The positive lessons Navy SEALs have learned about recruiting and retaining Gen Z.
Applying Gen Z Lessons from SEAL Teams to Summer Camp Staff
Preamble
When I first heard Sebastian Junger talk about his documentary Restrepo and his books War and Tribe, something stood out to me. Even though the military is very different from summer camp, there are a few deep things they have in common.
Both are short but intense experiences. In both, people work closely together, solve problems as a team, and build strong friendships. These groups often live apart from their families and other friends, and that can feel both exciting and hard. You might feel far from the people you love, but very close to the people you're working with.
In his interviews, Junger spoke about how hard it can be for soldiers to come home. They return to a place that didn’t share their experience. That can feel lonely. He said it’s tough to leave a group where everyone depended on each other, and go back to a place where that kind of teamwork isn’t there.
That really made sense to me. I’ve talked about this on the CampHacker podcast, too. After a summer at camp, I struggled with sadness and depression. During camp, I felt like I had a purpose. I was part of something special with a strong team. Then, all of a sudden, it would end. I’d go back to school, and it felt really hard. I eventually got help for my depression, and I’m glad I did.
These connections between camp life and military life have stayed with me. Mandy and I have talked a lot about “post-camp blues” on The Pudding podcast. Learning about how soldiers are supported when they return home has helped me think about what we could do better for camp staff, too.
Watching that video and hearing Junger’s words made me reflect deeply. It reminded me how important it is to care for one another after intense experiences, whether it’s in the military or at camp.
Gen Z folks are already shaping how we lead and run camps. If you want to attract, support, and retain them on staff, this breakdown takes lessons from a SEAL Team context and applies them directly to summer camp life. The goal: make hiring smarter, training smoother, and retention stronger. Where possible, I've added real-world examples to bring the ideas to life.
Check out the video that inspired this blogpost (warning: bro-y “milspeak” while having a great discussion about Gen Z)
1. Hiring: Spotting Strengths (and Gaps) in Gen Z Candidates
1. Go beyond the résumé
SEAL context: The "Fear No Man" applicant showed calm confidence under intense pressure.
Camp context: In interviews or group tasks, watch how people react when things go wrong. Gen Z often self-criticizes quickly. You're looking for folks who:
Bounce back fast and name what they learned
Show self-awareness without folding
Try this: Instead of asking about past failures, drop them into a small-scale "camp crisis" (e.g., schedule flip). Who stays calm? Who steps up to fix it?
2. Hire for team mindset
SEAL context: Recruits flanked a struggling teammate and carried him through.
Camp context: Camps run on collaboration. Ask about past team experience (sports, group projects, clubs). Listen for:
"I helped when the group was stuck"
"I rallied my team when things got hard"
Try this: Group challenge during hiring—have a few candidates plan a 10-minute scavenger hunt. Who leads? Who supports? Who checks out?
3. Balance respect with comfort around authority
SEAL context: A 22-year-old stared down a commanding officer—calm and respectful.
Camp context: You need staff who follow rules and connect with kids and parents. Look for folks who can question the "why" without ignoring the "how."
Try this: Ask: "What would you do if a senior staff member skipped a safety step?" Look for:
"I'd say I respect them, but here's why that rule matters"
4. Look for creative problem-solvers
SEAL context: Gen Z recruits hacked together drones from everyday parts.
Camp context: These folks bring fresh ideas and tech savvy (e.g., safe TikToks, activity hacks, quick tech training).
Try this: Ask: "What's one new camp activity you'd create?" You're watching for creativity, resourcefulness, and safety awareness.
2. Training: Help Them Grow Fast (and Stay Resilient)
1. Normalize failure as part of learning
SEAL context: Some Gen Z recruits shut down after a setback. Others dug in.
Camp context: Use short debriefs after activities to talk through wins and misses. Build the mindset that mistakes are part of progress.
How-to:
After a big activity, hold a 5-min Camp Debrief
Ask: "What went well? What didn't? What did you learn?"
End with: "What would you do differently next time?"
2. Build buddy systems
SEAL context: Recruits supported each other without being told.
Camp context: Pair new staff with experienced ones. Buddies offer quiet, on-the-spot help with homesick campers or weird weather.
How-to:
Week 1: Assign each new staffer a buddy with 2+ seasons under their belt
Weekly: They meet for a quick check-in (wins + struggles)
Team-wide: Run 15-min "lift-up" meetings where everyone shares one win + one area they want support
3. Give them space to innovate
SEAL context: Recruits used downtime to prototype drones.
Camp context: Gen Z shines when you give them a small window to try new things.
How-to:
Weekly "Innovation Hour" (maybe over lunch)
Ask teams to solve one small problem or improve one activity using what you already have on hand
Let them test it that day as a mini pilot
4. Feedback early, often, and specific
SEAL context: Long review cycles frustrate them. They expect faster feedback loops.
Camp context: Skip the "end-of-summer" review and build daily touchpoints.
How-to:
Morning lightning rounds: 3 minutes per team, "What worked / what didn’t"
Lunch note: 1 actionable feedback point per person (e.g., "Nice job on the craft station. Next time, prep supplies earlier.")
Weekly: One-question pulse check (e.g., "What do you need more help with?")
3. Retention: Keep Them Learning and Leading
1. Give ownership with clear limits
SEAL context: Recruits wanted freedom—but needed boundaries.
Camp context: Let them lead mini-programs with solid safety rules.
Example: Assign a "Green Team" to manage recycling. Give them training and a goal. Then step back and let them lead.
2. Create shared rituals
SEAL context: End-of-day anthem became a grounding moment.
Camp context: Staff stay when they feel part of something lasting.
Ideas:
Sunset Circle: Campers + staff share "2 highs, 1 low" and sing together
Flag Ceremony: Weekly moment of song, pledge, or quiet reflection at dusk
3. Encourage cross-mentoring
SEAL context: Older leaders learned from Gen Z—and vice versa.
Camp context: Let Gen Z staff lead quick tech tutorials. Veteran staff teach camper care and conflict skills.
How-to:
Tuesdays: Tech Hour (e.g., 30-sec recap video tips)
Thursdays: Story Hour (e.g., how to handle shy campers)
4
. Show the next step
SEAL context: They left when they couldn’t see growth.
Camp context: Lay out the path: where they can go next, and how to get there.
Ideas:
Certifications: Pay for next-level training (e.g., lifeguard, ropes)
Leadership: Let rising staff co-lead programs (e.g., Adventure Trips)
Year-round roles: Invite top staff to help shape next year's schedule
4. Put It All Together: A Seasonal Blueprint
Pre-Season:
Use group interviews to assess collaboration and bounce-back
Assign buddies
Introduce one tradition (e.g., daily Morning Circle)
Early Season:
Weekly Innovation Hour
Daily 5-min lightning rounds
Midweek lift-up circles (1 win, 1 ask)
Mid/Late Season:
Run weekly camp rituals (Sunset Circle, Flag Ceremony)
Offer micro-leadership roles (e.g., "Craft Captain")
Mix mentorship: Gen Z teaches tech, veterans teach behaviour tools
Post-Season:
Run a Camp Retrospective: 1 program fix + 1 personal goal
Name next steps: "You're on track to co-lead Adventure Trips"
Why It Matters
Gen Z thrives with trust, speed, and team connection.
Create space for fast feedback, flexible problem-solving, and shared rituals—and they’ll keep showing up.
They stay when they see purpose and progress.
Give them room to lead, teach others, and feel ownership. If they can see the next step, they’ll stay longer.
And your camp gets better for it.
Their ideas (and questions) keep your camp fresh, creative, and more inclusive, year after year.
****a note about AI use: I'm using it to some degree for about 95% of my communications and consulting work. AI helps me solve for my learning/writing disorder AND helps me respond to contribute more to making the job of camp director a little bit easier.
