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Demographic changes and the acceleration of digital transformation have presented new challenges in leadership practices, especially in the healthcare sector of ASEAN countries. Generation Z, who grew up in a digital environment, brings different values and preferences to leadership styles. This study aims to identify the leadership model that best suits the characteristics of Gen Z in the context of healthcare, as well as analyze the contextual factors that influence it in the Southeast Asian region.This study uses a qualitative approach based on literature studies from various academic publications and empirical findings in ASEAN countries. Data are analyzed thematically to reveal the leadership patterns that are most relevant to the needs of Gen Z in the health sector.The study results show that transformational, participatory, and digital-based leadership styles are more effective for leading Gen Z healthcare workers. This generation rejects leadership models that are tightly controlled or micromanaged, and prefers leaders who support autonomy, collaboration, and innovation. Local cultural factors, such as traditional values and social collectivity, also reinforce the importance of adapting leadership styles to diverse cultural contexts. Leadership success is also greatly influenced by the leader's ability to bridge cross-generational differences and manage communication effectively.These findings contribute to the development of a generationally and contextually relevant leadership model, as well as serve as a reference in formulating HR development strategies and leadership training programs in multigenerational health organizations in Southeast Asia.

This study examines the important role of internal communication in enhancing employee engagement within the context of corporate communication. Effective internal communication is crucial for fostering a positive organizational culture, ensuring smooth operations, and building trust between management and employees. Using the Two-Way Symmetrical Model by Grunig and Hunt, this paper emphasizes the importance of reciprocal communication in creating open, transparent, and inclusive communication channels that encourage engagement and collaboration. The study employs a qualitative approach with a descriptive method, relying on literature analysis. The findings indicate that organizations face significant challenges in managing communication across generations in the workforce. Differences in communication preferences, generational values, and technological barriers are factors that impact the effectiveness of internal communication. To address these challenges, appropriate communication strategies need to be implemented. This study proposes several strategies, such as multichannel communication, digital literacy training, message customization, and participative leadership. These strategies can enhance employee engagement, strengthen internal communication, and contribute to the long-term success of the organization.