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Future Talent Conference 2019: Adam Kingl presentation

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Future Talent Conference 2019: Adam Kingl presentation

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What does Generation Y want from work? Managing director for Europe at Duke Corporate Education Adam Kingl joined us to explain the wants and desires of Millennials in the workplace, before exploring how the C-suite will change once our youngest employees assume senior leadership positions.

What does Generation Y want from work? Managing director for Europe at Duke Corporate Education Adam Kingl joined us to explain the wants and desires of Millennials in the workplace, before exploring how the C-suite will change once our youngest employees assume senior leadership positions.

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Future Talent Conference 2019: Adam Kingl presentation

  1. 1. THE EVOLUTION OF WORK, MANAGEMENT AND LEADERSHIP WHAT WE CAN LEARN FROM GENERATION Y ADAM KINGL REGIONAL MANAGING DIRECTOR, EUROPE ADAM.KINGL@DUKECE.COM TWITTER: @ADAM_KINGL
  2. 2. 2
  3. 3. 3 Generations Birth Years Silent Generation 1925-1942 Baby Boomers 1943-1960 Generation X 1961-1981 Generation Y 1982-2004 Generation Z 2005+
  4. 4. 4 # Employers Grandparents had: Parents had: Gen X will have: Gen Y will have: Generations
  5. 5. 5 # Employers Grandparents had: 1-2 Parents had: Gen X will have: Gen Y will have: Generations
  6. 6. 6 # Employers Grandparents had: 1-2 Parents had: 3-4 Gen X will have: Gen Y will have: Generations
  7. 7. 7 # Employers Grandparents had: 1-2 Parents had: 3-4 Gen X will have: 7-8 Gen Y will have: Generations
  8. 8. 8 # Employers Grandparents had: 1-2 Parents had: 3-4 Gen X will have: 7-8 Gen Y will have: 15-16 Generations
  9. 9. 9 # Employers Grandparents had: 1-2 Parents had: 3-4 Gen X will have: 7-8 Gen Y will have: 15-16 So will our (grand)children have 32 employers?? Generations
  10. 10. 10 # Employers Grandparents had: 1-2 Parents had: 3-4 Gen X will have: 7-8 Gen Y will have: 15-16 So will our (grand)children have 32 employers?? Generations
  11. 11. 11 2 4 8 16 32 Generations
  12. 12. 12 Let me say that again…32 employers in a lifetime! 12
  13. 13. 13 13
  14. 14. We asked them: ‘How long do you expect to stay with an employer?’ 11+ years 6-10 years 3-5 years 1-2 years 14
  15. 15. We asked them: ‘How long do you expect to stay with an employer?’ 11+ years 5% 6-10 years 3-5 years 1-2 years 15
  16. 16. We asked them: ‘How long do you expect to stay with an employer?’ 11+ years 5% 6-10 years 5% 3-5 years 1-2 years 16
  17. 17. We asked them: ‘How long do you expect to stay with an employer?’ 11+ years 5% 6-10 years 5% 3-5 years 53% 1-2 years 17
  18. 18. We asked them: ‘How long do you expect to stay with an employer?’ 11+ years 5% 6-10 years 5% 3-5 years 53% 1-2 years 37% 18
  19. 19. We asked them: ‘How long do you expect to stay with an employer?’ •11+ years 5% •6-10 years 5% •3-5 years 53% •1-2 years 37% • 90% plan to leave within 5 years • Over a third within 24 months!! 19
  20. 20. Similar results from the US: US Department of Labor estimates that today’s 18-year-olds will have 10-14 jobs…by the age of 38 20
  21. 21. A New Breed of Employee Experience: – Marketing Executive 6 months and counting – Marketing Executive 10 months – Junior Marketing Executive 1 year, 1 month – Marketing Manager 6 months – Marketing Manager 11 months – Marketing Assistant 1 year, 2 months – Production Assistant 1 year – Intern 5 months – Lettings Negotiator 1 year – Sales 3 years – Intern 4 months AVERAGE: 8.7 months 21
  22. 22. Most important factors in choosing an employer: Next Generation Leadership • Work-life balance • CEO’s reputation • Development opportunities • Performance-based bonus • Share price performance • Openness to innovation • Benefits package • Organisational culture • Corporate social responsibility practice 22
  23. 23. Most important factors in choosing an employer: 3) 2) 1) Next Generation Leadership 23
  24. 24. Most important factors in choosing an employer: 3) Development opportunities 2) 1) Next Generation Leadership 24
  25. 25. Most important factors in choosing an employer: 3) Development opportunities 2) Organisational culture 1) Next Generation Leadership 25
  26. 26. Most important factors in choosing an employer: 3) Development opportunities 2) Organisational culture 1) Work-life balance Next Generation Leadership 26
  27. 27. Most important factors in choosing an employer: 3) Development opportunities 2) Organisational culture 1) Work-life balance Reverse mentoring Alumni network Projects Side hustles Next Generation Leadership 27
  28. 28. The implications: – We now have to deal with people who have different expectations, behave differently and work in decentralised and networked environments – When these young employees become our senior executives, what type of leaders will they be? Next Generation Leadership 28
  29. 29. What would be your focus if you were the leader? • Focus on how business is trading • Focus on the global growth of the business • Focus on retaining an entrepreneurial perspective • Focus on renewing personal and organisational mission • Focus on financial worth of the business Next Generation Leadership 29
  30. 30. 11.5% Focus on how business is trading • Focus on the global growth of the business • Focus on retaining an entrepreneurial perspective • Focus on renewing personal and organisational mission • Focus on financial worth of the business What would be your focus if you were the leader? Next Generation Leadership 30
  31. 31. 11.5% Focus on how business is trading 11.5% Focus on the global growth of the business • Focus on retaining an entrepreneurial perspective • Focus on renewing personal and organisational mission • Focus on financial worth of the business What would be your focus if you were the leader? Next Generation Leadership 31
  32. 32. 11.5% Focus on how business is trading 11.5% Focus on the global growth of the business 33% Focus on retaining an entrepreneurial perspective • Focus on renewing personal and organisational mission • Focus on financial worth of the business What would be your focus if you were the leader? Next Generation Leadership 32
  33. 33. 11.5% Focus on how business is trading 11.5% Focus on the global growth of the business 33% Focus on retaining an entrepreneurial perspective 43% Focus on renewing personal and organisational mission • Focus on financial worth of the business What would be your focus if you were the leader? Next Generation Leadership 33
  34. 34. 11.5% Focus on how business is trading 11.5% Focus on the global growth of the business 33% Focus on retaining an entrepreneurial perspective 43% Focus on renewing personal and organisational mission 1% Focus on financial worth of the business What would be your focus if you were the leader? Next Generation Leadership 34
  35. 35. 35 Let me say that again…1% would focus on financial worth!
  36. 36. Further evidence: According to research at Princeton University, more than 85% of young people say that the number one thing they will look for in a job is… Next Generation Leadership 36
  37. 37. Further evidence: According to research at Princeton University, more than 85% of young people say that the number one thing they will look for in a job is…meaning, a sense of purpose. In a VUCA environment: It will be those purpose-driven, human-centred leaders who will enable their organisations to navigate a turbulent world. Next Generation Leadership 37
  38. 38. www.dukece.com ADAM KINGL Regional Managing Director, Europe Email: adam.kingl@dukece.com Twitter: @Adam_Kingl

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