Potential is recognized, strategic role remains limited
Organizations value young talent for the direct contribution they make, but their potential for leadership positions remains underexposed. For instance, 34 percent mention the rejuvenation of the workforce as an important advantage, 33 percent appreciate the fresh perspectives and innovation they bring, and 31 percent point to their high motivation and willingness to learn.
However, the appreciation is primarily focused on the execution role. Although organizations welcome young talent for what they currently contribute, their potential for leadership and management roles is still insufficiently utilized. There is trust in their qualities, but the opportunity to grow into key positions lags behind.
Guidance and development prove to be a challenge
The figures do not lie. Of all the themes examined regarding young talent, from recruitment and onboarding to retention, organizations give themselves the lowest score for progression to management level: a 6.8.
This low score is related to the challenges organizations face in the guidance and development of young professionals. For example, thirty percent cite the need for intensive guidance or mentoring of young talent as one of the main bottlenecks in their deployment and development. The same proportion emphasizes that limited work experience of young talent can lead to a longer onboarding time. Young talent therefore requires investment, and that is precisely where it often goes wrong in practice.
Soft skills increasingly important for future leadership
The difficulty with progression contrasts with the competencies organizations are looking for. When organizations consider what they find important in young talent, soft skills appear to be highly valued. Organizations mention skills such as change management, maintaining an overview, collaboration, connectivity, and the ability to operate in complex organizations as qualities they find important. All of these skills are strongly linked to future leadership.
Ingrid van Tienen, Director at Ormit Talent: 'Organizations recognize leadership potential in young talent, but still create insufficient space for that potential to grow. Future-proof entrepreneurship requires more courage: invest in guidance, provide space for responsibility, and structurally involve young professionals in strategic decision-making.'
