Why Gen Z Isn’t the Problem? They’re the Mirror.

What the next generation is revealing about your leadership, culture, and pace.

May 08, 2025

Let’s Get One Thing Straight

If you’re blaming Gen Z for what’s not working in your company, you’re probably avoiding a harder truth: They’re not the ones who built the system. They’re just smart enough to see its cracks.

In this episode of KP Unpacked, KP and Jeff Echols take aim at the tired narratives executives keep throwing at Gen Z and dismantle them one by one. From “they’re not ambitious” to “they don’t understand relationships,” this episode delivers a reality check for anyone trying to lead in 2025.

AEC firms keep saying they want innovation. But when a 24-year-old shows up with ambition, ideas, and a deadline-driven mindset… the same firms call them “entitled.”

So, who’s really holding innovation back?

What We’re Really Talking About

KP’s original post started here:

“The future is Gen Z. I post about AI and robotics, but I understand that humans are still the biggest part of the AEC industry.”

It’s easy to write off generational shifts as “culture clashes.” But what’s really happening is this: Gen Z is exposing the parts of AEC culture that are outdated, unmeasured, and misaligned with modern career expectations.

And that’s not an HR problem. That’s a leadership one.

The 4 Excuses Executives Keep Using And Why They Don’t Hold Up

1. “They Don’t Want to Pay Their Dues”

AEC has long been a traditional, hierarchical industry. It’s rooted in apprenticeship. It rewards time-in-seat. And it idolizes “the way things have always been done.” But that mindset is now a liability.

Gen Z isn’t afraid of work, they’re allergic to busywork.

They question the tasks they’re given. They want learning that’s fast, relevant, and tech-enabled. If something can be done with AI or a macro, they’ll do it that way, and they’ll be right.

The problem? Many leaders aren’t asking: “What’s the most efficient way to build this skill?
They’re asking: “How do I make this kid earn it like I did?”

And that mindset slows down the entire system.

2. “They Don’t Understand Relationships”

This generation grew up forming deep bonds over Discord, building trust in DMs, and running group projects via Notion and Slack. Relationships don’t need to be in-person. They need to be authentic.

The in-person rituals that older generations saw as relationship-building (golf, drinks, small talk, mandatory social events) often feel forced or inefficient to Gen Z.

And here’s the kicker: Gen Z has better filters. They’ve been conditioned to spot scams, fake profiles, and surface-level charisma. They value transparency over charm. They trust utility over theatrics.

“You’ve got 20 minutes. Do you want to banter or get something done?” -KP

They’re not cold. They’re focused. That’s not a weakness, it’s an upgrade.

3. “They Aren’t Ambitious”

They are. But they’re not going to trade ambition for blind loyalty.

Gen Z doesn’t see their employer as family. They’ve watched too many layoffs, broken promises, and “culture-first” companies fold overnight. They want acceleration, not affiliation.

The young professionals who are ambitious are hyper-ambitious; chasing C-suite titles, funding rounds, or exits. And they’re doing it fast.

They’ll give you 100%, but only if they see the path clearly. If the only way to “grow” is to wait 15 years and play politics, they’re out.

4. “They Don’t Respect Meritocracy”

Actually, they’re obsessed with it. They just don’t trust your version of it.

They were raised in gamified systems: school apps, social media, online leaderboards. In their world, progress is measured, visible, and fair.

But in many AEC firms, promotion still depends on:

Office politics
“Time served”
Whether Steve likes you

And Steve’s golf game shouldn’t determine someone’s future.

Gen Z wants to know:

What are the rules of the game?
How do I win?
And will the scoreboard be shared?

If they can’t see the rules, they’ll assume the game is rigged, and find a better one.

Even the Giants Are Adapting (Because They Have To)

Autodesk, Turner Construction, and JLL aren’t ahead of the curve. They are the curve being reshaped by Gen Z talent, AI-native workflows, and fast-moving startups.

They aren’t leading this shift. They’re reacting to it.

Autodesk
Launching student challenges and mentorships tied to real projects.
Even a tech titan can’t rest on products alone. They're building talent pipelines now because tomorrow’s talent won’t wait.
Turner Construction
Experimenting with AI-supported onboarding and site data automation.
When the big firms finally get tired of paperwork, you know startups have already moved on.
JLL (Jones Lang LaSalle)
Trying to gamify career advancement with dashboards and rotational tracks.
They’re making org charts look more like video games because Gen Z is tired of guessing how to level up.

From KP’s Playbook: What’s Really Going On

These aren’t just surface-level cultural clashes. Here’s the deeper dynamic KP is surfacing even if he didn’t spell it out directly:

The Real Problems:

Legacy leadership fears irrelevance. Gen Z works faster, questions more, and exposes inefficiencies. That scares people.
Gatekeeping is easier than coaching. Teaching a new generation how to succeed your way is easier than listening to what they actually need.
“Paying dues” is just status preservation. It’s easier to justify your own path if you make everyone else take the same one even if it’s outdated.

“Most founders don’t fear Gen Z’s work ethic. They fear being replaced by someone who doesn’t need permission to move fast.” -(inferred from KP)

Takeaway Framework: Is Your Org Gen Z-Ready?

Let’s simplify. Here's a quick diagnostic to assess if your firm is creating a growth path Gen Z will actually respect.

Provide transparent metrics for promotion
Don’t: Rely on “gut feel” or politics.
Gen Z wants to know the rules of the game, and that they apply to everyone.
Encourage Slack/Zoom-based relationship-building
Don’t: Mandate in-person social events as the only “real” connection
Relationships don’t have to look like yours to be meaningful.
Allow fast-tracked learning through AI, tools, and autonomy
Don’t: Force slow, outdated workflows and manual busywork
Gen Z will optimize, or they’ll leave to work where they can.
Offer rapid feedback cycles and coaching
Don’t: Wait for annual reviews
They expect real-time signals and course correction not silence.
Let performance and results speak louder than time served
Don’t: Reward tenure over impact
If the scoreboard isn’t fair, they’ll go play a different game.

This Week’s Challenge

Ask yourself:

If a 24-year-old walked into your office and said: “I want to be VP in 3 years.”
Would you mentor them, or write them off?

If your instinct is to slow them down, the problem might not be their ambition. It might be your fear.

Ignite what's next

We're launching something new... It’s called Catalyst.

It’s a space for AEC forward-thinkers are reimagining what’s next. This is where the top minds in the industry are sharing ideas, leading change, and pushing the future of AEC forward.

Sounds like you? Join the waitlist at kpreddy.co.

Check out one of our Catalyst conversation starters, AEC Needs More High-Agency Thinkers.

Hope to see you there!

Resources to Explore:

Podcast Episode: Listen to the full episode of KP Unpacked for deeper insights.
YouTube Episode: Watch the full conversation in action on KP Unpacked.
Follow KP on LinkedIn: Stay up to date with the latest insights coming directly from one of the most prominent figures in the industry.