Emerging Leaders Slideshow

Australian Emerging  Leaders  Survey Results Conducted by 2010 aliciacurtis.com

Overview     Nearly 40% work for local businesses,       32% work for global organisaCons and    of Survey  28% for naConal businesses.  Respondents 77% are aged between 24 and 35 years old  with the rest aged between 19 and 40.  32% work for a business with  one to ﬁ=y employees while  55% work for businesses of  100 or more employees. 

Biggest challenge  for a young professional in the workplace. 36% said it was not being taken  seriously such as:  ‐ not being treated with respect  ‐ their skills not recognized due  to their age or lack of  experience. Others said work/life balance, need for training, lack of  opportuniCes, low conﬁdence and managing people

What’s your biggest challenge  in the workplace?  “Always being seen as the 'Y' Generation and not being given a real chance. Being dismissed quickly because you are young’. Survey Respondent

Barriers to Leadership 7 20 Nothing 11 PoliCcs, No OpportuniCes Lack of Experience 12 Doubt, Fear 17 Don’t want Leadership 14 Age (These numbers represent the %) 1 out of 5 said that nothing holds them back  from a leadership posiCon

Assistance to Lead What do you need to help you succeed in your leadership  responsibiliCes or aspiraCons at work?  8 15 Mentors Training or Skills 15 55 More OpportuniCes Stronger Leadership Support from Colleagues 45 (These numbers represent the %)

What do you need to help you succeed in your  leadership responsibiliKes or aspiraKons at work?  “For me - it is very hard to be given the opportunity to grow and move up the company ladder. I feel like there needs to be more job variety and training to support me in becoming a well-rounded leader for their company. The support could come in the form of resources, job variety and mentors.” Survey Respondent

Top 4 Learning Areas young professionals wanted to learn more about 1. Personal Branding: How to diﬀerenCate  yourself from the crowd by idenCfying and  communicaCng your skills and talents 2. Personal Vision: How to clarify your  personal and work vision for the future 3. Mentoring: How to ﬁnd and make the  most of mentors 4. Strengths: How to idenCfy and harness  your strengths at work

Ment 37.9 oring 51.5 Form al Edu Onlin caCon e Lea Exper rning ienCa 38.8 Mixtu l 35.0 (Thes re e num 9.7 bers r epres ent th e %) How do you prefer to develop your skills? Learning Preferences

Broad Career Goals 36% have a career  goal for conCnuing  on a path toward  leadership.   Others included: Advanced study (16%) Own or Expand Business (13%) SCmulaCng Job (10%) Work/Life Balance (10%)

“To secure a role that I enjoy and that is meaningful. I want to do work that matters and have ﬂexibility in attendance and performance of my duties” Survey Respondent  What are your broad career goals for  the next 10 years and beyond?

Employer Loyalty How long do you intend to stay with your current employer? 18.4 62% intend on  34.5 staying 3 or more  years with their  20.7 current employer 8.0 20.7 1 year 2 years 3 years 4 years 5 years (These numbers represent the %)

Top 3 IncenCves to retain young professionals 1. OpportuniCes, challenges,  interesCng work (27%) 2. Career development,  promoCons, moving into a  leadership role (21%) 3. Fair pay (22%)

Top 3 Reasons young professionals leave an employer 1. Lack of opportuniCes    or career growth (26%)   2. Problems with senior  managers (lack of vision,  support, feedback) (26%)    3. Lack of ﬂexibility or inability to  achieve work‐life balance (15%)

“A business that is stagnant and set in its ways, or that has a very limited scope for new ideas and opportunities would not keep me very long”. Survey Respondent  What would make you want to  leave an employer?

“63% said they have  personal moCvaCon  for their work and  receive support to  work eﬀecCvely.” Personal Meaning at Work

How can Alicia CurKs help your organizaKon? 1. Emerging Leaders Program An intensive 6 month cross industry leadership program.   Places are limited,  so confirm your organizaCon’s place for 2010 with Alicia now.  2. Internal Emerging Leaders Report An  in‐depth  understanding  of  the  issues  facing  your  emerging  leaders.  A  personalized  report  with recommendaCons  for  your  organisaCon is  collated  from the findings.  3. Management PresentaKons Alicia  can  present  these  report  findings  to  your  senior  management  and  facilitate  a  think  tank  session  to  gather  the  strategies  to  ignite  your  high  potenCal employees.

  Receive the full report at  www.aliciacurCs.com aliciacurtis    P.O Box 7273, Karawara WA 6152              + 61 413 565 338             alicia@aliciacurCs.com                          www.aliciacurCs.com

Emerging Leaders Slideshow

by AliciaCurtis on Jan 25, 2010

Accessibility

Categories

Tags

Upload Details

Usage Rights

2 Embeds 27

Statistics

Emerging Leaders Slideshow — Presentation Transcript

http://www.aliciacurtis.com	24
http://blog.aliciacurtis.com	3