Why Gen Z delays adulthood but leads the future
Written by Benoit Vancauwenberghe, leading expert on Generation Z in Europe
I’ve just started reading Tim Elmore’s new book, The Future Begins with Z, and in the first few pages, he hits on something that stopped me in my tracks: The Peter Pan Paradox.
It’s one of those ideas that immediately makes sense, not just because it’s catchy, but because it’s happening right now across workplaces, classrooms, and families all over Europe. If you’re managing young talent, building learning ecosystems, or leading next-gen teams, this paradox is the tension you feel, even if you haven’t had the words for it yet.
So what is it? Elmore describes it like this: today’s young professionals, especially Gen Z and the rising ZAlpha generation, are refusing to grow up in some ways (like Peter Pan in Neverland), yet they bring incredible “pixie dust” into our organizations: creativity, bold ideas, and insights we can’t afford to ignore.
“The boss may have experience, but they have exposure. You have the position, but they have the perspective.” — Dr. Tim Elmore, The Future Begins with Z
That quote says it all.
The Two Sides of the Peter Pan Paradox
Elmore unpacks this beautifully. Peter Pan is magnetic. He can fly, he’s clever, he outsmarts pirates, and he makes magic out of thin air. That’s the upside of Gen Z at work:
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They intuitively understand where culture is going.
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They build with digital-first thinking.
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They bring fresh strategies, often from places legacy leadership would never look (Discord, Roblox, TikTok).
But then there’s the other side: Peter Pan refuses to grow up. He resists responsibility. He avoids emotional maturity. He wants to stay in Neverland, safe from the adult world. Gen Z embodies both, and this duality is driving a wedge between generations at work.
What this looks like in real life
You’ve probably seen it already:
| Pixie Dust (Strength) | Neverland (Challenge) |
|---|---|
| Spotting viral trends before your marketing team does | Avoiding hard conversations or conflict |
| Pitching bold, unorthodox ideas | Hesitating to take full ownership of a project |
| Using AI tools better than anyone else in the building | Struggling with face-to-face presentations |
| Craving purpose and impact | Feeling anxious about stepping into leadership |
This paradox explains why some leaders feel inspired and frustrated by Gen Z at the same time.
Why it matters now (Especially in Europe)
Across the continent, I’ve been speaking with leaders and HR teams who are all asking the same thing:
“How do we motivate, manage, and grow this next generation, when they don’t play by the old rules?” The Peter Pan Paradox gives us a framework to work with, not against. Instead of asking “Why won’t they grow up?”, we should ask: “How can we channel their perspective, not just their productivity?” As Elmore puts it, while Gen Z may not have direct experience, they certainly have exposure, and in a world of rapid change, exposure often prevails.
What leaders, HR, and educators can do
Here’s how we lean into this paradox rather than resist it:
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Design pathways, not ladders
Replace rigid career ladders with flexible, modular growth paths. Gen Z wants optionality, not obligation. -
Empower early
Don’t wait until someone’s “earned it” to give them meaningful work. Let them test, build, lead — with guidance. -
Create psychological safety for mistakes.
Peter Pan doesn’t fear flying. Gen Z needs the space to try, fail, iterate — especially in their early careers. -
Recognize different kinds of authority.
Formal titles aren’t the only source of influence. Digital capital, community trust, cultural literacy — these are new currencies of leadership. -
Invite their insight
Gen Z can see around corners that older generations can’t. Ask them what they’re seeing — not just what they’re doing.
Final thought
Generation Z isn’t stuck in Neverland because they’re lazy or entitled. They’re navigating a world where traditional adulthood has been delayed by design, and digital fluency has given them wings before they’ve learned how to land.
They bring pixie dust, ideas, energy, and insight — but they need leaders who know how to guide, not just manage. As Elmore writes, the age of authority is falling, and in its place is something much more collaborative, more curious, and, yes, a little more chaotic. That’s not a threat. That’s the future. And it begins with Z.
Q&A
It’s the tension where Gen Z appears mature digitally and culturally, yet delays traditional markers of adulthood, such as leadership, autonomy, and responsibility. They bring innovation, but may resist structure.
It creates misunderstandings between generations. Managers expect experience; Gen Z offers perspective. When misunderstood, this can lead to disengagement or friction.
Cultural intuition, digital fluency, risk-taking in creative spaces, and a desire to work with purpose. They’re often early adopters of tools and ideas that drive future growth.
By offering mentorship, flexible paths to growth, safe spaces to fail, and empowering Gen Z to co-create solutions rather than execute.
Let’s talk about the future, together
If you’re leading Gen Z teams, building next-gen learning programs, or rethinking your workplace culture, you’re not alone.
Let’s connect: Have a question, a comment, or want to bring this conversation to your organization or event? Please write me at [email protected]. Or add me on LinkedIn: Benoit Vancauwenberghe
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