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“ Why would I ask someone with a job title, when I can ask someone with the answer!”

“ Why would I ask someone with a job title, when I can ask someone with the answer!”. “ We are moving from genius to scenius. Ideas, strategies, plans and deployment move from closed source to open source”. Where did our 3,000+ come from?. %. Respondent Profile - Nationalities. 55% female

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“ Why would I ask someone with a job title, when I can ask someone with the answer!”

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  1. “Why would I ask someone with a job title, when I can ask someone with the answer!”

  2. “We are moving from genius to scenius. Ideas, strategies, plans and deployment move from closed source to open source”

  3. Where did our 3,000+ come from? % Respondent Profile - Nationalities • 55% female • 66% 18-24 yrs • 63% in full time study • 41% 1st degree • 30% post grad degree ( 59 countries)

  4. Headlines from the survey…. • Flexibility, both how and where I work • Ethical practices are paramount • Life-Work balance • Values more important than power • Happiness in whatever I do • Respect – family, friends, peer group • Few differences between gender, age, geography

  5. Multinationals still rock! • Seen generally as a force for good • Are still the places to make change happen • Primary vehicle for innovation • Personal vehicle to travel the world • BUT….hierarchical, demanding, no security

  6. ‘What do you want to do?’ • Be happy in whatever I do • Be able to work outside my country • Be respected by family and friends • Achieve a good life/work balance • Make the world a better place, and - Work for a company with a good reputation!

  7. Workplace of the future…… • little or no hierarchy • ‘teams’ are the dominant structure • ethical companies • ‘work and play’ merging • high tech, pleasing work space • cross border/cross functional • new social structures and….’fun and love’!

  8. Best organisations to work for will have; • Learning and knowledge sharing culture • Excellent ongoing communication • High levels of training and development • Resources (money AND expertise) • Creative and dedicated people working there and be – Ethical!

  9. Technology is good • 80% saw technology as a force for good  • 70% believe technology plays a central role in the workplace  • Organisations MUST find new ways to use technology creatively  BUT… • Data security/identity is important  • Technology AND training 

  10. Technology will help us … • Become “rounded,” complete • ‘skin’ our lives • Connect, understand, empathise • Preserve our legacy - learn! • Find freedom through connection • Do things we can’t imagine today

  11. A word about the Luddites “Senior management today; hate sharing, hate open systems and don’t like information transparency. All this openness destroys their power base” “Top management is scared of communication, where everyone can have their say. They want (need) to be in control” “Over-stimulated, overwhelmed and unfulfilled, living in a world of continuous, partial attention”

  12. A Generation which … • Is incredibly connected - physically and virtually • Feels empowered to be expressive and creative • Believes passionately in ‘trees and technology’ • Explores and learns without prejudice • Recognises rules, regulation and common sense • Sees MNOs as vehicles for self development • Groups technology, creativity and personal development

  13. But also … • 60% are unfulfilled by their career • 70% would like more time away from work • Graduates value flexibility over pay • 90% of 30-yr olds felt stifled by corporate life • Most precious commodity is time! • Life and work increasingly blur • Sick leave on the up and up • 1 in 3 knowledge workers is looking for a new job

  14. Some possible implications … • Develop our internal communication ability (techno-social) • More open to change • More agile • People able to grow and prosper more easily • Build systems that: • Encourage strategic dialogue • Enable experimentation and simulation (C-C-C) • Create and sustain meaning (organisations -vs- institutions) • Leadership approach: • Manage context, not people (from encounters to communities) • Reward team achievements rather than longevity • Bring together the new and the old (beware of infectious cynicism) • Attract and retain by: • Communicating technology as a motivator • Promoting a community-based culture (village -vs- city mentality) • Establish thinking communities with structure

  15. From Employment to Emplayment™ • How do we “reach” this new generation? • Who mentors whom, about what? • How do we communicate with different stakeholders? • How do we influence senior management? • Is this really any different? • What can we start doing right now? • What other questions do we need to ask?

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