When we think of leadership development, we often picture formal training, assessments, or structured mentorship programs. But what if one of the most powerful influences on leadership identity isn't formal at all? A recent 2025 study by Perez, Linley, and Stroup offers a compelling look into how peer socialization agents—aka fellow students—play a critical role in shaping how young leaders see themselves.
As someone deeply invested in leadership development, I found this research both affirming and eye-opening. It aligns with what many of us have felt intuitively: leadership identity is not built in isolation—it’s forged in community.
Peer Socialization: The Unsung Engine ofLeadership
The study explores the motivations and behaviors of students who help their peers navigate leadership roles, particularly through orientation programs and campus activities. These “peer socialization agents” weren’t professional coaches or professors—they were fellow students who took it upon themselves to guide others. Their motivations? A desire to help, connect, and lead through service.
What stood out most in the findings was that these peer agents helped normalize leadership behaviors for others. By modeling initiative, encouraging participation, and affirming potential in others, they weren’t just offering advice—they were actively constructing leadership identities in their peers.
This mirrors a growing shift in leadership development theory—especially leadership identity theory (LIT)—that sees identity as socially constructed, dynamic, and contextually shaped over time.
Why This Matters for Leadership Programs
If you’re building a leadership development initiative—whether in higher education, nonprofit work, or even corporate environments—this study serves as a reminder that peer networks matter as much as (if not more than) top-down leadership instruction.
Rather than viewing peer mentoring as a secondary activity, we should be integrating it into the core of leadership programming.
This could mean:
- Training: peer mentors as identity-shaping agents
- Creating: environments where leadership conversations naturally happen
- Rewarding: informal leadership as much as formal titles
These approaches make leadership feel accessible, authentic, and participatory—especially for younger generations who value community and collaboration.
Motivating Gen Z Leaders
One quote from the study stuck with me: “My biggest thing is helping people, helping others.” This simple yet powerful statement encapsulates a key truth about GenZ’s leadership style: it’s rooted in service, empathy, and shared purpose.
If we want to cultivate leadership in today’s youth, we must align our strategies with their values. Gen Z isn’t waiting for permission to lead—they're already doing it, often through informal, peer-driven roles. Our job is to recognize,elevate, and support that.
Final Thought: Identity is the Foundation
At the end of the day, leadership is not just a skillset—it’s an identity. And like all identities, it forms through reflection, social cues, and shared experience.
This study reminds us that when we invest in peer support systems, we’re not just developing future leaders—we’re helping people become leaders, starting from within.
Let’s continue designing leadership programs that reflect this truth—where identity, community, and purpose drive the transformation.
Original article: Perez, M. V., Linley, J., & Stroup, N. R. (2025).Peer Socialization Agents' Motivations in Leadership Identity Formation. Journal of Student Affairs Research and Practice
