This document discusses game-changers and their characteristics. It identifies that 80% of game-changers share transcendent traits, while 20% vary by culture, age, and gender. Game-changers in the US are described as inspiring visionaries and hard workers, while in Asia family networks and academic success are important. The four super powers of game-changers are identified as being talent magnets, having synthesizing intelligence, being exceptional networkers, and being able to demolish pyramids or conventional ways of thinking. The document advocates for businesses to seek out and support game-changers and their ideas to help future-proof organizations.

2. The group we are talking about
2
”Because the people that are
crazy enough to think they
can change the world...
are the ones that do.”

3. Source: Cisco
3

4. Having talent with great ideas can make a big difference…
Founded 1889
$13.3 Billion Revenue
63,900 Employees
13 Employees
2003
Filed for bankruptcy…
Founded 2010
Acquired for $1 Billion by Facebook
30 Million Users
April 2012
20122012
or
Jan Apr

5. The group we are talking about
5

6. Data & respondents
6

7. Understand – Who are the Game-Changers?
7
80 % Globally
transcendent
characteristics
20 % Cultural,
age & gender
variances

8. Understand – Who are the Game-Changers?
8
USA – Inspiring
visionaries and
hard working
achievers
Asia – family
networks and
academic success
important

9. Understand – Who are the Game-Changers?
9
The 4 Super Powers of
the Game-changers

10. 1. Top talent are Talent magnets
The Super Powers of the Game-changers
10

11. 2. Top talent have a synthesizing Intelligence
The Super Powers of the Game-changers
11
”People that are extraordinary
know how to listen to what
matters and clear out the
noise. Today´s world is different
than 10 years ago… there
is a lot of noise. Top talent
can sift through it and find
what really matters.”
Harvard Researcher

12. 3. Top talent are Exceptional Networkers
The Super Powers of the Game-changers
12

13. The Super Powers of the Game-changers
13
4. Top Talent are pyramid demolishers
“I want to work with someone
like Jonathan Ive at Apple.”
John Backus,
Stanford Student
“My ideal internship would be with
GE’s Health Imagination Branch or the
Coca Cola Ethos Project…. I want the
opportunity to be part of an initiative
that is doing extraordinary things.”
Nina Church, Student Stanford
”They have the ability
to figure out what needs
to be done, go and find
the resources to do it,
do it, and demonstrate it.”
CTIO, JPL NASA

14. We need the game changers to future proof our business…
“We need the trouble makers, that
challenge our given truths and
future proof our business. The
people who questions what we do,
and see things from a different
perspective”
- Malin Rogström,
Head of EB SE, Sandvik

15. What are they looking for?

16. 16
Inspiration: Adecco Case (Norway & Sweden)
Links Adecco Campaign
Link 2 Minute Video (English)
http://www.youtube.com/watch?v=7
OMNV3evccg&feature=youtu.be&nor
edirect=1
Link to Application Process (Swedish)
http://adeccokoncernchef.se/2012

17. Dare to support talent with game changing ideas…

18. Being able to identify the game changers always helps…