What do you do if your junior professionals in Workplace Design lack motivation for future leadership roles?

it's important to remember that the career they are aspiring to will likely have evolved by the time they assume the role. Listening to their concerns and aspirations is crucial, but it is equally important to help them understand that adaptability and continuous learning are key in today's ever-changing job market. Ensuring they are prepared for a future that may look different from what they initially envisaged will not only benefit their personal growth but also enhance the resilience and innovation of your organisation.

Identify their goals where they would like to be in 3-5 years and how we can help them to improve their motivation - finding out their current "WHY."

Asses what motivates the individual and determine if the organization is providing opportunities for those drivers to be met.

Find a mentor that has achieved what they desire to attain - work with them and build a network of mentors to assist them in improving their motivation and take steps to achieve their goals

Mentorship is incredibly impactful. A junior needs a variety of mentors-career development, relationship development, and personal growth. Ideally someone who has achieved what they want to achieve or exude characteristics they’d like cultivate.

Leaders that provide professional development are seeing into the future needs of their juniors. As an Executive Business Coach I see first hand how a leaders commitment to invest in coaching for their juniors accelerates their growth while building their confidence.

support them with the training and education needed to achieve their goals, if being a PMP then provide them the education and training to take steps in that attainment - help them with the development a personal and professional development plan and then the schedule to check in and measure their success

Jr Professional must feel valued-more specifically they must know & see evidence of their individual work/ impact as it relates to the entire organization’s mission.

A leader that invites feedback and cultivates innovative conversations is leading by example of how leadership can bring transformation in the workplace. I also believe leaders who are willing to have crucial conversations and address the “hard” of office dynamics provide greater learning opportunities that build confidence in leading.

Not all are wanting to climb the ladder in leadership roles. Have discussion with the employees and find out what they are looking for and respect their wishes and utilize their talents on projects they excel in.