Flexographic Association Named Inaugural Rising 20 Class
Leaders under 35 have been recognized for their professional performance and innovation in the packaging industry.
Updated on Sept. 30, 2026 in Internships
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The Foundation of Flexographic Technical Association has announced its inaugural Rising 20 Class of 2026. This new program recognizes 20 emerging professionals who demonstrate significant impact through their work in the packaging sector.
Why it matters
The program highlights a talent pipeline for operators facing shifting technical requirements and labor shortages. It formalizes recognition for younger professionals who are driving innovation and leadership in specialized manufacturing roles.
The program recognized 20 emerging professionals, requiring a minimum of two years of industry experience for eligibility. Candidates were selected from a pool of nominees submitted by peers and industry leaders.
The players
Foundation of Flexographic Technical Association
An industry organization focused on the advancement and technical standards of the flexographic printing and packaging sectors.
The details
Candidates were evaluated on a comprehensive set of performance metrics, including innovation, leadership, and teamwork. The selection process involved reviewing nominations based on professional achievements and their potential for future industry contributions. This initiative aims to elevate the profile of specialized technical talent within the broader packaging and printing ecosystem.
Timeline
The inaugural Rising 20 Class was announced in 2026.
Market Landscape
This program reflects a broader trend of trade associations formalizing talent retention strategies as manufacturing sectors face persistent technical labor shortages. It follows the pattern of professional development initiatives aimed at bridging the gap between aging industry leadership and emerging talent.
Operators should monitor the profiles of these recognized professionals to identify emerging benchmarks for technical leadership and innovation in the sector. Employers may consider adopting similar recognition criteria to improve retention and signal professional growth opportunities for staff under 35.
The takeaway
Recognizing high-potential employees is a low-cost strategy for reinforcing company culture and retention. Owners should assess their own internal nomination processes to ensure they are actively identifying and rewarding staff who meet technical and leadership benchmarks.
Further reading
For broader trends in industry-specific talent development, review our coverage of Internships.
Source note: This article includes information reported by Labelsandlabeling.
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