I don't want to be managed. I want to be led.

At 21, I’ve already learned that I naturally gravitate toward someone who gives me purpose, not just tasks. Think about it: when was the last time you felt truly fulfilled about hitting a KPI? Maybe a quick dopamine hit, sure. But now compare that to how you felt when someone told you that they believed in you.

I remember exactly when this happened to me. Someone pulled me aside and told me: “I could tell from day one that you approach this differently than everyone else. That's why I'm giving you more responsibility. I believe you have a very bright future.” It wasn't about the tasks I had done; it was about what he saw in me.

That hit different. It was humbling...empowering, actually. Suddenly I had the urge to live up to my potential instead of just my job description. That's where the magic of true leadership happens, in the connection between purpose and people.

Here's Where Things Get Interesting…

AI and technology are going to handle the boring stuff and thank god for that (only a few of us actually enjoy spending hours in Excel). But here's what they can't do: make you feel like you matter, make you feel part of something bigger.

AI can automate entire processes. However, it can't tell you that your weird idea about targeting dog owners with motivational quotes might actually be brilliant. It can't see that you're struggling with something personal and address this accordingly. It can't make you want to put in an extra shift for your team. It just can’t.

My Generation Is Breaking Things (In A Good Way)

Here's what you need to understand about Gen Z: we've grown up with the internet as our fact-checker. You can't tell us "this is how we've always done it" without us immediately asking ChatGPT whether that's actually a good way to do it.

We've watched enough TikToks about toxic workplaces to spot red flags from a mile away (thank you Chris Donnelly and Ben Askins). We have more career advice at our fingertips than our parents ever dreamed of.

So when you try to manage us with outdated principles, we notice. When you prioritise numbers over people, we see right through you.

This isn't us being difficult, it's us refusing to accept mediocre leadership just because it's familiar or “the way we've always done it.”

What Actually Works

The leaders who get it don't treat me like I'm 21 and therefore clueless and inexperienced. They treat me like I'm 21 and therefore I see things they might not have noticed.

I believe one of the secrets to getting people engaged with their work is changing how you assign tasks: "Here's what we're trying to achieve and here’s why it matters. What's your take?" Not "Here's your task, execute it perfectly by End-of-Day.”

I've watched friends go from not caring about work at all to completely obsessed with their work, and it always comes down to the same thing: someone made them feel like their contribution actually mattered.

The funny thing is, when people feel valued, the performance sorts itself out. Trust me.

The Real Future Of Work

Here's my prediction: companies that figure out how to make people feel genuinely valued will dominate. Not because of some feel-good HR initiative, but because those are the places where people actually want to do their best work for the people they work with.

When AI handles the predictable stuff, human creativity and critical thinking become the competitive advantage. And creativity doesn't come from micromanagement, it comes from psychological safety and the genuine belief in what you're doing.

So Here's My Question For You

The next time you're about to assign me a task, try this instead: Explain why it matters. Ask for me for my input. Treat me like the thinking, creative humans I am.

Your numbers will thank you. But more importantly, your people will too.