Why I’ve Brought Gen Z into the Business to Drive AI and Innovation

By Justin Dring | Independent Solar Consultant | Commercial & Industrial Carbon Reduction & Off-Grid Energy Solutions

August 7, 2025

Introduction: The New Energy Generation

It’s not every day you get to bring young, incredibly talented people into a traditional consultancy business and watch them flourish. But that’s exactly what we’ve done. Over the last year, I’ve brought Gen Z talent into the fold—not as a gimmick, but as a deliberate strategy to prepare for the next wave of transformation in solar, carbon reduction, and energy consultancy.

Gen Z are digital natives. They grew up not just with social media, but with AI in their pockets. They’re fluent in prompts, APIs, and automation workflows the same way earlier generations are fluent in spreadsheets and phone calls. Their ability to navigate rapidly evolving technologies makes them uniquely positioned to drive innovation in industries like ours—industries that are undergoing seismic shifts in how data, automation, and analytics are applied.

Why Gen Z Are Different

Gen Z, born between 1997 and 2012, are the first truly “AI-native” workforce^[1]. Research from Deloitte highlights that 70% of Gen Z workers expect technology and automation to fundamentally reshape how businesses operate^[2]. Unlike Millennials—who adapted as these tools emerged—Gen Z grew up with them. To them, asking ChatGPT to debug code or using AI to visualize carbon emissions data is second nature.

When we pair this natural fluency with the decades of practical, regulatory, and design experience within consultancy, we create something powerful: a blend of fresh thinking and seasoned wisdom. This mix doesn’t just modernize the business—it futureproofs it.

AI and APIs: The New Language of Business

As Lisa, one of our collaborators, recently said, everything is going API-linked. Carbon analytics, emissions tracking, and energy performance benchmarking can now be pulled, processed, and visualized by AI tools faster than ever. Platforms like Microsoft Fabric, Salesforce Net Zero Cloud, and bespoke APIs are changing how companies report on ESG and Net Zero commitments^[3][4].

But here’s the catch: AI doesn’t magically fix broken systems. You can’t “bolt on” ChatGPT or Power BI to outdated workflows and expect transformation. It takes the right data, the right processes, and the right people to unlock the potential. Gen Z excels at seeing these integrations not as add-ons, but as natural extensions of work itself.

The Humour in Learning AI (at 45)

Teaching a 45-year-old (me) how to write AI prompts is a bit like teaching them TikTok dances. Not impossible, but certainly entertaining. The truth is, AI prompt-writing is its own skill, blending technical clarity with creative nuance. And when you get it wrong, you don’t just waste time—you get hilariously weird results. That’s why having Gen Z “prompt engineers” on the team is so valuable.

Their instinctive grasp of how to structure prompts, validate responses, and loop AI into workflows means our consultancy can move faster, cut admin time, and deliver more polished insights to clients. It also saves me from spending an hour arguing with an LLM about the difference between “kWh” and “kW.”

Communication: Two Planets Colliding

One of the biggest lessons so far has been about communication. Pairing “superstar AI Gen Z kids” with seasoned consultants can feel like two planets colliding at first. Gen Z often prefer quick, collaborative tools—Slack channels, Notion docs, Loom videos—while older consultants lean towards emails, formal reports, and structured project meetings^[5].

At first, these differences can create tension. But when aligned, the results are next-level. Our younger team members push us towards efficiency and clarity; our older team members ensure rigor, compliance, and risk management. Together, the output is stronger than either group working alone.

AI Doesn’t Replace People—It Enhances Them

We’re not rushing to “AI everything” and crush the good stuff out of the process. Instead, we’re rethinking policies and procedures so AI, automation, and analytics can enhance—not replace—the human expertise our clients trust us for. This means:

• Developing robust process documentation that integrates AI where it adds the most value.
• Refreshing internal training programs to include digital literacy and prompt engineering.
• Mentoring Gen Z so they learn not just tech skills, but leadership, communication, and client care.

A Harvard Business Review study found that companies using AI to augment rather than replace employees saw productivity increase by 20–40%^[6]. Our lived experience confirms this. When AI is paired with human expertise, everyone benefits—especially clients.

The Wine and the Wineskins

The Bible puts it well: “Neither do people pour new wine into old wineskins. If they do, the skins will burst; the wine will run out and the wineskins will be ruined. No, they pour new wine into new wineskins, and both are preserved.” (Matthew 9:17).

Bringing Gen Z into a traditional consultancy has been like pouring new wine into old wineskins. At first, it feels like the skins might burst—our old processes, hierarchies, and ways of thinking tested to their limits. But by refreshing our systems, updating our “wineskins,” we’re finding that the new and old can preserve each other. The result is not chaos, but renewal.

In short, don’t spill the wine.

Challenges of Integration

This transition hasn’t been without its challenges. Bringing Gen Z talent into an old-school consultancy has highlighted differences in communication, priorities, and even expectations about work–life balance. Gen Z value flexibility, purpose, and continuous learning^[7]. They’re more likely to ask, “Why do we do it this way?”—a question that can be uncomfortable but also invaluable. It forces us to revisit long-standing assumptions and refresh the way we serve clients.

According to PwC, 83% of Gen Z employees see learning opportunities as a key factor in choosing an employer^[8]. They want growth, not just a paycheck. For consultancy businesses, that means creating structures where mentorship flows both ways: experienced professionals train Gen Z in regulatory, technical, and client-handling expertise, while Gen Z train leadership in AI, automation, and digital-first thinking.

Leadership Lessons

Great leadership isn’t about suppressing differences—it’s about harnessing them. Bringing Gen Z into consultancy has reminded us that alignment is everything. When experience and fresh thinking work together, we can build something that truly lasts.

John Maxwell’s timeless quote comes to mind: “Everything rises and falls on leadership.” In today’s era of AI-driven change, leaders must inspire rather than manipulate, empower rather than control. A McKinsey report highlights that companies that embrace inclusive, cross-generational leadership see innovation rates increase by 30%^[9]. That’s not theory—we’ve seen it first-hand.

Gen Z and the Future of Solar Consultancy

What excites me most is how this new generation’s mindset aligns with the future of the solar and energy industry. Gen Z is deeply motivated by climate change and sustainability^[10]. Surveys show that over 70% of Gen Z consider environmental impact when choosing where to work and what companies to support^[11]. They don’t just see solar as a job—they see it as part of a mission to accelerate the clean energy transition.

For clients, this means working with a consultancy where every member of the team—regardless of age—is driven by both technical excellence and a genuine desire to build a sustainable future. It also means fresh creativity in tackling tough problems, whether it’s modelling carbon reduction pathways or verifying off-grid system designs.

New Structures for a New Generation

To make this work, we’ve been refreshing our internal structures:

• Hybrid Teams: Projects now include cross-generational task forces, pairing Gen Z analysts with veteran consultants.
• Reverse Mentorship: We’ve formalized a process where younger staff mentor senior leaders in AI tools and digital workflows.
• Process Overhaul: We’re rewriting policies to integrate automation from the ground up, rather than as an afterthought.
• Continuous Feedback: Using digital platforms, we’ve made performance and project updates more transparent and iterative.

These changes aren’t cosmetic—they’re structural. They reflect the understanding that the future consultancy isn’t just about who knows the regulations; it’s about who can combine compliance with innovation, client care with automation, and leadership with adaptability.

Final Reflections: New Wine, New Skins

When new meets old, there can be tension and frustration. But when everyone is aligned, that same dynamic has explosive power. Bringing Gen Z into the consultancy has reminded us that alignment is everything. When experience and fresh thinking work together, we build something resilient and future-ready.

So, whether you’re an energy manager wrestling with data overload, or a consultancy leader wondering how to integrate AI into your systems, my advice is simple: don’t go it alone. Bring in the next generation early, create the right structures, and invest in the alignment process. The results will surprise you—in the best way possible.

Join the Conversation

Feel free to DM us with places where you need consultation on how to lead through these crazy times of growth. Sometimes speaking to the younger generation can feel like learning another language, and that’s where consultancy can really help. Or, if you’ve already built cross-generational teams, I’d love to hear how you bridged the communication gap. What lessons have you learned along the way?

In this business, the future isn’t coming someday—it’s already here. And it speaks fluent AI.

References

1. Pew Research Center – Defining Generations (2023).
2. Deloitte Global Gen Z & Millennial Survey (2024).
3. Microsoft Fabric Documentation, Sustainability Reporting (2024).
4. Salesforce Net Zero Cloud Overview (2024).
5. Gallup Report – How Gen Z Communicates at Work (2023).
6. Harvard Business Review – AI Augmentation Study (2023).
7. World Economic Forum – Gen Z Work Preferences (2024).
8. PwC Workforce of the Future Report (2023).
9. McKinsey – Diversity & Innovation Report (2023).
10. UNICEF Report – Gen Z and Climate Change (2023).
11. Forbes – Gen Z Sustainability Priorities (2024).