
Sutter has figured out that community health isn't just about disease care and hospitals. It's about helping people—especially young people—build lives of meaning, contribution, and wellbeing. That's why Sutter's decision to support Seity's programming for the communities they serve isn't just smart. It's bold. It's forward-looking. And frankly, it's necessary. When I think of my own 3 Gen Z kids, I already see how they're seeking meaning, wellbeing, and connection at work.
'We know the workforce of tomorrow is in crisis today,' said Warner Thomas. 'If we want better outcomes, we need better approaches. That starts with listening, discovering who people are, investing, and building together.'
And that seems to be what's happening in Northern California right now: a huge healthcare system, a small physician startup, and Northern California communities are coming together to solve a generational challenge—not by blaming but by building.
There's still work to do. No single program will fix decades of disconnection. But if we want Gen Z to feel hopeful, capable, and prepared, it's going to take more than headlines and hashtags. It's going to take leadership. And, it's going to take the courage to say, 'We created this issue. Let's fix it—together.'
