People in different age groups often see life differently. Today’s employers not only went through a different workplace to the one today — but they have a longer experience of the workplace and with that comes a different perspective. Therefore it is critical that today’s employees understand the background of their employer and so are equipped to bridge the generation gaps.
It is provided to you by McCrindle Research to help the emerging generation of workers better relate to their employer.
We have also produced an accompanying Employers Guide. You’ll find it and more resources at www.mccrindle.com.au
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
Productive Leaders know how to achieve more, reduce stress and take back time in their day. They improve their personal productivity, processes and help their people to be more productive.
To Book Sally for workshops or coaching: sally @ sallyfoleylewis.com.
Helping Jobseekers across Ireland upskill themselves to find their next career opportunity (running in Dublin, Cork, Galway, Limerick, Sligo, Belfast, Mullingar, Kilkenny, Waterford)
A prospective employee meeting is a one-on-one meeting comprising of a discussion between an occupation candidate and a delegate of a business which is directed to evaluate whether the candidate ought to be hired.
One of the keys to student success is mentoring. This is especially true for underrepresented students who may not have the social structure that provides role models and intellectual and emotional supports that students need to succeed. Mentoring provides this infrastructure and fills in gaps in knowledge and access to available resources which many underrepresented students need.
What are the qualities, attributes, attitudes and behaviors of star assistants? Why do certain assistants stand out and shine brighter than others? Are star assistants created or is it their innate abilities that allow them to be stars? Are there certain qualities and traits a person needs to be successful working at the top echelons in the company?
Different individuals may have different and varying ideas about what coaching and mentoring are. What some people call mentoring could be considered by others as coaching.
Mark McCrindle Achieving Cut Through Future ForumMark McCrindle
Achieving cut-through: Communication tactics for message saturated times. This Future Forum Breakfast presentation delivered by Mark McCrindle of McCrindle Research analyses the key brand, advertising and communication strategies that attract attention, get cut-through and elicit action.
Mark McCrindle is a social researcher with an international reputation for tracking the emerging trends and analysing the diverse generations. He is the Director of McCrindle Research, whose clients include over 100 multinational organisations. His highly valued research and reports have developed his renown as a futurist, demographer and social commentator. Mark is highly regarded for his engaging presentations whether they be keynote addresses at conferences, boardroom briefings or facilitated workshops.
Australian Communities Report: A Demographic & Social Analysis of Religion & ...Mark McCrindle
This Australian Communities Report
analyses attitudes towards religion and
Christianity in 21st century Australia. McCrindle Research is a global leader in social and market research and resources are available at www.mccrindle.com.au
Productive Leaders know how to achieve more, reduce stress and take back time in their day. They improve their personal productivity, processes and help their people to be more productive.
To Book Sally for workshops or coaching: sally @ sallyfoleylewis.com.
Helping Jobseekers across Ireland upskill themselves to find their next career opportunity (running in Dublin, Cork, Galway, Limerick, Sligo, Belfast, Mullingar, Kilkenny, Waterford)
A prospective employee meeting is a one-on-one meeting comprising of a discussion between an occupation candidate and a delegate of a business which is directed to evaluate whether the candidate ought to be hired.
One of the keys to student success is mentoring. This is especially true for underrepresented students who may not have the social structure that provides role models and intellectual and emotional supports that students need to succeed. Mentoring provides this infrastructure and fills in gaps in knowledge and access to available resources which many underrepresented students need.
What are the qualities, attributes, attitudes and behaviors of star assistants? Why do certain assistants stand out and shine brighter than others? Are star assistants created or is it their innate abilities that allow them to be stars? Are there certain qualities and traits a person needs to be successful working at the top echelons in the company?
Different individuals may have different and varying ideas about what coaching and mentoring are. What some people call mentoring could be considered by others as coaching.
Mark McCrindle Achieving Cut Through Future ForumMark McCrindle
Achieving cut-through: Communication tactics for message saturated times. This Future Forum Breakfast presentation delivered by Mark McCrindle of McCrindle Research analyses the key brand, advertising and communication strategies that attract attention, get cut-through and elicit action.
Mark McCrindle is a social researcher with an international reputation for tracking the emerging trends and analysing the diverse generations. He is the Director of McCrindle Research, whose clients include over 100 multinational organisations. His highly valued research and reports have developed his renown as a futurist, demographer and social commentator. Mark is highly regarded for his engaging presentations whether they be keynote addresses at conferences, boardroom briefings or facilitated workshops.
Australian Communities Report: A Demographic & Social Analysis of Religion & ...Mark McCrindle
This Australian Communities Report
analyses attitudes towards religion and
Christianity in 21st century Australia. McCrindle Research is a global leader in social and market research and resources are available at www.mccrindle.com.au
Bridging the Gap: Employers Guide to Managing Gen Y & ZMark McCrindle
The future of industry is shaped not just by the economic and technological changes, but also by population and generational changes. The key to ongoing success therefore depends not just on technical excellence but managerial excellence.
Beginning a career in today is a very different experience to those who grew up in the 1960’s, or the 1980’s. In many ways we resemble our times more than we resemble our parents. Therefore understanding these ever-changing times in relation to the very different employee of today is essential for every business owner.
Today’s young workers: Generation Y, have different characteristics, attitudes, and workplace expectations to older generations. Based on the latest Australian research, this guide provides you with the key information and skills you need to better retain, manage and train this 21st Century worker.
We have also produced an accompanying Employees Guide. You’ll find it and more resources at www.mccrindle.com.au
Education in Australia McCrindle Research Future ForumMark McCrindle
Education in Australia:
Current Realities based on the ABS data.
Community Attitudes: based on national market research, and
Emerging Trends:
1) Tween Town
2) Digital Integrators
3) XYZ Schools
4) Schools at the Cross Roads
5) New Local
6) Fragmentation
7) Big Education.
More free resources at www.mccrindle.com.au or www.futureforum.com.au
1,304,019 views Jun 4, 2012, 901 amThe Top 9 Things Tha.docxjeremylockett77
1,304,019 views | Jun 4, 2012, 9:01 am
The Top 9 Things That Ultimately Motivate Employees to
Achieve
More From Forbes
Glenn Llopis Contributor
Leadership Strategy
I help organization build high-performance leaders, teams and cultures focused on inclusion and the power of
individuality. Leadership in the Age of Personalization.
12/10/19, 9:31 PM
Page 1 of 8
When you wake up in the morning, what is the passion that fuels you to start your day?
Are you living this in your work? If others asked you what drives you to achieve, would the
answer be obvious? The triggers that motivate people to achieve are unique for everyone.
Many would say its money; more people are starting to claim that they are driven to make
a difference. Regardless of what motivates you and drives you to reach peak performance
– it must be managed and balanced. Too much motivation in one area will weaken other
parts of your game.
Motivation has been studied for decades and leaders in the workplace have used
assessments like DISC and Myers-Briggs to determine their employee’s personality types
to better anticipate behaviors and tendencies. Additionally, motivational books are used
as tools to get employees to increase their performance and / or get them back on track.
While assessments, books and other tools can help project and inspire short and long
12/10/19, 9:31 PM
Page 2 of 8
performance, the factors that motivate employees to achieve evolve as they mature and
begin to truly understand what matters most to them. Therefore, as leaders we must hold
ourselves accountable to build meaningful and purposeful relationships that matter with
our employees. This allows us to better understand those we are serving, just as much as
ourselves.
As a leader, don’t just read the assessment scores, get to know those whom you are leading
and be specific about how you help each of them achieve their goals, desires and
aspirations. The objective should be to help one another and to accomplish this each of
you must identify those things that motivate you both to work together.
To help you get the most from your employee relationships, here are the nine (9) things
that ultimately motivate employees to achieve. As you read this, think of how you associate
with each of them. Share your story and perspectives – and comment about it. This is a
hot topic and the more we can discuss it, we can help one another become better leaders.
1. Trustworthy Leadership
Leaders that have your back and that are looking out for your best interests – will win the
trust of their employees who in turn will be more motivated to achieve. I once had a
department manager that always looked out for me. He was upfront in communicating his
performance expectations and his feedback was direct. He never treated me like a
subordinate and looked for ways to include me in senior management meetings. This
opened my eyes to what lied ahead in my career and thus motivated me to re ...
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As we step into 2024, it’s crucial to stay ahead of the curve and anticipate the trends shaping the future. For those wanting to equip themselves for the year ahead, our Trends of 2024 infographic has 8 research-backed trends that will impact businesses and organisations in 2024.
Generational insights to maximise engagement_Presentation slides.pdfMark McCrindle
Australia has long been blessed with stable
governments, high-functioning democracy and the rule
of law. However, what actively enables the flourishing
of our society, as reflected in this Future Donor report,
is not just government and its agencies, or even our
local communities but the for purpose sector. While
the retail sector facilitates vitally needed communities
of interaction, and our diverse local suburbs for many
are communities of belonging, it is the charities and
non-profits that build communities of purpose. These
for-purpose organisations are defined by three factors
which distinguish them from business, retail or local
communities: they are problem focussed, outward
orientated and action driven. This is why Australians,
even in this era of declining trust in institutions,
continue to hold charities in high regard.
As this report reveals, the proportion of Australians
who highly trust charities and not for profits is 50%
higher than the best performing government category
(local councils) and twice that of large corporations.
Charities should be further encouraged by the findings
that even amidst rising costs of living, most Australians
have financially supported this sector in the past year,
and of those who have given financially, more than
half (55%) have the same if not more ability to give, and
almost two thirds (64%) have the same if not increased
willingness to give.
This report looks to the future by analysing the
emerging generations and it reveals motivated young
donors who will respond to global issues not just local
ones, with a focus on solving root causes rather than
just meeting immediate needs, who want to be active
advocates not just passive givers and who can be
engaged digitally, and through that means, engage
others.
It is our hope that this report further equips the
for-purpose sector to shape thriving communities,
effectively engage and involve the next generation,
and positively impact the future.
Coined in the 1980’s, the VUCA acronym has been an
apt summary of recent decades (Volatility, Uncertainty,
Complexity and Ambiguity). In 2018 at the World Economic
Forum, the Prime Minister of Canada highlighted the
increasing acceleration of the trends with his statement: “The
pace of change has never been this fast, yet it will never be
this slow again”. Yet all of this was before the global COVID-19
pandemic further disrupted and transformed our times.
In such times, analysis of the trends and regular scans of
the horizon is essential to thrive amidst the transformations.
The primary characteristic of a leader, which enables the
important strengths of vision and decisiveness, is foresight.
The reason they can lead is that, having understood the
trends, they are able to see things not just as they are, but as
they will be.
At McCrindle we exist to empower human flourishing by
equipping leaders with research-based insight. Indeed
the leader with the honed characteristic of foresight, and
equipped with evidence-based insight is able to do more than
just see the future, they take up the great responsibility to
shape it.
We trust this report will help you understand the times,
prepare you for the emerging megatrends, and equip you to
lead and grow your team, community and organisation with
both humility and confidence.
Australian communities infographic mccrindle_2020Mark McCrindle
The not-for profit sector and the charities,
social enterprises and community organisations
across this nation provide much of the social
infrastructure that builds the capacity of
communities Australia wide. Their value to this
nation is demonstrated by the almost $143
billion given in the last year, most of it by the
community rather than government. The
esteem of this sector is demonstrated by the
size of the charity workforce, which employs
one in every ten Australian workers.
While the sector is viewed in a positive light
and five in six Australians give to charities,
these are uncertain times and Australia is
changing rapidly. Demographic shifts, social
changes and constant technological
advancement are transforming Australian
communities. How and where Australians live,
and how they allocate their time and money is
shifting
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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Bridging the gap: Employees guide to Communicating with Employers
1. Bridging the Gap
An employees guide to understanding &
communicating with your boss
BRIDGING THE GAP | 1
2. Bridging the Gap: An Employees guide guide to
understanding & communicating with your employer
People in different age groups often see life differently. Today’s employers not only went
through a different workplace to the one today — but they have a longer experience of the
workplace and with that comes a different perspective. Therefore it is critical that today’s
employees understand the background of their employer and so are equipped to bridge the
generation gaps.
It is provided to you by McCrindle Research to help the emerging generation of workers
better relate to their employer.
We have also produced an accompanying Employers Guide. You’ll find it and more resources
at www.mccrindle.com.au
BRIDGING THE GAP | 2
3. it’s your career — and it’s your call
It is true that we can’t change others — but that doesn’t mean that we can’t
change a workplace situation. The relationship you have with your employer
results from how both of you interact and communicate. You may not be in
charge but you can certainly influence the relationship. Rather than blaming
them we are better off trying harder to understand them — where they’re
coming from and what they’re wanting.
BRIDGING THE GAP | 3
4. the generation gap
What some apprentices are saying:
“I’ve got a qualification — yet they just use me to do the clean up jobs”
“I’m sick of being micro managed — why can’t they just trust me”
“I only get feedback if I make a mistake”
“A bit of recognition can’t be that difficult”
“They don’t keep up with the times”
“They’ve got to understand that there’s more to my life than just work!”
What some employers are saying:
“Because I said so — that’s why!”
“We tried that in 1982”
“Thankyou? — Your wage is your thankyou!”
“You’ve got to learn to pay your dues…”
“I don’t have time to be polite!”
“A pay rise?! At his age I was just grateful to have a job!”
BRIDGING THE GAP | 4
5. Clearly there is a generation gap in many workplaces. While it is not anyone’s fault and blam-
ing “them” is pointless, we do have to make an effort to see the employer’s viewpoint. They
have taken on the risk of employing others, paying the wages, and managing the business so
they deserve some credit and appreciation for this.
The reality is that the employer has the authority and the final say. While today’s workers
bring 21st Century education and views to the job, the employers bring with them greater ex-
perience and knowledge which needs to be listened to. The only way to be successful in the
long run is to get advice and mentoring from the more experienced hands. This requires good
listening and a positive attitude.
BRIDGING THE GAP | 5
6. keys to good communication
Outstanding Apprentices Typical Apprentices
Ask questions & grow their skills Do what they’re told
Are interested and enthusiastic Just get on with the job
Are interdependent: team-players Are independent: solo-operators
Work on technical & people skills Focus on technical skills
Are excellent listeners Are good talkers
Try to resolve conflicts & concerns Hide their frustrations
Take the lead in looking out for others Keep their head down
Share ideas and solutions Leave ideas to the employer
Coach and help others Let the leaders lead
Confront problems & discuss irritations Let unresolved problems grow
Take ownership & responsibility Blame circumstances or others
View it as the start of their career See this as a job for now
BRIDGING THE GAP | 6
7. the facts
1 in 3 apprenticeships are cancelled due to conflict in the workplace.
1 in 4 people left their last job because they couldn’t relate to their employer.
Almost half of all resignations occur within 90 days of starting work.
The biggest source of miscommunication is not due to cultural gaps or gender diversity but generational gaps.
Sources: BCTIF, McCrindle Research
BRIDGING THE GAP | 7
8. The 4C’s - what employers want
Competence
This is a measure of how skilled and effective a worker is. Most of the
employment decisions comes down to the competence of the jobseeker.
However for those just starting a job their work skills are just being developed
and their level of competence is unknown. Employers therefore, look beyond
competence to two other essential qualities — your willingness to cooperate
with others, and your personal character.
Cooperation
It is not just your technical skills that matter in the job — it is your people
skills. While these will be developed as your education and experience grows,
the critical factor is a commitment to relate well with your employer and your
workmates. Today’s workforce combines people of different age groups,
cultures and genders, so understanding individuals and dealing with differences
is a key requirement. It’s about cooperation with the employer and with the
peers. It’s about being a team player and not just an individual. One of the
biggest boosts to you career is being regarded as someone who “gets on well
BRIDGING THE GAP | 8
with others”.
9. what employers want
Communication
Your success in your job is directly related to your ability to effectively
communicate with your workmates and your employer. All industries today
depend more on people than tools and supplies. Ultimately it all relies on
effectively functioning teams. What matters therefore, is not just what you
know or what you can do — but how well you can communicate with others.
By working on your people and communication skills you will improve your
performance and shape your leadership skills.
Character
Finally it’s about the values that you bring to work. Employees that are clear on
what they stand for and are prepared to live by solid characteristics are in great
demand. It is those who demonstrate a work ethic, a respect for the employer,
a commitment to the task and an enthusiasm to learn and grow that are singled
out as leaders and who wind up on the fast track to success. It’s your career —
and it’s your choice.
BRIDGING THE GAP | 9
10. VITAL characteristics to make you stand out from the pack
Vision
Employers want an employee with an eye on their future and a hunger to grow.
It’s about working more than just day-to-day, rather having the spark to make
something of yourself.
Initiative
Most industries are growing, yet at the same time there are skills shortages. This
means that business owners are very busy — and often understaffed. So it is
critical that employees take charge of their job roles, get on with the job and are
able to work independently. Those that don’t always have to wait for instructions
but can take charge and make things happen will excel in their workplace.
Teamwork
In a world of individuality people are looking for community. It is important
therefore to not just get on with the task but to get on with the team. Being a
team player, being able to follow, and being able to take orders is an essential
part of every job.
BRIDGING THE GAP | 10
11. VITAL characteristics to make you stand out from the pack
Attitude
Someone with a positive perspective, an openness to learn, and a willingness
to change will be a great success in whatever they do. It’s not about your
personality — it’s about your attitude and if you so choose, this can be changed.
Leadership
Those who can work well with others and bring the best out of others will move
quickly from being a worker to being a manager. The starting point is to lead
yourself and from there to lead others — but ultimately it’s about developing
others, and this is what leadership is all about.
BRIDGING THE GAP | 11
12. over to you
1. List two ways in which the Baby Boomer generation of managers is different to your generation of workers:
•
•
2. Briefly write down an experience that you have had of conflict or misunderstanding due to a generation gap at work
_________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________
3, , Write down two characteristics that make excellent staff stand out from the rest:
•
•
4. What are the 4 C’s that employers look for and what do they mean?
• C__________________________
_________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________
• C__________________________
_________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________
BRIDGING THE GAP | 12
13. over to you
• C__________________________
_________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________
• C__________________________
_________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________
5. Choose one of the VITAL characteristics of success and write down how you could apply it in your workplace:
• ____________________________
_________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________
BRIDGING THE GAP |
v13
14. About Us
McCrindle Research exists to conduct world-class research and to
communicate the insights in innovative ways. You will find out more about our
research agency at www.mccrindle.com.au.
Our national research panel is www.AustraliaSpeaks.com.
You can find out more about our purpose built research facility at www.
researchrooms.com. Visit www.theABCofXYZ.com to order a copy of Mark’s
book on the global generations If you want further input with a workshop or
keynote presentation just let us know.
BRIDGING THE GAP | 14