Starting at Platt College is often the first big leap Gen Z takes toward their professional journey.
It’s exciting, it’s new, and let’s be real—it’s also kind of overwhelming.
Especially when the next phase—“adulting” in a real job—comes with its own crash course.
Why Gen Z Needs a Different Kind of Career Coaching
This generation isn’t lazy.
They’re just wired differently.
Raised in a digital-first world, they’ve grown up multitasking across five tabs, three devices, and one big dream.
But that doesn’t mean they’re automatically ready for the nuances of workplace culture.
That’s where coaching comes in—not to correct them, but to connect with them.
I still remember one of my former interns.
Fresh out of design school, brilliant with ideas, but completely blanked out during her first client meeting.
Not because she wasn’t capable—she just wasn’t coached on how to translate her talent into the language of professionalism.
She now works at a creative agency in New York and credits that early guidance for teaching her how to “show up” beyond her portfolio.
For anyone just stepping into this transition phase, resources like Platt College offer that bridge.
But even after that, mentorship plays a huge role in long-term growth.
The Soft Skills Gap Nobody Talks About
Let’s get one thing clear—Gen Z is smart.
What they often lack are the unwritten rules.
Stuff no syllabus ever really explains:
How to take feedback without shutting down
When to speak up in meetings
Why “just being good at your work” isn’t enough
This isn’t a generational flaw.
It’s a coaching opportunity.
Think of it like this: you wouldn’t expect someone to ace a group project without explaining the assignment.
So why do we throw fresh grads into fast-paced work cultures and expect instant adaptation?
I once had a junior team member who’d respond to emails like texts.
One-word replies, no sign-offs, all lowercase.
He wasn’t being rude—he genuinely thought that’s how work emails worked.
A quick one-on-one, a few real examples, and he was good to go.
It’s not about micro-managing.
It’s about micro-mentoring.
Coaching for Confidence, Not Control
One of the biggest myths around early career coaching is that it makes people dependent.
It’s actually the opposite.
Done right, coaching creates confidence.
It helps young professionals trust their instincts and refine them.
Gen Z wants to succeed.
They just want a roadmap that makes sense in today’s world.
During my workshops, I use scenarios instead of scripts.
Like: “Your manager gives you vague feedback—what’s your move?”
Or: “You feel undervalued—how do you bring it up professionally?”
When they practice these in a safe setting, the real world becomes less intimidating.
Why Traditional Internships Are Falling Short
Let’s be honest—most internships are glorified coffee runs or spreadsheet marathons.
That’s not training, that’s task delegation.
What Gen Z needs is immersion.
Real projects.
Actual deadlines.
Mentors who don’t just assign work but review it with context.
One of my best coaching experiences came from shadowing a creative strategist at a marketing firm.
He didn’t give me work.
He let me observe his workflow—his client calls, his brainstorms, even his bad days.
It taught me more about workplace resilience than any classroom ever did.
That kind of exposure changes everything.
Feedback Is Fuel (But Only If It’s Framed Right)
Here’s a secret: Gen Z wants feedback.
They’re not snowflakes.
They just don’t respond well to vague criticism.
If you tell someone, “This design isn’t working,” that doesn’t help.
But if you say, “This layout feels cluttered—can you give the elements more breathing room?”—now that is useful.
In coaching, I use the “Feed Forward” technique.
You don’t just critique.
You point them forward.
Try this:
“Here’s what I liked. Here’s what could be better. Here’s how to make it better.”
Simple, clear, human.
Helping Gen Z Set Realistic Career Expectations
This one’s big.
We’ve told Gen Z they can “do what they love and never work a day.”
Sounds great on a Pinterest board.
But in real life? It takes time, grit, and often—some really unsexy entry-level work.
It’s important to reframe “success.”
Not as a viral career moment but as daily momentum.
One of my coachees once said, “I thought I’d be a creative director by 25.”
He’s now 27, still climbing—but more grounded, more patient, and actually enjoying the process.
That’s the win.
Coaching as a Two-Way Street
Coaching Gen Z isn’t just about giving advice.
It’s also about listening.
They have fresh perspectives, tech fluency, and a sixth sense for what’s trending.
Tapping into their way of thinking can unlock ideas older employees might miss.
Some of my best brainstorming sessions come from pairing senior staff with fresh grads.
It builds mutual respect.
It sparks innovation.
It’s coaching that flows both ways.
Final Thoughts: From College to Career, With Clarity
Helping Gen Z thrive after graduation isn’t rocket science.
It’s just real coaching—human, clear, and consistent.
Whether they’re entering the creative industry, tech, healthcare, or marketing, what they need most is someone to say:
“You’ve got the talent—now let’s shape the toolkit.”
And that’s how you turn education into evolution.
That’s how college becomes a career.