November 5, 2025
Only 6% of Gen Z workers aspire to leadership roles. That’s according to Deloitte’s 2025 Gen Z and Millennial Survey—and it should stop every business owner in their tracks.
For family-run manufacturers and companies in the corrugated industry, the stakes couldn’t be higher. You’ve built businesses that support employees, serve customers you’ve known for generations, and carry a culture you’re proud of. Whether you plan to sell someday or pass the business to family, one truth holds: The next generation must be ready to lead.
The stereotype is that Gen Z is distracted, disengaged, or unwilling to work hard. The reality couldn’t be further from the truth. Deloitte’s research shows that 70% of Gen Z work on skill development weekly or more often, 67% invest their own time outside of work to learn and grow, and they place high value on empathy, communication, and leadership. In other words, they’re not avoiding growth, but they are pursuing it differently. Many have watched leadership modeled as long hours, burnout, and sacrifice without purpose. To them, leadership doesn’t look like opportunity. It looks like giving up too much.
That shift creates a real challenge for smaller manufacturing firms. Workforce development and succession planning are often left for “someday.” But “someday” comes quickly through an unexpected retirement, health issue, or market change that can leave a company scrambling. Without a strong bench of future leaders, businesses risk stalling just when they need momentum most. Gen Z employees, while capable and eager to learn, are signaling less interest in traditional leadership paths. That doesn’t mean they lack ability; it means they need clarity, coaching, and a reason to step up. Owners who invest in leadership development now secure not just business continuity but also the long-term loyalty of their teams.
The good news is that building that pipeline doesn’t require a massive HR department or elaborate programs. Even small, intentional steps can make a difference. Start by reframing leadership as a path to purpose rather than pressure, showing younger employees that stepping into leadership is about making an impact and serving others, not just logging more hours or taking on stress. Make leadership development part of your culture. Stretch assignments, mentorships, or opportunities to take on new responsibilities signal that growth is possible and valued inside the company.
Investing in coaching is another practical step. Coaching helps emerging leaders build confidence, clarify strengths, and take ownership of their career paths. For companies, it accelerates readiness, reinforces loyalty, and can be highly cost-effective. Equally important is equipping your frontline managers, who shape day-to-day employee experiences. Training them to foster trust, provide clarity, and recognize contributions addresses exactly what Gen Z values most. And finally, start early. Building a leadership bench doesn’t happen overnight. The sooner you begin, the stronger your pipeline will be when you truly need it.
Even if your company never plans to sell, leadership development and succession still matter. Customers count on you for reliability. Employees count on you for stability. Communities count on you for jobs and stewardship. Your legacy is about more than financial results—it’s about endurance. Leadership development and succession aren’t about replacing yourself; they’re about equipping the next generation so the company thrives long after you’ve handed off the reins. Gen Z is your future. If you want your business to endure for customers, employees, and families you’ve known for decades, start building your bench with Gen Z in mind today.
Matt Eichmann is founder of Catalyst Point Leadership Advisors. He can be reached at 614-512-2940 or matt@catalyst-point.com.
