Investing in the next generation of leaders: why it matters

Toni Cooke, Lily Walters and Clair Turner

It was an absolute pleasure to watch this inspiring young woman, Lily Walters present her Design Thinking project that helped her solve a wicked problem.

Lily, shown here with her graduation certificate from the Tennis Australia’s Women Leaders in Tennis (WLIT) leadership program, demonstrates the potential that young leaders can achieve. She is pictured alongside Toni Cooke , Women & Girls Lead (QLD) Tennis Australia, and me in the role of program facilitator, and was presenting on behalf of her group that she had collaborated with. This wonderful initiative by Tennis Australia, is seeing an increasing number of young women join, and it is truly exciting to witness them embrace their leadership journey with confidence and enthusiasm at such an early stage in life.

Why leadership development in youth matters

Leadership development at this age offers many growth opportunities and serves as an insulating factor against the challenges of this life stage. According to the 2024 World Happiness Report , our youth experience considerably less happiness than the general population, with Gen Z women being more prone to negative emotions than their male counterparts. Building capability and community in this younger cohort is a powerful step that can help reverse these trends. The sense of achievement, optimism, increased confidence and faith in their abilities are just some of the benefits. Establishing community and networks from early adulthood leads to better outcomes for young women, both professionally and personally.

The changing landscape of life milestones

This younger generation’s life stages and milestones are not following past generational trends. The Accenture Life Trends 2024 report highlights this shift: “On individual and societal levels, people are rethinking the features or milestones of life and crafting different paths…Personal milestones like buying a home, getting married and having children are being challenged. Some feel out of reach, some feel out of touch, and some conflict with other goals.” This trend has accelerated significantly  over the past three years.

How we harness the power of these changes for the benefit of our young people, and how we engage and promote within our organisations is a key value proposition for today’s leaders.

Lessons from developing young leaders

Having spent many years facilitating the manager and leadership development program for one of the largest federal government agencies, I’ve had the privilege of working with five generations side by side, from all walks of life. One of the most joyous and significant elements of the program was the emergence of younger leaders. Here’s what I’ve learned:

1. Make them feel welcome.

It’s intimidating to be in a room with people 30-40 years your senior who hold much institutional knowledge. So, create a welcoming environment.

2. Encourage their voice to be heard.

Being explicit that their views are valued and respected is powerful. Young leaders need to know they have a seat at the table.

3. Share your learning journey.

Talk about your own experiences, including both the highlights and the failures. This helps them see that leadership is a skill built over time.

4. Let curiosity drive the conversations you have with them.

Young people often have a different take on issues that can be of great value to organisations. Encourage their curiosity and innovative thinking. By being curious yourself you will get to know them better and be able to drive innovation for the team and the organisation.

5. Set high standards for them.

Ambitious goals drive performance. Organisations benefit from challenging and promoting their young leaders early in their careers.

6. Tolerate failure.

If you want them to take personal risks, the organisation must be willing to take risks too. A tolerance for failure is essential for growth.

7. Celebrate their achievements.

Showcase their successes internally. This builds psychological safety and supports them to continue taking on challenges.

Building belonging and engagement

With young people today, organisations have an opportunity to understand their values and priorities. Building a sense of belonging by being explicit about your organisation's values, with particular attention to climate issues, social impact and mental health will drive engagement and employee retention.

Mentoring and coaching are critical to their success. Offering dedicated support in this way helps them navigate leadership challenges and overcome the internal obstacles that may hold them back.

I look forward to continuing to meet with and learn from our younger generation in the workplace. Their perspectives, energy and innovation are essential to shaping the future of our organisations.

Please reach out if you would to discover how investing in your young leaders will deliver value for you and your organisation.