There are traits, like confidence and charisma, that many argue we are born with and provide advantages to would-be leaders. There are, however, equally important attributes that are learned and then evolve through practice. As Gen Z employees age into leadership opportunities, it is helpful to consider how those who aspire to leadership act now to develop their potential. Noel Burch’s Four Stages of Competence, a model many Gen Zers may not have been exposed to, provides a valuable framework. Consider those you mentor and pass this along to them the next time you discuss their development.
Burch’s model distinguishes four distinct phases through which learning – and then practiced behavior – takes place. Each stage reflects a different level of self-awareness and skill. For members of Gen Z to adroitly assume greater leadership responsibilities, helping them appreciate this progression and then coaching them on moving from one stage to the next will offer true benefit. Let’s consider how Gen Z leaders might learn to navigate the challenges and opportunities that arise at each stage.
1. Unconscious Incompetence: Not Knowing What You Don’t Know
The first stage, unconscious incompetence, describes an aspiring leader unaware of their deficiencies. Many Gen Zers have grown up in an era of digital access and social media influence. As a result, leadership may be seen as based purely on visibility and communication skills. After all, isn’t leadership what being an influencer is all about? Though native to these digital platforms, Gen Zers may have blind spots because the platforms are notorious for failing to convey nuances of emotional intelligence, provide constructive opportunities for conflict resolution, or practice people management.
2. Conscious Incompetence: Recognizing the Gaps
In the second stage, conscious incompetence, an aspiring Gen Z leader realizes that effective leadership is more complex than anticipated and recognizes gaps that need attention. For example, many Gen Z leaders who value authenticity and collaboration may find encountering obstacles like managing cross-generational teams or dealing with organizational bureaucracy disheartening. Their idealism may clash with the practical demands of leadership, especially in hierarchical structures they might find antiquated. However, because personal deficiencies are acknowledged at this stage, a tremendous opportunity for learning and growth has arrived. Herein lies the greatest opportunity for a mentor to make a difference for a high-potential Gen Z employee.
3. Conscious Competence: Developing Leadership Skills
In the conscious competence stage, Gen Z leaders have begun to incorporate new skills to lead effectively but still need to practice them deliberately. The leadership process is not yet instinctual—Gen Z leaders may still need to remind themselves to be patient. Mentors invested in their development will want to reward the progress made while holding their mentees accountable when falling short.
4. Unconscious Competence: Leading Naturally
Finally, unconscious competence describes a leader for whom the necessary behaviors have become second nature. Upon reaching this stage, Gen Z leaders no longer need to consciously think about every decision or action. They have internalized the leadership skills to navigate complex situations, inspire teams, and make strategic decisions. Leadership has become a natural extension of who they are.
Understanding the Four Stages of Learning is essential for coaches and mentors looking to create the next generation of leaders. Recognizing where a Gen Z leader is in their journey allows companies to provide tailored support. For instance, those in the unconscious incompetence stage may benefit from mentorship and exposure to real-world challenges. Leaders in the conscious competence stage could be offered stretch assignments that require they practice their new skills.
Time demands that Gen Z will provide our future leaders. The more effectively we can support their progression through the stages Burch outlined, the quicker they can develop into individuals capable of leading with confidence, empathy, and vision. Towards that end, here are four strategies aspiring Gen Z leaders can take – and that mentors can support and monitor – to develop through the four stages of leadership development:
1. Seek constructive feedback and secure a truth-telling mentor: Honest feedback is critical for developing an awareness of blind spots and areas for improvement. This feedback aims to understand weakness, not to seek reaffirmations.
2. Embrace a continuous learning philosophy: Engage in leadership development programs, workshops, and training sessions to enhance skills such as emotional intelligence, conflict resolution, and strategic thinking. Become a voracious consumer of responsible and rigorous coverage of organizational life through books, periodicals, and podcasts. Seek out others with whom you can engage in thoughtful debate about what you are learning. Have your views challenged and practice becoming better at expressing yourself.
3. Practice Self-Reflection: Though self-reflection itself requires disciplined practice, it can be useful to a leader interested in examining the advantages and disadvantages of their personal leadership style, strengths, and areas for improvement. Journaling is another tool that can aid in developing self-awareness, identifying areas for growth, and providing a structured way to be personably accountable for progress.
4. Cultivate Resilience: Embrace setbacks and challenges as opportunities for learning and growth. Building resilience is crucial for navigating the complexities of leadership and bouncing back from failures. Learn to tell yourself and others stories of what you took away from each failure that has prepared you better for the next challenge.
If you are a Gen Z member who aspires to leadership, know that persistently engaging in these actions can successfully progress you through the stages of development necessary to develop your potential. If you are a mentor to – or a parent of – a Gen Zer, your efforts to support them through this learning journal will be an investment through which they will earn a substantial return.