In modern human resource management, the 9 Box Grid (Performance – Potential) model is commonly used to classify employees. For Gen Z, this is an important tool that helps organizations identify who needs additional professional training, who requires coaching to improve performance, and who should be mentored to develop leadership potential. This context shows that coaching and mentoring are not merely management techniques but strategic approaches to building a sustainable succession pipeline.

Gen Z (born 1997–2012) is gradually becoming the core workforce in Vietnam. They have grown up in the digital era, with strong adaptability, a desire for flexible working environments, an emphasis on meaningful work, and a craving for instant feedback. However, they are also less patient and more willing to leave an organization if they do not see growth opportunities. This presents a significant challenge for Vietnamese enterprises, especially in an increasingly competitive talent market.

Modern coaching goes beyond transferring knowledge; it focuses on unlocking potential and driving behavioral change. The GROW model (Goal – Reality – Options – Will) enables employees to define goals, assess their current situation, explore options, and commit to action. The EDAC model (Explain – Demonstrate – Apply – Check) is particularly useful for on-the-job mentoring, allowing employees to learn, practice, and receive immediate feedback. When combined with the 9 Box Grid, organizations can identify the right people at the right time for coaching and mentoring, ensuring both effectiveness and sustainability.

Coaching and Mentoring Solutions for Gen Z

• Empower and encourage autonomy: give Gen Z the opportunity to set their own goals, challenge themselves, and take responsibility for outcomes.
• Provide fast and transparent feedback: engage continuously instead of waiting for performance reviews, creating a sense of care and understanding.
• Personalize development pathways: leverage AI and data to design tailored learning plans for each individual.
• Connect with organizational values and culture: help Gen Z not only work but also find meaning and belonging.
• View Gen Z as co-creators: apply reverse mentoring to foster equality and encourage two-way learning.

Technology, especially AI, is becoming a powerful “virtual coaching assistant.” AI can design personalized development plans, generate simulation scenarios, track progress, and provide instant feedback reports. These tools align with the digital habits of Gen Z while helping managers save time and improve effectiveness.

Coaching and mentoring Gen Z, therefore, is not just an HR activity but a strategic imperative for retaining and developing talent. Guided by proven models such as GROW, EDAC, and the 9 Box Grid, and supported by technology and empathetic leadership, Gen Z can become a strong successor force, driving organizations toward sustainable growth in the new era.

Wishing you success!

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