Encouraging the future of young leaders

Now, more than ever, it is vital to identify and support the emerging, young leaders of your businesses, as many current leaders are beginning to leave the sector altogether.

Young leaders have a plethora of valuable insights to provide to companies and could become the next vanguard of an organisation if they are supported and encouraged through their careers.

Tegan Roberts, Product Development Manager of the Learning and Professional Development Unit at Aged and Community Care Providers Association (ACCPA), said that the aged care sector is facing a very sobering reality on workforce availability.

Providers and organisations may find that one way to combat ongoing workforce shortages is by investing in the future young leaders of the sector.

The value of young leaders

Ms Roberts explained that young leaders are an essential part of your workforce and have many wonderful views and perspectives to offer to keep businesses current and adapting with the times.

“[Young leaders] certainly are savvy and they understand a competitive landscape which is what the sector is in,” explained Ms Roberts.

“They certainly have wonderful divergent views brought about by generational differences, and they bring their digital native capabilities for technology. 

“There are so many positive things that younger leaders can bring into the space.”

Young leaders are also the precursors to a continuity of leadership within your organisation – the people you identify as future leaders need to be encouraged, supported and engaged to ensure your business can get the full benefits and fruits of that labour.

The issue of continuity of leadership is also compounded by the fact that the sector is already seeing a huge turnover of its current leaders due to ongoing issues, like burnout, wages, and huge reform changes.

A recent CompliSpace report, Aged Care Workforce Report 2022, uncovered that 45% of aged care workers had reported that their organisation had lost half or more of their leadership and management team in 2021.

Tasmania was the worst affected, with 59% of care workers reporting they lost half or more of their management team. Around 17% of Tasmanian aged care workers lost their complete management team.

“We know that a high percentage of our current leaders will be leaving the sector, so we need to have the next tranche to replace them,” said Ms Roberts.

To prevent future leadership problems within your organisation, it is vital to start canvassing for young leaders now.

Tips for encouraging this group of emerging leaders

Ms Roberts provided her tips to fostering the next generation of leaders:

• Regularly engage with your young leaders

Whether it is a check in email, a quick phone call, or a regular touch-point catch up, you need to be engaging with emerging leaders within your business.

This can provide a sense of value to a young leader, as well as inspire them to upskill and be the best version of themself. 

• Support peer support and mentoring

A cohesive workforce is one that works together and stays together. Your organisation needs to be providing initiatives that is skill sharing and connecting people with supports.

Having strong peer support groups among workers can make sure every employee has someone to rely on, and mentoring can upskill those young leaders and set them down the best path for their career goals.

Ms Roberts said that this needs to be across the board and it should be seen as an “organisational responsibility” for all current employees to support the people entering the sector.

Peer support and mentoring can also be vital to ensuring new employees stay with your business, but can be just as important for current employees.

• Provide leadership and career growth

Ms Roberts said that leadership programs can be fabulous for fostering soon-to-be leaders and help them get to that next level.

ACCPA has seen a lot of success through their leadership programs, such as the Leadership Accelerator Program and other leadership modules they provide.

She added that many young leaders leave these short courses with more confidence, better able to handle conflict and high pressure environments, can work in a more structured way, and are able to cope with stress better.

All of these skills, available through leadership courses, can provide you with a more attentive and skilled worker while giving the young leader valuable career growth and development.

• Reflect the values of your company

Young leaders can be very driven by their own values and morals in the workplace and the work they do.

If you are able to provide an organisation that actively and regularly showcases the values and ethos that they align with, you will have a happier and more engaged young leader on your team.

Ms Roberts explained, “It is definitely very important to have a value driven organisation, but it is more than just putting your values on a piece of paper or on a wall, it is really a demonstration of living those values.”

This has added benefits on other areas in your organisation, including quality care and branding as a “trusted” company.

• Provide flexibility and work/life balance

While it is a difficult and busy time for the aged care sector, businesses need to position themselves and reflect the diversity of their workforce.

If a young leader is bonkered down with work and unable to take time from themselves, there is a possibility they will leave your organisation for a provider who can – or leave the sector altogether.

Your organisation needs to have a focus on staff wellbeing and ensuring that your workforce is healthy – and that doesn’t mean just in number.

Giving young leaders opportunity to grow

Once you have your young leaders, you not only need to encourage them but provide them a space to grow and learn as they develop their skills and confidence.

Ms Roberts suggests creating a safe environment where leaders can fail and learn from those mistakes.

“It is tricky in the aged care sector because we don’t want to fail because it could have a negative outcome on older people. But it is so important to develop and invest in leadership skills and in the development of younger people in order to give them opportunities, to check out skills,” she said. 

“It is about developing confidence, capability, and, I think, we all gain confidence when we have the opportunity to try things out. We need to have safe spaces to fail.”

Ms Roberts it can be ideal to give project responsibility to young leaders to give them an opportunity to step up and learn their own strengths and weaknesses, and to get into the groove of managing a project.

Young leaders should be given projects that are “meaty” enough to help them grow, feel challenging and boost confidence – but you should avoid providing a project to someone that could be overwhelming and have the opposite effect.

Providing these projects to emerging young leaders can be so beneficial, as they will feel valued from receiving such a responsibility, while also having the opportunity to develop their abilities further.

What are you looking for in a young leader within your organisation? Tell us in the comments below.