By 2035, the Born Digital generations will dominate the global workforce, holding the majority of employee and leadership roles. Their influence is already being felt in profound ways:

• $1.9 trillion in potential profits: Emerging leaders from these generations are projected to drive $1.9 trillion in additional corporate profits annually, thanks to their ability to leverage technology and navigate complex challenges.

• Stronger engagement and resilience: Organizations with high Born Digital populations report higher engagement, greater adaptability, and stronger financial performance.
• The drivers of transformation: Their digital expertise and innovative thinking are shaping the next wave of workplace evolution, proving that leadership isn't defined by tenure—it's defined by perspective.

• Flexibility isn't a perk—it's a baseline: Growing up with technology that allows for constant connectivity, these generations expect work to adapt to their lives, not the other way around. For 42%, work-life balance is their top priority, making flexibility in schedules and remote work essential. They value outcomes over rigid schedules.
  
• Purpose matters: Having grown up in a world of social and environmental challenges, 86% of Born Digital workers prioritize working for organizations that align with their values and make a meaningful impact. Purpose isn’t just about personal fulfillment—it’s about contributing to something larger.

• Growth must be intentional and accessible: Millennials and Gen Z prioritize learning in a way that’s deeply tied to their career aspirations and  adaptability to change. With 65% eager for professional development, they’re not waiting for opportunities—they expect organizations to provide clear pathways for skill-building and leadership growth.
• Ethics drive every decision: In a world where transparency and accountability are demanded, 44% of Gen Z have turned down jobs at organizations with misaligned values. They expect their employers to actively live their social responsibilities.
• Well-being is redefined as success: 83% of Gen Z believe employers should support psychological and mental health in substantial ways—such as work schedules and environments. 

• Critical leadership gaps: Only 20% of organizations feel confident in their leadership bench strength, leaving many unprepared to fill critical roles.
• Retention is a growing concern: 79% of HR leaders predict it will be harder to retain talent in 2025 than in 2024.
• Trust in leadership is eroding: Only 29% of employees say they trust their immediate managers, highlighting a growing leadership credibility crisis

This shift in expectations isn't about entitlement—it's about redefining what work can and should be. The Born Digital generations expect their workplaces to reflect the interconnected, fast-changing, and purpose-driven world they grew up in.

Are we ready to embrace their journey to leadership? Are we prepared to attract, develop, and retain this new wave of leaders by meeting their needs for purpose, flexibility, and a sense of belonging? Or will we cling to outdated models and risk losing not only their trust but also their potential to lead us forward?

The opportunity to guide and empower these leaders starts with understanding their motivations. But it also requires something more—a willingness to evolve ourselves. Organizations can’t just change their strategies—they must also change their mindsets, cultures, and expectations of leadership.

When younger and more experienced leaders work together, organizations unlock the best of both worlds: the fresh perspectives, energy, and digital fluency of emerging talent paired with the strategic expertise, context, and steadiness of seasoned ones. Rather than one generation taking the lead over another, we can build workplaces where wisdom meets innovation—creating something stronger than either could achieve alone.