Gen Z on Gen Z
Remember the millennium bug panic? If you’re Gen Z (born 1997–2012), probably not! But for those who do, it’s a reminder that every generation faces its own crises some more long-lasting than others – shaping how we see the world.
For Gen Z, it’s been the pandemic, climate anxiety, housing shortages, and geopolitical tensions that have shaped their perspectives. And, importantly, the constant presence of social media and online content, can make every crisis feel closer and more personal for Gen Z than it did for generations before.
During the keynote session at our recent FutureLend Europe 2025 in Amsterdam, Jahkini Bisselink, Future Generations Researcher at Whetston, explored the key characteristics that distinguish Gen Z from other generations, the skills they bring with them and fresh insights on how current and future leaders can effectively bridge the gap between employees across different generations.
Bridging the gap: the human side of technology
Technology is transforming loan markets at breakneck speed. But history shows us that, new tech (think: automated lifts) often meets resistance.
So what does history teach us about how to overcome resistance to the integration of new technologies?
- The answer: today’s leaders must do more than sell efficiency: they need to address the emotional needs of their teams. Successful adoption means getting teams on board with new technologies and creating trust amongst end-users.
From awareness to activism
Whilst millennials were good at raising awareness for different causes, Gen Z demand action. This activism has the potential to spark tensions (so-called “hot-moments”), especially in workplaces where different ideologies and generational divides may exist.
What skills do leaders need to successfully manage across different generations, including Gen Z?
- Leaders must be ready for “hot moments”, setting boundaries, listening to new perspectives, and leading with EQ as well as IQ.
Mental health and wellbeing are key concerns
Mental health isn’t new, but Gen Z has made it a priority. For 60% of Gen Z, mental health resources are now a key factor in choosing an employer and – above all – they view their manager as being their primary mental health resource within their organisation.
So how can leaders respond to the increased emphasis on mental health and wellbeing?
- Today’s leaders must be equipped to offer real guidance and support to their teams —not just tick boxes. Mental health and wellbeing cannot be ignored in the loan market and offering the right support will be key to attracting and retaining employees from across different generations.
Is lending still attractive for future leaders?
Our first panel of the day tackled this question head-on. Moderator, Dariusz Michalik, Legal Counsel, Assistant Vice President, EMEA Legal at MUFG, led a thought-provoking panel with Maryann Nikkhah, Project Finance Director at MUFG, Wouter Biewinga, Managing Director at ING and Douglas Gibbs, Counsel at Hogan Lovells International LLP.
The verdict? In a world where career paths are increasingly non-linear, the loan market offers dynamic and rewarding career opportunities for those willing to embrace change.
The key takeaways for the audience:
- Market disruptions (like the Global Financial Crisis) can lead to growth. The advice: get comfortable with being uncomfortable!
- Ask questions, upskill, and focus on relationships. Technology will change the landscape, but human connection remains irreplaceable.
- Ultimately, your career is what you make of it. With the right mindset, a career in lending can be not only viable but also fulfilling.
Changing loan markets: unlocking the opportunities
The loan market is evolving: sustainability, tech innovation and private credit are all driving change in the industry.
The second panel, moderated by Lily Liu, Senior Associate at A&O Shearman, featured Stefan Fromme, Managing Partner at VC Trade, Ricardo Papa, Head of Sustainable Solutions at ING, and Joost de Pauw, Partner, Direct Lending at Ares. They discussed key trends in the loan market and their implications for future leaders.
Sustainability: from niche to norm
Once confined to use-of-proceeds structures, sustainability-linked loans (SLLs) have surged into the mainstream over recent years. Since the first SLL was structured in 2017, the market has now matured significantly and, despite political and regulatory headwinds, the market remains resilient.
Looking ahead, we will see sustainable finance continue to develop with new market-led initiatives likely to be established, for example around transition finance.
Private credit: the new frontier
The move from bank lending to private credit has been another fundamental shift in the lending landscape over recent years.
For professionals, stepping out of a large organisation (like a bank) and into a smaller organisation requires entrepreneurialism in order to seek out new opportunities in the market. With plenty of liquidity and new entrants to the market, professionals must nonetheless exercise discipline and a sharp focus on credit quality to be credible and successful in a career in private credit.
Technology: disruption and opportunity
The operational aspects of lending have remained largely unchanged for decades, but technology is now becoming a real disruptor in the market. AI is already reshaping lending in data analysis, decision-making and reporting. While automation may replace up to 60% of bankers’ and lawyers’ tasks, however, it won’t eliminate the need for human input. Indeed, whilst the ability to analyse vast amounts of information is a key efficiency brought by new technologies, human interventions will still be needed to prevent biases and hallucinations impacting real world decision making.
Building your personal brand: how to stand out in the crowd
In today’s professional landscape, personal branding is more than a buzzword, it’s key to success. Whether starting out in a new job, entering new markets or simply looking for the next opportunity, how you present your values, strengths and working style can be a key differentiator.
Moderator, Noel Mahray, Associate Director, Corporate Finance at BayernLB, led an engaging discussion with Floor van Heijst, Partner at Bird & Bird, and Isabel Fonseca Career & Leadership Coach for Women at Nextfem Leaders to get their tips on how to stand out from the crowd.
Above all, the consensus was that authenticity is central. Your brand should reflect who you are, not who you think you should be. This means aligning your personal and professional and being open to showing different facets of yourself.
Notably, imposter syndrome is common: over 85% of professionals in the audience said that they had experienced this feeling at some point in their careers. Confronting this feeling, and using creativity and coaching to navigate around it, can help build confidence and visibility in the market.
Instead of chasing opportunities, cultivate them. Like planting a garden to attract butterflies, create environments where your strengths naturally draw attention.
Finally, seek feedback. Understanding how others perceive you can help bring coherence to your brand and ensure it resonates with the people you aim to serve.
Diversity of voice: why it matters in the loan market
Alongside our moderator, Hannah Vanstone, Senior Associate Director, Legal at LMA, Celia Price, Head of Sustainable Finance Solutions EMEA at Mizuho, Ceyda Sipahi, Head of New Energies at ABN AMRO and Merel van der Mersch-Klinkers, Director EMEA Legal & Head of Markets Regulatory / Global Structures Solutions at MUFG explored why diversity of voice matters in the loan market and how our future leaders can encourage this.
Our panellists agreed that diversity of voice goes beyond demographic representation. It’s about ensuring that a wide range of perspectives shaped by different experiences, backgrounds, and ways of thinking are actively heard and valued in decision-making processes.
Furthermore, clients increasingly recognise the value of diverse voices. Whether it’s navigating complex regulatory environments or designing inclusive financial products, organisations that embrace varied perspectives are better equipped to respond to market demands and societal expectations.
Panellists shared their own views on what they had witnessed work well in their own workplaces, from mentoring through to HR practices. Bringing in individuals with a different career journey or socio-economic background can also unlock new perspectives within an organisation.
Nonetheless, panellists were clear that diversity should not be seen as an end in itself, rather the emphasis should be on the benefits that diversity can bring to an organisation.
So how can future leaders encourage diversity of voice within their organisations?
- Create intentional spaces for dialogue: Regular forums and internal committees can help surface ideas that might otherwise go unheard.
- Champion inclusive leadership: Leaders should facilitate open conversations and actively seek input from all team members.
- Be a mentor to others: Provide mentorship for those starting out in their careers and help bring new voices into the market.
In summary
The foundation of success lies in being true to yourself. Let your individuality guide you as you establish your brand and express your unique perspective. Adapt to changes, continuously develop new skills, and stay at the forefront of your industry. Tomorrow’s lending leaders will thrive with curiosity, resilience, and strong relationships.
Utilise technology, promote inclusivity, and ensure authenticity is at the heart of your brand-building efforts.
The loan market is changing, are you ready to lead the way?
