Example of 3 demographic fact sheets as basis for planning en innovation meetings. The full document covers 40 megatrends and is available for a small fee on i4fi.com under 'useful tools'

1. 40 megatrends fact sheets
(briefing documents for long-term planning or
innovation sessions)
SAMPLE OF 3 FACT SHEETS
frederic de meyer
founder
blog: www.fredericdemeyer.com
site: www.i4fi.com
mail frederic@i4fi.com

2. Terms of use
• This document has been acquired for the internal use of the
acquiring company. It can be spread and shown internally in
the company. It can be shown but not distributed to people
external to the acquiring company.

3. Before you use these fact sheets
• The trends discussed in this document are not predictions,
but developments that are currently deploying and of which
the full extend and long-term impact are relatively unknown.
• The categorization in ‘themes’ is not a scientific exercise.
Some of the trends discussed under a specific theme could
have been included in other themes.

4. How to use this document
• These fact sheets serve as ‘brain openers’ for brainstorming
sessions on innovation or long-term business planning.
• They can be used as preliminary briefing document or at the
session itself, as basis for targeted discussions and idea
generation.
• Each fact sheet contains:

5. MENU
(Click on a topic to go to its fact sheet, works only in presentation mode)
• Demographic trends
 Ageing population  ‘Buy Local’ as a sales argument
 GenerationY at work  Radical transparency and Life Cycle Assessments
 Widening talent gap • Technology trends
 Global mobility and new migration patterns  The ‘Internet of Things’
 Universities in emerging countries getting popular  Augmented Reality
 Increasing urbanization  Consumerization of IT
 Gap rich-poor widening  Technology ‘as a service’
• Environment and natural resources  Green technologies
 Global warming  3D Printing
 Scarcity of natural resources  NBIC Technologies
 Water scarcity • Business trends
 Volatile food production and prices  Disintermediation
 ‘Cradle to cradle’ and ‘upcycling’ to reduce waste  Crowdsourcing
• Geopolitical forces  Open Innovation
 Increasing weight of emerging countries  Gamification
 Globalization 3.0  Shared Value and Corporate Social Responsibility
 Rising middle class  Social Business Innovation
 Increasing free-trade zones and market unions  Cause Marketing
 Energy dependence  Social Entrepreneurship
 The Market State  ‘Do it yourself’ as added value
• Consumer trends  Social Business through social networks
 Mass customization  The drive towards virtualization of the company
 Ethical buying

6. demographic trends

7. Back to
menu
How will the ageing population impact our business?
Key facts
• By 2030 one in every 8 inhabitant of the earth will be
65 or older;
• In developing countries the portion of 65+
inhabitants will increase from 6% now to 15% in
2050, in the developed world the portion will grow
from 16% now to 26% in 2050;
• This will put (further) strain on public finances and
health provision, and will modify consumption
patterns.
Key questions
• Will this alter spending patterns of our (client‟s)
customers? In what way?
• Will this lead to widen the talent gap? How should we
(or our HR) react? Should we put programs in place to
retain aging talent?
• Are we directly or indirectly involved in areas that will
get challenged by the aging population (health care,
education, …). What should or could be our role in
solving the challenges they face?

8. Back to
menu
GenerationY workers will change the workfloor
Key facts
• GenY (also „digital natives due to the fact that they
are the first generation to be born when the Internet
existed already) will have different attitudes and
expectations from their working environment:
o More flexibility;
o Constant and open feedback from superiors;
o Values ethics and social responsibility of
corporations;
o „The future is open‟ (which doesn‟t mean that
they are not loyal to a company)
Key questions
• Do we have the right working environment and
corporate culture to attract new GenY talent?
• Are we „sexy‟ for them and, if not, how should we
adapt?
• Do we have programs in place for GenX and GenY to
better understand each other in order to collaborate
more effectively? What programs could we develop to
SOURCE: Ramon Costa do this?
www.pgpsi.com

9. Back to
menu
The talent gap will worsen due to demographic
changes
Key facts
• (BCG:) “Despite today‟s high unemployment rates,
the global talent risk is growing. Soon staggering
talent gaps will appear in large parts of the world
threatening economic growth. Economies will struggle
to remain competitive while organizations will compete
for talent on an unprecedented scale. Now, human
capital is replacing financial capital as the engine of
economic prosperity.”
• By 2030, the US and Europe would need 25M and
45M supplementary workers respectively to sustain
economic growth-much more than the natural growth.
Key questions
• Is our business dependent on key talent in the
future? How acute could the talent shortage become in
our business?
• How do we attract top talent for the future? Should
we take action now or can we afford to wait?

10. Order your full copy with 40 fact sheets now on
http://www.i4fi.com (under ‘useful tools’)
additional questions: frederic@i4fi.com
additional services: www.i4fi.com