10 Tips to Align Your Strategy And Vibe To Lead More Effectively

This expert opinion by Katie Schlott, strategy and innovation expert, was originally published on Inc.com.

As an older Millennial, the commonly used Gen Z slang term “vibes” conjures images of holding crystals or burning sage and consulting a personal shaman for me. But the youngest cohort in the workforce uses this term in every context and environment, from clothing fit-checks to friendships.

The term isn’t new, of course. It’s the mood, the energy or the emotional intuition being read in the room. Vibes are more about feeling than logic. 

Maybe Gen Z has it right, vibes are more than just slang and are right where they need to be—in the workplace. Smart executive leadership and the future of business are all about the vibes. Case in point: Earlier this year, Vogue Business published an article about brands aligning to cultural moods in ways that feel authentic. The headline: “Micro-trends are dead. Long live the vibe.” This same fashion sentiment just as easily applies to leadership—vibes are the soft skills that separate average leaders from transformational ones.

I’ve spent almost 20 years in business and design innovation working with Fortune 100 executives from Nike, FedEx, Apple, and HP. I’ve been told by leaders, colleagues, peers, and people I’ve just met in a high-stakes workshop that ‘they instantly liked me’ or ‘I am so easy to talk to.’ And in true Millennial fashion, I deny my expertise: I’m just good at my job. Thanks to Gen Z, I’m now owning it: it’s my vibes.  

So how do we embody our vibes to bolster our roles as executives and in leadership? How we show up—our deeper vibrations, our energy and authenticity — are all soft skills we bring to the workplace. The most effective leaders in today’s world are mood architects, energy shifters, and emotional anchors. Teams can tell the difference. Here’s how to lean into it. 

Design A Workplace That Feels Like Something

Teams resonate with how a job makes them feel—not its policies or procedures. In fact, 82% of employees say that feeling happy and engaged at work is a key driver of their productivity. Don’t overthink the building of ‘feeling,” it can be designed into everyday work situations. Start by asking team members to plainly state their desired emotional outcome of specific scenarios. 

For example, I did this for a leadership offsite I planned for a Fortune 50 President. Before creating an agenda, my first question to the executive was, “What is the vibe we’re going for?” Perhaps a risky first question, but I didn’t need to know the KPI, or the exact outcome — yet. I needed to understand what the leader wanted the team to feel. The answer? “Bold, open, curious, and inspired.” It sparked an incredible conversation, and led to an uplifting brainstorm about what we wanted the sessions to be and feel like. 

Some other ways to design a vibes-forward workspace:

• Adjust your mindset to be a party planner. Think about the best party you’ve ever attended. I’m guessing the host thought deeply about the guest list, the theme, the menu, and the activities so that everyone felt connected, appreciated, and heard. Business contexts don’t have to be stale, so think of it like a party — and you’re the party planner. If you’re not sure where to start, renowned author Priya Parker’s book, The Art of Gathering, and her Digital Toolkit offer tactics to intentionally and successfully gather together in every type of environment.
• Curate every workspace place, digital or physical. According to a recent study, 86 percent of U.S. workers surveyed say their workspace has an impact on their happiness. Consider customized rooms for building energy up, or calming down with music, lighting cues, and greenery. For digital spaces like Zoom or Slack, work toward what makes your team feel appreciated and heard. Tactics like use of emojis and off-topic channels like “cats of the workplace,” allow employees to connect more personally.
• Design workshops based on energy. You know the basics of workshop planning. But have you ever mapped energy and feelings on top of the agenda? As an experiment, have your team create a map of their last workshop and their emotions on a scale of 1-5 throughout the day. Then have them share what they felt and why. It may feel too woo-woo, but you’ll have a blueprint for how to create a future customized workshop that boosts the team’s energy when it’s needed, or provides space for hot-button topic discussions — not just a time-based agenda. 

Practice ‘Realness’ Over Perfection

With Gen Z, authenticity is everything. If something doesn’t vibe, it feels hollow or performative. Vulnerability, warmth, playfulness, and optimism aren’t just soft skills; they’re strategic leadership signals.

A former Fortune 50 CEO once shared a Fast Company article I wrote. I reached out to thank her and asked to meet. Ahead of our conversation, I listened to her book, watched her interviews, and saw someone who was consistently real, honest, and unafraid to talk about the personal and professional challenges of leadership. When we met, she was even more impressive in person. She was focused on creating an impact far beyond the boardroom, and she wore an incredibly chic top with athleisure pants. This made her all the more relatable despite being one of the most successful business leaders in the Fortune 50. 

This overall vibe and approach inspired me to lead from a place of authenticity: showing realness over Instagram-ready perfection, wins in the workplace, and real life. A few things to try to boost your authenticity vibes:

• Normalize the messy middle. Ask teams to share in-progress thinking, not just polished outcomes. Former New Zealand Prime Minister Jacinda Ardern’s memoir, A Different Kind of Power, reframes moments of vulnerability not as mistakes or leadership liabilities, but strategic trust-builders. If a head of state can do it, so can you.
• Create metrics that reward realness. Sales and leadership KPIs are critical business drivers, but what about celebrating human moments — like someone asking for help to deliver a big report on time, or showing grace in a moment of failure. Not every metric or reward has to be numerical or financial. In fact, employees who receive regular non-financial recognition are significantly more engaged.

Use ‘Vibe Checks’ As A Leadership Tool 

We’ve all seen a Gen Z TikTok fit check—but make it fit the workplace. A ‘vibe check’ is a modern version of a pulse check, and allows leaders to feel the room and adapt accordingly. 

• Start meetings with a 1-word or emoji-based check-in. With hybrid work and virtual 1:1s, it’s important to learn how to use digital cues vs. in-person body language. This can be as easy as asking, “What’s one word for how you’re showing up to the meeting today?” or dropping an emoji into the chat. This helps to surface unspoken energy, regardless of what the meeting is about. If you lead a remote or hybrid-first culture, author and researcher Erica Dhawan’s book, Digital Body Language, How to Build Trust & Connection No Matter the Distance offers helpful advice on how to navigate leading a digital workforce.
• Nominate a Vibe Curator. According to research, 44 percent of people say they dread meetings, and 53 percent of those surveyed said the last meeting they attennded was a waster of time.. To avoid this perceived waste of time and dread, enlist a Vibe Curator — kind of like a meeting emcee, but better. This person sets the tone, moodboards the experience, and conducts quick check-ins with folks throughout the day to ensure the right vibe, and ultimately ensuring people felt the meeting process and outcomes were successful. A chief of staff is a perfect person to embody this role, based on their far-reaching relationships and organizational understanding.

The future of business won’t be built on microtrends or hacks or the AI-of it all. It will be led by leaders who know how to cultivate the energy that makes people want to show up, stay engaged, and perform.

Leading with vibes doesn’t mean ditching strategy. It means amplifying leadership with emotional intelligence, presence, and cultural understanding. Your leadership and teams will feel it and value it. Especially Gen Z.