| Young professionals
their voices, and expanding their networks. Key opportunities include: National exposure: FLOW participants speak at major events like NHA’s Clean Currents and Waterpower Week, where they present alongside senior leaders and shape the industry conversation. These experiences build professional credibility and public speaking confidence. Industry recognition: The Rising Star Award celebrates individuals who demonstrate leadership and dedication to water power’s future. This recognition can help recipients gain visibility across the industry.
Robust networking: From peer-to-peer mixers to curated mentorship sessions, FLOW connects emerging professionals not only with each other but with industry veterans. These connections can lead to mentorship, job opportunities, and cross-sector collaboration. In short, FLOW isn’t just building a community, it’s building careers.
Membership and engagement Since its launch in 2021, FLOW has grown to include
more than 300 participants across the United States and beyond. The group is open to all early-career professionals and newcomers to the water power industry, and membership in NHA is not required. FLOW also welcomes the engagement of established industry leaders. Their participation in programming – as guest speakers, mentors, or panelists – adds valuable depth and guidance to the group’s efforts. By sharing their time and insights, seasoned professionals help shape not only FLOW’s direction but the future of the hydropower workforce.
Industry collaboration Improving the retention of early-career professionals
in the hydropower industry requires coordinated, intentional effort, and the FLOW group is uniquely positioned to serve as a bridge between emerging talent and experienced organizations. Here’s how FLOW can collaborate with the industry to build a stronger, more resilient workforce: Foster meaningful mentorship opportunities: Pairing early-career professionals with seasoned leaders through structured mentorship helps build confidence, accelerate learning, and foster a sense of belonging. FLOW offers a space for companies to identify and support rising talent while helping early- career professionals envision a long-term career in water power.
Champion visibility and recognition: Spotlighting early-career professionals through awards like the Rising Star Award, speaking slots at industry events, and media exposure gives young professionals pride in their work and a stronger professional identity. Industry partners can amplify these efforts by nominating standout employees and helping elevate their contributions. Support professional development: Ongoing training – whether technical, leadership-focused, or policy-related – prevents early-career stagnation. Training is essential for professional development because they ensure that early-career professionals have the tools, context, and confidence to grow, adapt, and lead in an evolving landscape. External or internal
training can both aid in knowledge transfer for industry professionals, and FLOW can help guide early-career professionals to helpful training. For example, NHA has developed the Hydropower Systems Principles Training to help in the knowledge transfer from established industry professionals to new-to-water power individuals. (see
www.hydro.org/hydropower- system-principles-training for more details). Build a culture of inclusion and belonging: Professionals are more likely to stay when they feel seen, valued, and supported. FLOW fosters community and connection, but lasting retention also requires employers to cultivate inclusive workplaces with diverse representation, equitable advancement, and work-life balance. Invite early-career voices to the table: Including young professionals in conversations around innovation, workforce planning, and industry strategy signals that their perspectives matter. FLOW can help companies identify rising leaders to serve on panels, advisory groups, and working teams. Highlight purpose and impact: Today’s professionals want to know their work contributes to something meaningful. FLOW can work with employers to better communicate the critical role water power plays in grid reliability, affordability, and energy security, thus motivating retention through mission and impact.
In short, retaining the next generation of talent means investing in more than just positions, it means investing in people. Through collaboration with FLOW, industry leaders can create a more engaged, skilled, and future- ready workforce.
Building the future together Initiatives like FLOW are critical to addressing
workforce gaps and building the industry we want to see tomorrow. But they cannot succeed in isolation. Success requires collaboration with companies, utilities, project developers, researchers, and public agencies all playing a role. When employers support FLOW, they are doing
more than supporting a group. They are creating a culture that values development, inclusion, and leadership at every stage of a career. And in doing so, they help create a talent pipeline equipped to meet the challenges of a transforming energy landscape. FLOW is also uniquely positioned to help the industry diversify. By welcoming professionals from a range of backgrounds (educational, cultural, and technical) it ensures that the water power workforce reflects the communities it serves and the global energy ecosystem it operates within.
The next generation The Future Leaders of Waterpower group represents a
necessary step toward cultivating the next generation of hydropower professionals. By providing support, resources, and opportunities for early-career individuals, FLOW ensures the continued vitality and innovation of the water power industry. As the sector navigates a wave of retirements, rising electricity demand, and the need for energy diversity, initiatives like FLOW will be essential to its future. The stakes are high, but with strategic collaboration and sustained investment in talent, the water power industry is well positioned to rise to the challenge.
Above: Kelly Rogers, Programme Director for the National Hydropower Association
More information
To learn more or get involved, visit
hydro.org/flow.
www.waterpowermagazine.com | June 2025 | 13
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