Young Blossom25 - Future Leaders Revealed

Young Blossom25 with Inga Dengel and Vaios Gougoustamos
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Hosted by Inga Dengel & Vaios Gougoustamos, Young Blossom25 gives a voice to the Future Leaders Generation: Millennials, Gen Z, and soon Gen Alpha. The podcast is interview-based and aims to bridge generational gaps in the workplace. Each 35–40 minute episode brings together insights from emerging and current leaders to explore shifting values, leadership styles, and expectations. Whether you're a seasoned leader or just starting your career, you'll gain practical tools, fresh perspectives, and a shared space for growth, purpose, and collaboration.

  1. Aug 10

    Marina Perantonaki on Why Gen Z Craves Structure, Not Freedom, at Work

    A 20-year career services veteran says we have Gen Z completely backwards. They are not asking for less structure. They are desperate for more. Marina Perantonaki has spent two decades across executive search, corporate HR, and now career services at the American College of Greece, watching thousands of young people navigate their first steps into the workforce. She unpacks why six-month check-ins feel like an eternity to Gen Z, why leadership boils down to one word for this generation, and why the loudest voices are making the whole generation look more divided than it actually is. Guest: Marina Perantonaki | Senior Manager, Office of Career Services, Deere American College of Greece

    Marina Perantonaki on Why Gen Z Craves Structure, Not Freedom, at Work

  2. Jul 9

    Moritz Lechner on leading 50 people before turning 22 and what no management school teaches you.

    Moritz Lechner started his first company at 14 with 100 euros from his bedroom and exited at 21 in a multi-million euro deal. Here is what he actually learned. Moritz, dubbed Austria's youngest founder, joins Inga and Vaios to unpack what it really takes to lead a team when you have no management training, how he kept his cool when payroll was in doubt, why he thinks Europe is way too risk averse, and what his next chapter in Silicon Valley is about. Raw, honest and packed with hard-won insight from someone who has done it for real. Guest: Moritz Lechner | Founder and former CEO, New Fluence What does it actually look like to build and lead a company from the age of 14 with no management school, no MBA, and no blueprint to follow? In this episode of Young Blossom 25: Future Leaders Revealed, Inga Dengel and co-host Vaios Gougoustamos sit down with Moritz Lechner, dubbed Austria's youngest founder. Moritz launched his first startup, Freebie Box, at 14 with just 100 euros from his childhood bedroom. At 15 he pitched it on Austrian television show "2 Minutes 2 Million." At 17 he pivoted the company into New Fluence, a top European micro influencer marketing automation platform that grew to over 50 employees. In November 2024 the company was acquired in a multi-million euro deal by German private equity fund One SP Agency. He is now in stealth mode, building his next company at the intersection of AI and founder empowerment, this time from Silicon Valley. This is a conversation about real leadership: the kind that happens when the bank account is nearly empty, your team is twice your age, and nobody gave you a manual. What You Will Learn Why Moritz says 90% of early-stage startup success comes down to the people, not the product How he managed to stay calm and keep his team motivated when payroll was genuinely uncertain What made him pivot Freebie Box into New Fluence and why that pivot saved the company Why he believes Europe is too risk averse and what needs to change The one mistake he would undo: not talking to customers enough before spending on product Why he is moving to Silicon Valley and what his next venture is focused on What corporate environments actually offer that startups cannot, and vice versa About Moritz Lechner Moritz Lechner is a 22-year-old Austrian entrepreneur, dubbed Austria's youngest founder. He launched his first startup Freebie Box at age 14 with 100 euros, pivoted it at 17 into New Fluence, a European micro influencer marketing automation platform with over 50 employees, and achieved a multi-million euro exit in November 2024 when New Fluence was acquired by German private equity fund One SP Agency. He has since stepped down as CEO and moved to Silicon Valley to build his next company at the intersection of AI and founder empowerment. Quote of the Episode by Moritz Lechner: "You can only play the 'I'm 14, please help me build something' card for so long. At some point you just have to prove yourself with pure output." Connect With Us Listen on your favourite platform: Apple Podcasts: https://podcasts.apple.com/us/podcast/young-blossom25-future-leaders-revealed/id1841713415 Spotify: https://open.spotify.com/show/2Tv8CcZwqxUpDxHdZlItqW?si=355720ed244849ca Amazon Music: https://music.amazon.co.uk/podcasts/0d577013-9f92-48ce-aa15-7c7a3f5dff4e/young-blossom25---future-leaders-revealed Connect with Inga & Vaios on LinkedIn: https://www.linkedin.com/in/ingadengel/ https://www.linkedin.com/in/vaios-gkougkoustamos/ Take the Next StepKnow someone thinking about starting their first company or working with a startup? Share this episode with them. Moritz's story is the most honest startup reality check we have had on the show.

    Moritz Lechner on leading 50 people before turning 22 and what no management school teaches you.

  3. Jun 4

    Gouri Mohan: Why Gen Z Refuses to Lead - Dr. Gouri Mohan on Conscious Unbossing and the Leadership Crisis

    Why are so few young people raising their hands when asked "Are you a leader?" and what does this mean for the organizations trying to develop the next generation?In this episode of Young Blossom 25: Future Leaders Revealed, host Inga Dengel sits down with Dr. Gouri Mohan, assistant professor of human resource management at IESEG School of Management in Paris. From the "conscious unbossing" movement to the danger of promoting top performers into leadership roles, this conversation challenges everything we thought we knew about how leaders are made and who gets to be one. Episode Timestamps• 00:00 - Welcome and introducing Dr. Gouri Mohan• 02:28 - How Inga and Gouri connected• 04:07 - "Do you consider yourself a leader?" Gouri's classroom experiment• 06:28 - Why Gen Z doesn't want to be leaders: fear, risk, and the burden of the title• 10:09 - The "conscious unbossing" movement explained• 12:34 - Why old leadership models are broken and suffocating for young people• 16:13 - The AI prompt problem: why the image of a "leader" is still a white man in a New York office• 18:27 - The role model crisis in leadership and why Gouri uses a 22-year-old banquet manager as her case study• 23:04 - Formal vs. informal leadership and what companies keep getting wrong• 28:08 - Why we promote the wrong people: task competence vs. relational competence• 33:41 - The 360-feedback problem: why performance tools have become performative• 36:45 - The "competent jerk" phenomenon and why AI is finally making jerks just... jerks• 39:20 - Gen Z and "whatever it takes": why their boundaries are maturity, not weakness• 41:47 - The "How vs. What" tension between generations at work• 48:12 - Gen Z's development anxiety: multi-skilling, AI fear, and the pressure to stay relevant• 1:03:30 - What we can tell Gen Z about navigating an uncertain world• 1:06:14 - Human connection as the last true differentiator• 1:10:44 - Gouri turns the table: "Inga, do you consider yourself a leader?"• 1:15:33 - Closing reflections and what needs to become a movement Key Takeaways• Leadership is not a title, it is influence. Gen Z resists leadership labels because the models they have been shown are unattractive: hierarchical, risky, and unrewarding. The fix is redefining leadership around impact and influence, not position.• We promote the wrong people. Organizations routinely elevate top individual contributors into leadership roles without assessing relational competence. The result: bad leaders, disengaged teams, and a broken promotion pipeline.• The role model crisis is real. There is a widening gap between people who hold power and people who are actually good leaders. Gouri uses unconventional examples, like a 22-year-old banquet manager during the 2008 Mumbai terrorist attacks, to show students that leadership emerges from within, not from a title.• Conscious unbossing is a signal, not a problem. Gen Z's reluctance to enter middle management reflects a rational risk/reward calculation, not laziness. The reward structures have not kept pace with the expectations placed on leaders.• The "competent jerk" era is ending. With AI able to outperform on pure cognitive output, the human capacity for empathy, connection, and authentic communication becomes the irreplaceable differentiator.• Gen Z's multi-skilling is anxiety-driven, not flaky. Role diversity and multi-skilling are survival strategies in an uncertain AI-powered world, not a lack of commitment. About Dr. Gouri MohanDr. Gouri Mohan is an assistant professor of human resource management at IESEG School of Management in Paris, where she has been teaching leadership development . She holds a PhD in Management from IESEG Business School and combines academic research with hands-on leadership coaching for new and experienced managers. Her research focuses on how leadership emerges in diverse teams, cross-cultural collaboration, and building inclusive organizations.

    Gouri Mohan: Why Gen Z Refuses to Lead - Dr. Gouri Mohan on Conscious Unbossing and the Leadership Crisis

  4. May 21

    Ole Fussinger: “AI might rewrite every job I’ve done so far - lean in and learn"

    In our new episode of “Young Blossom 25 – Future Leaders Revealed,” Ole Fussinger joins us to talk about:• Why he does “too many things” at 24 – from founding an AI consulting firm to running Capital Architecture, a platform that translates academic and wealth management insights into practical investing education for everyday people.• How Gen Z experiences the job market: a weak economy, strong tools, and a lot of ambition that often lacks the right leadership framework.• The “necessity” behind his hustle: his very candid fear that AI might replace many of the jobs he’s doing today, and how he’s building a broad skill foundation and the courage to fail fast instead of betting on one narrow path.• Why he spends his evenings teaching at the German Chamber of Crafts to make craftsmanship attractive again – especially in a world that will always need people who can actually build things.• What universities and education systems need to change: less slide learning, more debate, case work, and learning to think and present in an AI enabled world.A few things to highlight, Ole doesn’t just talk about “future leadership” – he lives it already, through:• A mission to improve financial literacy in Germany so people don’t just save, but invest with confidence.• A belief that the leaders of tomorrow will win less through pure IQ and more through humanity, empathy, and the ability to take people with them through change.This episode is for you if you are interested in:• How Gen Z really thinks about careers• How AI is reshaping early career choices• Why crafts, SMEs and Europe’s real economy still matter – a lot

    Ole Fussinger: “AI might rewrite every job I’ve done so far - lean in and learn"

  5. May 7

    Arun Sudheendran: Gen Z’s invisible language and boundaries as super power

    Summary In this episode of YoungBlossom 25 – Future Leaders Revealed, Inga and Vaios sit down with Arun Sudheendran, Head of Procurement for McCormick Australia and APAC Category Director for Packaging & External Manufacturing. Arun has spent the last 16 years transforming value chains for leading FMCG companies including McCormick, Nestlé, Reckitt and Procter & Gamble. Together, they explore how Gen Z is reshaping the workplace, what makes this generation unique acrosscultures, and what leaders need to unlearn and relearn to build organizations that last the next 100 years. Arun shares his perspective from Australia, compares notes with European experiences, and reflects on how procurement canevolve from a transactional function to a true strategic partner.  What to expect in this episode Why Gen Z speaks a “different language” – and what thatreally means for leaders and organizations. How emotional vocabulary (anxiety, burnout, depression) ischanging how we talk about work and wellbeing. Why giving Gen Z “airtime” is not bad but a strategicnecessity for any company that wants to be around in 100+ years. How structural shifts in FMCG and supply chains collide witha new generation’s expectations of work. What it takes for procurement to become a strategicpartner that drives growth, resilience, and innovation – not just cost savings. Practical ways leaders can tune into Gen Z’s needs whilestill passing on hard‑won lessons from previous generations.

    Arun Sudheendran: Gen Z’s invisible language and boundaries as super power

  6. Apr 23

    Kostapanos Miliaresis: stop filling gaps with assumptions and close generational gaps

    Summary In this episode, Inga Dengel and Vaios Gougoustamos engage with Kostapanos Miliaresis, an award-winning socialimpact strategist, discussing his journey in community building, the impact of Gen Z on society, and the importance of adaptability in education and collaboration across generations. The conversation emphasizes the need for two-way communication and understanding in mentoring relationships, as well as the evolving definitions of success in today's world. In this conversation, the speakers explore the evolving dynamics between generations, particularlyfocusing on the perspectives of Gen Z in leadership, coaching, and brand engagement. They discuss the importance of authenticity, the need for flexibility in career paths, and how success is perceived differently across generations. The conversation emphasizes the significance of including younger voices in decision-making processes and the challenges brands face in building trust with a skeptical audience. Overall, the dialogue highlights the necessityfor organizations to adapt to the changing landscape shaped by younger generations.   Takeaways Kostapanos emphasizes that he hasnever worked a day in his life, as he finds joy in his projects. Community building requires being a good villager and supporting others. All generations want to feel heard and understood, regardless of their age. Gen Z has grown up with social media, which has shaped their communication style. The current generation has changed the way we communicate, focusing on two-way interactions. Everyone needs support, but mentoring should be a two-way street. Assumptions fill gaps in understanding between generations. Change is uncomfortable for everyone, regardless of age. Success is defined differently for each individual, depending on their values and goals. Collaboration across generations can lead to better outcomes for all. Generational labels shouldn't define the entire cohort. Experience can be perceived differently by different generations. Younger generations often prefer peers with similar experiences. Authenticity is crucial for engagement with Gen Z. Companies are beginning to include Gen Z in leadership roles. Success metrics are evolving and differ across generations. Brands must build trust through authenticity and vulnerability. Social media has changed how brands communicate with consumers. Career paths need to be more flexible to accommodate new expectations. Organizations must adapt to the changing needs of younger generations. About Kostapanos Miliaresis Kostapanos is an award-winning social impact strategist and community builder, recognized by Forbes 30 Under 30 and the Ashoka Foundation for his work in volunteering and social entrepreneurship. He co-founded ethelon, which mobilized over 15,000 volunteers and 350 NGOs in Greece, and now advises leading organizations on corporate citizenship, philanthropy, and community engagement.http://www.ethelon.org/ https://www.linkedin.com/in/kostapanosm/

    Kostapanos Miliaresis: stop filling gaps with assumptions and close generational gaps

  7. Apr 9

    Panos Anastasiou: Adversity is a privilege. We won't take our titles or stock options to the grave. The only thing that lasts is the world we build for the next generation

    I met Panos on LinkedIn over exchange on this post “How do you explain procurement to a room full of 15-year-olds?” And just a few weeks later, we saw each other in the studio recording our 16th episode. Vaios Gougoustamos and I got to hear Panos’ "Xennial"perspective on bridging the gap between generations. First of all he revealed that his favorite episode was with Ilia Kokalli (worth listening in – there might be a job waiting for you) To all current Leaders: Meet Gen Z more than halfway:Future Leaders will inherit the world, it is the responsibility of current leaders to adjust to them, not the other way around. The AI "Shoveling"Shift: As AI takes over administrative tasks (or "shoveling the poo poo"), the most critical skill for the next generation isn't technical execution it’s critical thinking. Values over Salary: When speaking to Gen Alpha students, Panos found they weren't asking about money; they were digging into environmental impact, ethics, and corporate values. Mentorship is "Gandalf" Work: Older leaders should see themselves as the "Gandalfs" of the world, sitting by the fire to share stories and hard-won experience rather than acting like an unapproachable "ivory tower." To all future Leaders: The "Xennial" Identity: we also grew up with technology. Yes, we played in the streets but also had an Atari by age five. Coffee at the Source: Breaking down hierarchies and inviting junior team members to his home for an espresso to talk about "life, the universe, and the rest of everything"instead of formal office meetings.Corporate Kung Fu: In a nod to The Matrix, Panos asked Vaiosand me  what "kung fu move"  we would teach Gen Z. The consensus? Communication and resilience. Lightning round Famous person Panos would like to meet: the Greek PrimeMinister. Dear Mr. Kyriakos Mitsotakis, if you are open to it, please reach out – there is acknowledgement for the good work you are doing and good feedback should always be shared.   #Leadership #GenZ #GenAlpha #FutureOfWork #Procurement #Mentorship #YoungBlossom25 #CriticalThinking #podcast #futureleaders

    Panos Anastasiou: Adversity is a privilege. We won't take our titles or stock options to the grave. The only thing that lasts is the world we build for the next generation

  8. Mar 26

    Julius de Gruyter - AI increasingly commoditizes information, knowing how to sell, interact, build relationship matters more and more

    In this episode of Young Blossom25 - Future LeadersRevealed, VaiosGkougkoustamos and I sat down with Julius de Gruyter, investor at Cherry Ventures and co-author of the Spiegel Bestseller 𝘎𝘦𝘯 𝘡 𝘧𝘰𝘳 𝘋𝘦𝘤𝘪𝘴𝘪𝘰𝘯 𝘔𝘢𝘬𝘦𝘳𝘴, to debunk myths and bridge the generational gap. 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 𝗼𝘃𝗲𝗿 𝗦𝘂𝗯𝗼𝗿𝗱𝗶𝗻𝗮𝘁𝗶𝗼𝗻 Gen Z doesn’t just want a job, they want purpose. Raised as the first true digital natives, their perspective is shaped by social media, which shows them a world of endless possibilities. They aren't afraid to question the status quo rather than simply carrying out work.  𝗧𝗵𝗲 𝗡𝗲𝘄 𝗙𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗥𝗲𝗮𝗹𝗶𝘁𝘆 Unlike previous generations, Gen Z knows they cannot rely on traditional pension systems. This has forced them to become financially literate early on,utilizing democratised capital markets and investment apps to build wealth through ETFs and stocks.  𝗝𝗼𝗯 𝗛𝗼𝗽𝗽𝗶𝗻𝗴 𝗶𝘀 𝘁𝗵𝗲 𝗡𝗲𝘄 𝗡𝗼𝗿𝗺 The trend of "easily quitting" is real and likely here to stay. For Gen Z, a successful career isn't necessarily about 25 years at one company, it’s about what you achieve and the mobility you maintain. 𝗔𝗱𝘃𝗶𝗰𝗲 𝗳𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀? Stop focusing only on the short-term promotion. Instead, communicate the unique leverage and context an employee gains by staying longer.  𝗥𝗲𝗮𝗰𝗵𝗶𝗻𝗴 𝗚𝗲𝗻𝗭 𝗮𝘀 𝗰𝗼𝗻𝘀𝘂𝗺𝗲𝗿𝘀The days of simple billboard advertising are fading. To engage Gen Z, brands must adopt a social-media-first mindset, using niche influencers and "hyper-viral" campaigns that people actually want to share.  𝗪𝗵𝗲𝗻 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗴𝗲𝘁𝘀 𝗰𝗼𝗺𝗺𝗼𝗱𝗶𝘁𝗶𝘇𝗲𝗱In a world where knowledge is commoditized by AI, the most valuable skills are interpersonal: knowing how to sell, build relationships, and interact with people.  #GenZ is not a monolith, but a diverse cohort shapedby everything from COVID-19 to the democratization of information.Understanding them isn't just a "nice-to-have" it's essential for the future of business.   #GenZ #FutureOfWork #FinancialLiteracy #DigitalTransformation#Podcast #FutureLeaders #youngblossom25 #CareerManagement#AI

    Julius de Gruyter - AI increasingly commoditizes information, knowing how to sell, interact, build relationship matters more and more
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About

Hosted by Inga Dengel & Vaios Gougoustamos, Young Blossom25 gives a voice to the Future Leaders Generation: Millennials, Gen Z, and soon Gen Alpha. The podcast is interview-based and aims to bridge generational gaps in the workplace. Each 35–40 minute episode brings together insights from emerging and current leaders to explore shifting values, leadership styles, and expectations. Whether you're a seasoned leader or just starting your career, you'll gain practical tools, fresh perspectives, and a shared space for growth, purpose, and collaboration.

Information

  • Creator
    Young Blossom25 with Inga Dengel and Vaios Gougoustamos
  • Years Active
    2025 - 2026
  • Episodes
    22
  • Rating
    Explicit
  • Copyright
    © Young Blossom25 with Inga Dengel and Vaios Gougoustamos
  • Show Website
    Young Blossom25 - Future Leaders Revealed