COLUMNS
How to Build Professional Presence in CRE’s Next Generation It’s graduation season, which means two million newly credentialed professionals are entering the workforce, according to Education Data Initiative. To put that in perspective, that’s a talent pool the size of the entire population of Houston suddenly appearing on our payrolls, ready to take on their summer internships and entry-level analyst roles across the commercial real estate (CRE) and capital sectors.
Pamela Eyring President The Protocol School of Washington
20 F Street NW, 7th Floor Washington, DC 20001 (202)575-5600
They have real technical competence. They are data fluent, AI-native and digitally hyperconnected.
1.
2.
They also struggle with a significant soft skills gap.
3.
According to a recent and much-discussed survey by Intelligent.com, 60% of employers say they’ve fired at least one new hire out of their college, citing a lack of motivation, poor communication skills and poor professional etiquette.
4.
We can’t let this be the final verdict on Gen Z’s potential. We need what they bring — the analytical instincts, the comfort with new tools, the willingness to question old workflows. That’s why it’s no longer enough to expect young professionals to know how to show up at work intuitively. Instead, CRE leaders must proactively build professional presence and communication training into their onboarding and development programs. Bridging the Professionalism Gap Solving the problem requires understanding more than external behaviors. Perhaps most notably, recent graduating classes experienced heavily disrupted, remote schooling during their formative high school or college years. When coupled with a highly digital, artificial intelligence (AI)-driven world where screen time often replaces face-to-face interactions, it’s easy to see why many Gen Z graduates missed out on observing traditional workplace dynamics. The results are familiar. We frequently hear from clients about new hires who arrive technically strong, but in the small moments, subtle warning signs begin to compound. They join meetings late, offer minimal in-person engagement, send unpolished follow-ups or miss obvious opportunities to build rapport. Individually, these missteps seem minor. Taken together, they define a reputation. Over time, they shape perception. In a relationship-driven industry like commercial real estate, those subtle signals can quietly erode trust, credibility and performance. We must bridge this gap by making the implicit explicit, turning unwritten rules and expectations of professional conduct into a tangible toolkit that will equip interns and recent grads with the interpersonal skills they need to match their technical potential.
76 MANN REPORT | JUNE/JULY 2026
Action Steps for CRE Leaders As you prepare to welcome summer interns and new graduates, here is how you can integrate these principles into your firm. Establish and teach a standard. Define what professionalism looks like for your specific firm. Do not assume young hires know the unwritten rules. You must ensure there is a standard and then teach it directly. Interpret dress codes in context. Teach new hires how to read and apply workplace dress and grooming expectations across the settings they will encounter, from the office to tenant meetings to broker lunches. Focus on authentic relationship building. In CRE, the real deals often happen through networking. Provide explicit guidance on relationship-building and networking strategies that create lasting impressions in the real estate and capital sectors. Create space to practice and reinforce. Build safe environments for new hires to practice introductions and conversations. Follow up and reinforce these skills with positive, specific feedback.
That work does not happen by accident. It happens when leaders decide to make it part of the job. Closing the Gap Starts This Summer Summer interns and new hires are an opportunity to onboard the next generation of CRE professionals. They create a sustainable talent pipeline that builds institutional resilience and agility. Gen Z brings capabilities our industry genuinely needs. What they often lack is the lived experience of watching seasoned professionals navigate a room, handle a difficult client call or recover from a misstep with grace. This is a gap we can close, and the firms that close it will build stronger teams, retain talent longer and protect the relationships that drive every deal. Conclusion Dress the part. Choose neutral, tailored attire; ensure grooming is polished, shoes shined and wear your name badge on your right shoulder for easy visibility. Approach a group with confidence. Make eye contact, smile and say, “May I join you?” then pause and enter naturally. Greet each person individually. Maintain eye contact and offer a firm (not bone-crushing) handshake. Introduce yourself. Say your first and last name clearly, speaking with confidence and warmth. Start the conversation. Ask a simple question to the group — “Is this your first time attending the forum?” If there’s a reason to connect, exchange business cards or virtually.
mannpublications.com