Most traditional leadership theories fall short of addressing the complex needs of the multigenerational workforce, particularly as Generation Z (Gen Z) enters the workforce. Gen Z significantly differs from previous generations due to the cultural realities that have shaped its identity (Dorsey and Villa 2020), and generational research has shown that Gen Z has unique motivations, attitudes, beliefs, and expectations about work. Gen Z is identifying new priorities in regard to leadership—they demand ethical leadership and value transparency, humility, and authenticity (Stillman and Stillman 2017; Twenge 2017). Motivation in the workplace has long been a concern of leaders, and leaders who desire to innovate and engage with complex global issues need to be open to evolving frameworks and models of leadership. One newer model that is uniquely poised to meet the needs of emerging generations is humble leadership, which emphasizes mutual respect, relationship building, mentoring, and feedback (Schein and Schein 2023). Humble leadership is a process predicated upon creating psychological safety with followers to build open and trusting relationships, thereby increasing employee engagement and motivation.