David Spasovic
NGen chair, Ikon Communications Sydney
A cursory glance at some of the more creative minds throughout history reveals that the greatest innovators produced their most significant contributions in their late 20s.
Leonardo Da Vinci received his first independent commission at age 26 and Alexander Graham Bell invented the telephone at 29, while both Freddie Mercury wrote ‘Bohemian Rhapsody’ and Quentin Tarantino directed ‘Reservoir Dogs’ at 29 – all significant contributions to world history!
In fact, researchers at America’s National Bureau of Economic Research (NBER) have declared that your late 20s is the period of your life when you are most likely to have your first big ‘light bulb’ moment.
It is not surprising then that a well-known agency has recently decided to appoint two dynamic, creative and award-winning women to senior roles … who happen to be in their late 20s. What is surprising is the reaction of some within the industry to the age of these appointees and to the issue of youth versus age and experience.
This of course is not an isolated case and many agencies have embraced younger staff into senior positions who have demonstrated the necessary skills, innovative ideas and a dynamic energy that have allowed them to stand out among the crowd.
In light of the most recent MFA Awards titled “Brave New World”, where it was highlighted that those who were most responsive and adaptive to the ever-changing technology landscape were most likely to succeed, it is crucial that all Australian media agencies start pushing boundaries and exploring the unknown with more confidence and faith.
This means endorsing, supporting and promoting all those ready to take on new media frontiers, regardless of their age. Experienced management can often help prevent repeating mistakes but the quick responses, flexibility and risk-taking of youth are vital in such a dynamic environment.
Ageism, either towards those that are deemed too old or even too young has no place in any workplace. Rewards, promotions and career trajectory should be based on the skills you possess and demonstrate your ability to bring ideas to fruition and a proven track record, regardless of how short that track is.
Through the promotion of young people from within, agencies are trying to address one of the biggest issues facing media today – that being the loss of great talent to other industries. With the median age of the industry being 26, I believe that it’s important to retain staff by motivating them early with clear career pathways.
The best way to incentivise and motivate staff is to recognise competence and excellence while cultivating feelings of autonomy, connectedness and inclusion. This ultimately creates high levels of job satisfaction. Identifying leaders from an early point in their careers and embracing their passion for success is a sure way to keep staff and continue to drive their own ambitions.
While NGen strives to create this sense of inclusion and connectedness for new members of the media industry through social networking events and solid practical training programs, we have also endeavoured to address the issue of younger media members departing the industry when they feel they’re stuck in a cemented career path in the early stages of their worklife.
By encouraging a strong mentoring program, we will aim to not only guide, support and ultimately retain frustrated new members but re-energise and re-focus ‘older’ NGen members who have three to five years experience by giving them a sense of purpose beyond their day-to-day jobs, creating the desire to impart their knowledge to the new members.
Mentoring produces respectful and relationships where both parties learn which ultimately creates an environment where those who strive and excel are rewarded, regardless of age.
David Spasovic
NGen chair, Ikon Communications Sydney