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Emerging Leaders Slideshow
 

Emerging Leaders Slideshow

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This is a summary of the results of an Emerging Leaders survey conducted in Australia in late 2009.

This is a summary of the results of an Emerging Leaders survey conducted in Australia in late 2009.

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    Emerging Leaders Slideshow Emerging Leaders Slideshow Presentation Transcript

    • 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