Coaching Generation Z

By Rose O. Sherman, EdD, RN, NEA-BC, FAAN

A CNO told me about an exit interview she did with a generation Z nurse. She could not convince the nurse to stay but learned a great deal from their conversation. She found that the young nurse was not leaving for better pay or a better opportunity. She was going because she felt disconnected from her leader and her team. She pointed out that we often focus on salary as a primary driver but ignore how we make people feel in our organization. The nurse was lonely and felt invisible. This is all so so new to me; the CNO said – learning more about this youngest generation of nurses.

This CNO is not alone, as nurse leaders now struggle to recruit and retain our youngest generation of nurses. I, too am learning. That is why Brian Polian’s book on Coaching and Teaching Generation Z seemed interesting. Brian is a veteran division 1 college football coach. He began coaching Generation Z almost a decade ago as a football coach. He acknowledges that he had to change his style to accommodate this newest generation of players and offered wisdom applicable to nurse leaders. Some of his key learnings included the following:

• When coaching Generation Z – focus on the relationship before concentrating on the job to be done.
• Generation Z is more self-directed and independent than previous generations but often lacks real-world wisdom and street smarts.
• Generation Z wants to be talked with and not talked to.
• For Generation Z, words have power, and you must avoid microaggressions. Intent versus impact is real and doesn’t always match.
• Generation Z expects to have a voice in decision-making.
• Generation Z craves mentorship.
• When giving Generation Z feedback, separate the performance or action from the person. Thank them for taking the feedback in a constructive manner.
• Generation Z has a shorter attention span, so teaching must accommodate this.
• Generation Z wants to see the bigger picture – the why in what is being planned.
• Generation Z wants competent leader coaches who can make them better.
• Generation Z wants practical skills and strategies that will improve their performance.
• It is okay to tell Generation Z that you are disappointed in their choices.
• Generation Z is financially focused and pragmatic and will not sacrifice financial stability.
• For Generation Z, failing to recognize a person’s race or sexuality fails to see them as individuals.
• Generation Z is creative and wants to solve problems – let them help develop solutions.
• Peer opinions matter to Generation Z.
• Generation Z is technologically focused and doesn’t value eye contact in the same way as previous generations. Looking down at your phone while talking with others is not seen as disrespectful.
• Generation Z wants to make friends and have fun at work.

Leader Coaches need to drive the CAR with their Generation Z team members.

• Competence – help them gain mastery of the skills and competencies needed.
• Autonomy – coach them to be in charge of their goals and behaviors.
• Relatedness – give them a sense of belonging, community, and attachment.

Leader Coaches need to put the following building blocks for Generation Z to help form connections. These include:

• Trusting that you have their best interests at heart.
• Making time for them.
• Respecting who they are and allowing them to be themselves.
• Communicating clearly and comfortably – adjusting our style to meet the needs of others.
• Demonstrating a sense of commitment to the covenant relationship by learning more about them.

This is great advice from a coach who works every day with young Generation Z players. He shares his lessons learned to help us learn from his mistakes.