The flexibility and capaciy to question one’s own knowledge and to keep learning is not only necessary to young professionals but also to senior people who have to accept that a long experience offers so little warranty for the future without the capacity to adapt rapidly to new situations created by the up and downs of the economic and professional environment.

The notion of “Demanding anf Developing” management is also crucial and requires both bravery and flexibility from the management. This is a true challenge for all managers but also for the HR departements. Managing talent to develop fast trackers also has the side effect of raising the expectations of talented employees towards their employer. The “spoiled generation” - at least those lucky to have a good job - present also the challenge of expecting very fast career tracks and therefore tend to show lower loyalty to the company (and what they see in the global environment doesn’t encourage them to believe in loyalty). In this context, good management and HR practive as well as solid and authentic employer branding is a necessity. However, it is still not the norm.