5 Benefits of Supporting Emerging Leaders

Co-written with Kacie Berghoef

In our Enneagram workshops, we’ve trained many emerging leaders, including younger professionals in their 20s and 30s, and people of all ages embarking on new careers. We really enjoy working with this demographic. Emerging leaders of different Enneagram types have unique talents to bring to the workplace. Initiators (Enneagram types 3, 7, and 8) bring energy and willingness to take risks. Soloists (types 4, 5, and 9) bring creativity and focus. Cooperators (types 1, 2, and 6) bring people skills and commitment to company culture. One thing they all have in common is that they’re eager to contribute to their fields and step into leadership roles.

In today’s businesses, there’s a trend toward hiring people with extensive experience and qualifications, rather than identifying and training emerging talent. One benefit of this strategy is that these hires are well-prepared to step into their new roles. On the downside, companies often overlook excellent potential hires. Emerging leaders and career transitioners bring fresh perspectives, energy, and great value to established organizations.

Here are five benefits of supporting emerging leaders, in your workplace and beyond.

1. Emerging leaders are flexible.
Newcomers to their fields are easily teachable, interested in learning, and readily adapt to the culture of the workplace. These qualities make them quick at adapting to changes in the industry and take on unconventional roles.

2. They offer new skill sets.
Younger professionals, as digital natives, are often particularly adept with technology and social media. Newcomers who have transitioned from a different industry bring valuable transferable skills from their past positions and an interdisciplinary outlook.

3. They bring innovative ways of thinking.
If there are aspects of a company or industry that aren’t working, or would otherwise benefit from changes, emerging leaders less entrenched in organizational or industry norms and culture are more likely to notice. They’re also more likely to think of out-of-the-box ways to make these changes.

4. They have time on their side.
Young leaders, especially, bring boundless energy, and have decades to grow in skill and contribute to their fields. Emerging leaders of all ages are interested in being mentored and taught new skills. You never know who will become a future CEO, or even revolutionize your industry.

5. They add to workplace diversity.
The most effective companies have workforce talent that includes people of diverse backgrounds and ages. This makes them better able to connect with different consumer demographics.

There are many ways that established professionals can support emerging leaders in their fields. One is by identifying and mentoring talent, and by leading from example. Newcomers to your field have a lot to learn from your real-world experience – and you’ll probably find they’ll be teaching you new things, too. Investing in growing and training new hires will pay off in ideas, energy, and colleagues who will keep contributing to your field long after the current leaders have retired.

Emerging leaders are among our favorite people to work with. They bring so much vision, great new ideas, and a desire to make a difference. Now is the time to invest in them, to ensure the future of your company.