Women, leadership & future skills: What we must learn from Gen Z

On June 27, 2025, the IHK Schwaben invited people to the “Women and Business” forum in Augsburg. The focus was not only on the classic perspective on female leadership – but on generational dialogue and the question of what future leadership can look like. The event brought together more than 140 female entrepreneurs and decision-makers, who took away new impulses for a working world in transition.

Female thinking: emotional intelligence instead of authoritarian leadership

A key focus of the forum was so-called “female thinking” – leadership approaches that place stronger emphasis on relationships, social dynamics and emotional intelligence. This ability is particularly crucial when working with Generation Z:

Young people entering the job market are often stressed, lonely and disoriented. According to studies, women in particular show a higher willingness for self-reflection and to accept help. Classic “male thinking” – analytical, fact-driven and authoritarian – falls short here.

Conclusion: If you want to lead Gen Z, you need the ability to feel.

Keynote: What does Generation Z really need?

In her keynote, Franziska Brandmeier explained what drives young generations – and where many leaders fail:

• Mental health is no longer a side note, but a basic prerequisite for performance.
• Career paths must become more individual, more flexible and more purpose-driven.
• Mentoring works systematically better for men – women are often missing out.
• System 2 thinking – conscious, creative rethinking – becomes a key competence of modern leadership.

The pandemic also changed many things. Lockdown became a time of reflection: “What drives me?” – this question is gaining relevance for both sides.

Entrepreneurs in dialogue: experience meets change

In the panel discussion with representatives from Humbaur GmbH, KA Antriebstechnik and Campingpark Gitzenweiler Hof, it became clear: change is real – and it needs space for exchange instead of ego. Reverse mentoring, the four-day workweek and a new feedback culture are more than buzzwords – they are survival strategies in a labor market in transition.

Diversity is economic – not a nice-to-have

Studies show that diverse teams perform better. But this does not happen automatically. Those who stick to old methods will lose young talent. Those who consciously invest in diversity can build the bridge to the future.

Conclusion: business needs new patterns

The IHK forum made one thing clear: we need new ways of thinking – not old hierarchies. The younger generation asks for purpose, mental health, compatibility and real participation. Those who respond only with old recipes will lose.

“What human beings can be, they must be.” – Maslow

And sometimes that means: thinking differently. Thinking more femininely. Leading more humanely.