Supporting the Whiz-Kids at your organisation

Your young talent are looking to the future – here’s how to recognise and support their goals

This week I had several conversations that had me reflecting on ways that organisations can meaningfully recognise and reward their young professional talent – which comes down to knowing what they’re reaching for and helping them get there.

I chatted with an SME boss who was noticing differences in what her staff need since the pandemic, and with two corporate managers who each identified the need to recognise diversity in thinking from a mixed-age staff. I also had personal brand discovery chats with a young entrepreneur and a young corporate professional, both in their mid-twenties, both self-aware, deep thinkers with a strong desire to shape their futures, having already achieved remarkable things in their careers.

From challenges in differing expectations of what work looks like now, to diverse viewpoints on how to deliver on tasks or create solutions… employers have their work cut out for them keeping up with what young professionals require in this new world of work.

Everyone wants to be seen and supported, don’t they?

One thing I’ve noticed, from running hundreds of Young Professionals and Student workshops and having many a chat with a manager or leader during consulting projects focused on developing people, is that most young professionals care about moving towards their future, and are actively working towards that future, now. I’ve met many a young person who is undertaking self-development, seeking out leadership courses and experienced mentors, jumping on committees and even applying for board positions… all while proactively building their personal brand.

“I see examples of professionals wanting to confidently communicate the value they bring… not only to direct their future, but also to help them be better at their job today.”

In every organisation I go into, or audience I chat with, I see examples of professionals wanting to clearly and confidently communicate the value they bring through their work – not only to direct their future, but also to help them be better at their job today.  I have always held the firm belief that when you give people the opportunity to think about the value they bring, and to articulate this well, they step up, they care more, and they do more.

 “…when you give people the opportunity to think about the value they bring, and to articulate this well, they step up, they care more, and they do more.”

So, how are you providing this affirming experience to your young employees? A very simple and practical way to do that is through a well-structured personal brand development program. Even a single, comprehensive workshop can do wonders for confidence levels, motivation and team pride and belonging… but this becomes all the more powerful when embedded with coaching, leadership development programs and other internal initiatives.

Of course – not all your employees will have their sights set on big goals, and some may be struggling with where they are at right now – we are human, and human beings are all different. But imagine a culture where the focus is on recognising and supporting those who want to develop themselves and to fine-tune and further their goals… what an example to set, and what an invitation to come along for a great journey!