As a national institution, the British Library is committed to inclusivity, accessibility, and lifelong learning. But like many organisations, they recognised a pressing need:
“How do we support early-career talent – especially those from underrepresented backgrounds – through inclusive, confident, and psychologically safe management?”
With a multigenerational workforce, managers were seeing:
- Rising anxiety levels among Gen Z new starters
- Communication clashes rooted in unspoken assumptions
- Uncertainty about how to give feedback that builds confidence
- Low awareness of neurodivergent needs
- Managers lacking the confidence and terrified of getting it wrong.
They didn’t want tick-box training. They wanted behaviour and systems change. And that’s where our Manager Masterclass came in.
The Brief
Design and deliver an interactive, young-professional led training series that equips British Library managers with practical tools to:
- Understand generational differences
- Set clear workplace expectations
- Embed psychological safety and inclusive leadership
- Champion young professionals through confidence-building and clarity
All while co-facilitating with Young Professionals aged 16–25, whose lived experience would shape every insight and activity.
Our Approach – Manager Masterclass
We created and delivered a 2-part virtual workshop series on Zoom using Miro collaboration boards, scenario-based activities, co-facilitation, and storytelling.
We used a “learning by doing” model, encouraging reflection, experimentation, and peer-led insight.
Workshop 1: Understanding Early Careers Talent & Building Psychological Safety
Highlights included:
- Gen A-Z quiz – busting myths with data and humour
- Real talk with Young Professionals: “What we wish managers knew”
- SWOT activity on internal strengths, gaps, and generational culture
- PP’s “Top Do’s and Don’ts” cheat sheet for managing Gen Z
Workshop 2: Practical Strategies for Supporting Early Career Talent
Highlights included:
- 3 tools to set clearer expectations:
- “Done Means Done,” “Expectation Sandwich”, “Feedback = Fuel”
- Designing confidence through putting myself in younger employees’ shoes using “User Stories” – enabling empathy into action
- Neurodiversity deep dive: minor tweaks make a big difference
- Knowledge exchange mapping: who teaches whom?
Each session ended with a post-workshop challenge and reflection to embed learning in real-world practice.
What Changed: Tangible Impact & Real Behaviour Shifts
Manager Mindset Shifts to:
- “I’ll stop assuming they know the basics.”
- “I’m being more direct, but layering in positivity.”
- “This has made me reflect on my own first job – and how little support I had.”
What Managers Did Differently (within 1 week)
- Rewrote onboarding emails to include visual instructions
- Started using expectation-setting tools during 1:1s
- Shared positive feedback weekly using “Feedback = Fuel”
- Held reverse mentoring sessions with Gen Z team members
- Added neurodiversity check-ins to team meetings
How They Felt
- Empowered – “I now have the language and tools.”
- Challenged – “I didn’t realise how many assumptions I made.”
- Hopeful – “I can see how this will make a real difference.”
- Informed – “The data and real stories brought it all to life.”
Our Recommendations to Become a Masterclass Manager
For organisations looking to do more than just talk about supporting early-career talent, follow these tips:
1. Make the Invisible Visible
Start every onboarding and team update by explicitly stating expectations. Gen Z won’t guess what “professional” looks like in your context. Spell it out.
2. Practice Feedback, Not Perfection
Use feedback as fuel for growth, not just correction. Praise the effort. Be timely. Be specific. Make it a ritual, not a rarity.
3. Use User Stories to Redesign Culture
Adopt the “As a young professional, I need… so that…” model to explore hidden needs, frictions, and gaps in your systems. It’s a simple way to humanise strategy and spark change.
4. Don’t Wait for Disclosure
Neurodiverse employees shouldn’t have to “out” themselves to be supported. Assume neurodiversity is already in the room, and proactively build inclusive practices.
5. Flatten the Learning Hierarchy
Encourage reverse mentoring and digital fluency exchange. Gen Z brings value now, not just “potential for the future.”
The Tools You Can Steal (We Mean, Use!)
We shared all of these with participants; they’re available on request!
- The “Done Means Done” Clarity Framework and Checklists
- Expectation Sandwich for setting up success
- Feedback = Fuel Toolkit
- User Story Mapping
- Intergenerational Knowledge Exchange Board
- 6-Week Challenge Tracker
Final Thoughts
When we asked managers what they’d change after the series, one simply said:
“Everything.”
From communication styles to supervision rituals, managers across the British Library are now actively reshaping how they welcome, support, and champion young professionals.
This wasn’t just training. It was behaviour and systems change.
Want to Run a Manager Masterclass in Your Organisation?
We’d love to bring this approach to your team. Whether you’re onboarding Gen Z interns, supporting early career hires, or just want to create a kinder, more inclusive culture, this is where it starts.
[email protected]
www.participationpeople.com
03333 556 438
