PwC's Sonia Clarke and Ben Hamer presented 'Work Life Through a Screen - How Comms can Foster Collaboration and Innovation Virtually' at CommsCon 2021.
Win the “War for Millennial Talent.”
Adopt new mindset – initiate, engage, collaborate and evolve.
Create a GEN Y friendly workplace culture.
Best Practices for Managing Millennials.
Change perspective involving time, technology and loyalty.
Provide in the moment performance feedback.
Create emotionally intelligent teams.
Develop future leadership bench strength.
This is a keynote that I gave at the graduation ceremony for the IPA Search grads who had just completed Summer School 2012. It talks about why "Search" is the key to future success and why they should follow the SCORE principle.
Working and Managing Across Generations. From Traditionalists to Generation Y...Mike Cardus
Working and Managing Across Generations: From Traditionalist to Generation Y and Beyond…
Outcomes-
This session engages participants to:
Explore generational differences and their assumptions to the access of information in order to effectively manage tasks, teams and people.
Determine how different generations view teamwork.
Develop and hone leadership techniques to effectively manage Traditionalists, Baby-Boomers, Gen. X, and Millennials.
Develop skills for communicating across generational divides.
Explore technology and its application to work and social interactions.
Realize that as generations enter and leave the workforce, competency and respect for people are what drives successful organizations, teams and people.
Managing and working with generational diversity is a significant dimension of what is needed for success in the workplace today. The challenge is getting people to understand one another by exploring differences in expectations, assumptions and language use; then using this knowledge to increase effectiveness of people, teams
and organizations.
Bridging the age gap to build respectful working relationships can mean the difference between a work environment that clicks and one that clashes.
Engaging the Future of Talent in a Digital WorldQualtrics
Today, innovation and collaboration are essential for business. But with only 13% of the world’s workforce actively engaged in their work, driving innovation and collaboration forward requires that the world of work changes. In this talk, Jeremy explores how business leaders, HR advisors and others can engage the talents of their people to set up for the future of business and enable collaboration and innovation for sustainable growth at scale.
Win the “War for Millennial Talent.”
Adopt new mindset – initiate, engage, collaborate and evolve.
Create a GEN Y friendly workplace culture.
Best Practices for Managing Millennials.
Change perspective involving time, technology and loyalty.
Provide in the moment performance feedback.
Create emotionally intelligent teams.
Develop future leadership bench strength.
This is a keynote that I gave at the graduation ceremony for the IPA Search grads who had just completed Summer School 2012. It talks about why "Search" is the key to future success and why they should follow the SCORE principle.
Working and Managing Across Generations. From Traditionalists to Generation Y...Mike Cardus
Working and Managing Across Generations: From Traditionalist to Generation Y and Beyond…
Outcomes-
This session engages participants to:
Explore generational differences and their assumptions to the access of information in order to effectively manage tasks, teams and people.
Determine how different generations view teamwork.
Develop and hone leadership techniques to effectively manage Traditionalists, Baby-Boomers, Gen. X, and Millennials.
Develop skills for communicating across generational divides.
Explore technology and its application to work and social interactions.
Realize that as generations enter and leave the workforce, competency and respect for people are what drives successful organizations, teams and people.
Managing and working with generational diversity is a significant dimension of what is needed for success in the workplace today. The challenge is getting people to understand one another by exploring differences in expectations, assumptions and language use; then using this knowledge to increase effectiveness of people, teams
and organizations.
Bridging the age gap to build respectful working relationships can mean the difference between a work environment that clicks and one that clashes.
Engaging the Future of Talent in a Digital WorldQualtrics
Today, innovation and collaboration are essential for business. But with only 13% of the world’s workforce actively engaged in their work, driving innovation and collaboration forward requires that the world of work changes. In this talk, Jeremy explores how business leaders, HR advisors and others can engage the talents of their people to set up for the future of business and enable collaboration and innovation for sustainable growth at scale.
Generational Dynamics and the Future of WorkJames Lee
We now have three generations working together -- the Boomers, GenX, and the Millennials. Learn how to communicate for success by identifying the value systems and work styles that each group brings to the office. Plus we'll examine 6 new trends hitting workplaces over the next decade.
The current generation of young and promising software developers believes, thinks and acts different. They love freedom and flexibility. Unfortunately, on a daily basis they have to cooperate with more traditionally thinking project managers. It's a clear example of a Gen Y versus Gen X conflict. It's the confrontation between two completely differently thinking generations. Will we be able to solve this?
Work is universal. But, how, why, where and when we work has never been so open to individual interpretation. The certainties of the past have been replaced by ambiguity, questions and the steady hum of technology. Now, in a groundbreaking research project covering 21 global companies and more than 200 executives, Lynda Gratton is making sense of the future of work. In this exclusive article she provides a preview of the real world of 21st century work.
Managing 5 Generations in the Workplace Noon Knowledge Session, November 18, ...Sandy Ratliff
From the Traditionalists to the Gen 2020, each generation brings great strengths to the table, but they also bring preconceptions and even judgements. This lively and interactive Noon Knowledge session will offer an overview of each generation, the context in which they grew up, the traits and expectations they bring to the workplace, and some thoughts on how to harness their collective strengths, while keeping warfare from breakout out. Lil Dupree, Director of Program Development, with People Incorporated provided insights to managing various generations in the workplace.
Technology Tools for Leaders - presentation to the National State Auditors Association in Harrisburg on September 30, 2009. Features I2A - Insights to Action - a strategic thinking system, CPA Vision Project, Social Media, and Mindmanager CPA edition, XBRL.
The global workforce is undergoing a huge shift. The net generation, Gen Y, is growing up quickly and account for almost half the workforce already. According to an HBR article, in four years Millennials – the people born between 1977 and 1997 – will account for nearly half the employees in the world. In some companies, they already do!
Organizations that engage Millennials will get ahead. The net generation wants to learn and grow and they're not afraid to ask for it. Now that we know that something has to change, ask yourself: what are you going to do for them?
4 ways to keep Millennials engaged:
1. Get rid of the performance review.
2. Be a coach.
3. Give recognition.
4. Share ongoing feedback.
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
I have been asked to represent the "Women Entrepreneur Manifesto" at the "Women in Tech" event in Santiago, Chile.
The Manifesto has been founded on December 12th 2014, here you can find further info:
http://manifiesto.martacruz.com.ar/
Every 12th of the months women all around the globe take action and spread a message of equality and unity around the dream of an Entrepreneurial environment more and more open to consider both men and women for who they are, for their unique talent, as people.
Join us!
Generation Y, how do we experience your employer brandMarnick Vandebroek
I have a presentation on the theory about Gen. Y, but with this presentation I wanted the companies to experience some simple things that we as Gen Y look at in a different way. Funny and simple examples. Presented by a 24 year old.
This is the presentation I delivered to Hoteliers at a Caterer.com breakfast presentation, with the focus on engaging gen y in the workplace, on 24th September 2010.
What are generation Y? What are the implications for employees? How do you manage them?
People-Driven Engagement: Engage Your Employees Through a Culture of CreativityAggregage
Encouraging employees to be more creative will provide a better employee experience, and increase their engagement and contribution of new ideas. Peter Merrill help you assess your own innovative aptitude and learn how to contribute to the innovation process.
Presentation delivered during "Brand Building in The Digital Age' session at the NY Business Expo (at the Javits Center) on October 20, 2010. Includes 'bonus' slides that I didn't get to discuss but touch on some of the tactical and process elements that are important for marketers/communicators to understand to successfully engage in brand building today.
The rollercoaster of emotions: How brands and agencies can enjoy the rideFITCH
Emotions differentiate humans from other living things. They make us unpredictable, impulsive and endlessly interesting. They are part of what makes humans, human.
Our emotions also make us an endlessly frustrating group of people for brands trying to stand out and connect. But it can be done. In this session, Darren Watson, FITCH ECD Asia Pacific will explore how brands can use experiences to create emotional connections that are playful, thought-provoking and unlock the human element essential to success in physical and digital brand interactions.
From Nike Rise harnessing the passion of a new generation of Chinese basketball players, to Merrell’s use of VR to take wannabe hikers into the wilderness and M&M’s World Store Shanghai, which turns a candy store into a theatrical experience, Watson will demonstrate the powerful human connections that can be created.
Generational Dynamics and the Future of WorkJames Lee
We now have three generations working together -- the Boomers, GenX, and the Millennials. Learn how to communicate for success by identifying the value systems and work styles that each group brings to the office. Plus we'll examine 6 new trends hitting workplaces over the next decade.
The current generation of young and promising software developers believes, thinks and acts different. They love freedom and flexibility. Unfortunately, on a daily basis they have to cooperate with more traditionally thinking project managers. It's a clear example of a Gen Y versus Gen X conflict. It's the confrontation between two completely differently thinking generations. Will we be able to solve this?
Work is universal. But, how, why, where and when we work has never been so open to individual interpretation. The certainties of the past have been replaced by ambiguity, questions and the steady hum of technology. Now, in a groundbreaking research project covering 21 global companies and more than 200 executives, Lynda Gratton is making sense of the future of work. In this exclusive article she provides a preview of the real world of 21st century work.
Managing 5 Generations in the Workplace Noon Knowledge Session, November 18, ...Sandy Ratliff
From the Traditionalists to the Gen 2020, each generation brings great strengths to the table, but they also bring preconceptions and even judgements. This lively and interactive Noon Knowledge session will offer an overview of each generation, the context in which they grew up, the traits and expectations they bring to the workplace, and some thoughts on how to harness their collective strengths, while keeping warfare from breakout out. Lil Dupree, Director of Program Development, with People Incorporated provided insights to managing various generations in the workplace.
Technology Tools for Leaders - presentation to the National State Auditors Association in Harrisburg on September 30, 2009. Features I2A - Insights to Action - a strategic thinking system, CPA Vision Project, Social Media, and Mindmanager CPA edition, XBRL.
The global workforce is undergoing a huge shift. The net generation, Gen Y, is growing up quickly and account for almost half the workforce already. According to an HBR article, in four years Millennials – the people born between 1977 and 1997 – will account for nearly half the employees in the world. In some companies, they already do!
Organizations that engage Millennials will get ahead. The net generation wants to learn and grow and they're not afraid to ask for it. Now that we know that something has to change, ask yourself: what are you going to do for them?
4 ways to keep Millennials engaged:
1. Get rid of the performance review.
2. Be a coach.
3. Give recognition.
4. Share ongoing feedback.
Despite spending vast amounts of time and money on employee engagement, engagement metrics remain stagnant. What if, instead of obsessing about how to increase employee engagement, how to improve and position your employer brand, or how to fight the war for talent, you instead put serious effort into thinking about how to improve and position your employees?
I have been asked to represent the "Women Entrepreneur Manifesto" at the "Women in Tech" event in Santiago, Chile.
The Manifesto has been founded on December 12th 2014, here you can find further info:
http://manifiesto.martacruz.com.ar/
Every 12th of the months women all around the globe take action and spread a message of equality and unity around the dream of an Entrepreneurial environment more and more open to consider both men and women for who they are, for their unique talent, as people.
Join us!
Generation Y, how do we experience your employer brandMarnick Vandebroek
I have a presentation on the theory about Gen. Y, but with this presentation I wanted the companies to experience some simple things that we as Gen Y look at in a different way. Funny and simple examples. Presented by a 24 year old.
This is the presentation I delivered to Hoteliers at a Caterer.com breakfast presentation, with the focus on engaging gen y in the workplace, on 24th September 2010.
What are generation Y? What are the implications for employees? How do you manage them?
People-Driven Engagement: Engage Your Employees Through a Culture of CreativityAggregage
Encouraging employees to be more creative will provide a better employee experience, and increase their engagement and contribution of new ideas. Peter Merrill help you assess your own innovative aptitude and learn how to contribute to the innovation process.
Presentation delivered during "Brand Building in The Digital Age' session at the NY Business Expo (at the Javits Center) on October 20, 2010. Includes 'bonus' slides that I didn't get to discuss but touch on some of the tactical and process elements that are important for marketers/communicators to understand to successfully engage in brand building today.
The rollercoaster of emotions: How brands and agencies can enjoy the rideFITCH
Emotions differentiate humans from other living things. They make us unpredictable, impulsive and endlessly interesting. They are part of what makes humans, human.
Our emotions also make us an endlessly frustrating group of people for brands trying to stand out and connect. But it can be done. In this session, Darren Watson, FITCH ECD Asia Pacific will explore how brands can use experiences to create emotional connections that are playful, thought-provoking and unlock the human element essential to success in physical and digital brand interactions.
From Nike Rise harnessing the passion of a new generation of Chinese basketball players, to Merrell’s use of VR to take wannabe hikers into the wilderness and M&M’s World Store Shanghai, which turns a candy store into a theatrical experience, Watson will demonstrate the powerful human connections that can be created.
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won’t get you there.
The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. This session will cover the 5C’s of modern talent management – Culture, Career Path, Competencies, Curriculum, Cloud Learning and how these can be used to create a magnetic organization that attracts and retains the best talent. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
For more information on "success skills", curriculums development, strategic planning and facilitation visit us online at http://www.blionline.org
Leading Four Generations in the Workplace - AICPA Global Manufacturing Confer...Tom Hood, CPA,CITP,CGMA
Presentation to the AICPA Global Manufacturing Conference in NOLA
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won;t get you there. The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
People are fed up with innovation so we need to tone down the use of the word and the term “innovation” - and we need to ban the term “innovation culture” entirely.
This is the radical outset for this session in which Stefan Lindegaard challenges common beliefs on innovation, explain why most companies fail with their efforts to become more “innovative” and share insights on how to build the capabilities that can help companies and organizations survive and prosper in these times of fast change and strong disruption.
The key messages:
- Focus on corporate transformation and digitalization – or die!
- Link your efforts to the challenges of your stakeholders to increase ROI
- Work with the unusual suspects; internally as well as externally
- Focus on people, people and people – and upgrade their mindset and skills
- Learn to communicate better and differently – or fail!
The Culture Cure for Digital: How to Fix What’s Ailing BusinessCognizant
Work cultures that have developed over time can be too slow-moving and complacent for the digital age. Business leaders need to intentionally reshape the organizational culture to energize people for the work of the future.
Hiring and Retaining Young Talents- Millennial & Gen Z BlueprintNicole Yean
Millennials and their Gen Z counterparts are increasingly getting the spotlight in today’s workforce and redefining the idea of work.
Despite the challenge of attracting and retaining them, these young talents are important assets to organisations.
Presentation given by Steve Boese at the Aquire 2011 User Conference on May 23, 2011.
Talk focused on some of the challenges and opportunities that contingent labor, globalization, and demographic changes present to organizations.
Comes with the 100% guaranteed to work 60% of the time promise.
Traveling Human-Train Tracks Needed for Elevator Pitches & Marketing Penina Rybak
Today's startup culture demands from entrepreneurs a level of knowledge and technology savvy that is ushering in a whole new era of innovation, multi-tasking, success, and even failure and burnout. Today's startup entrepreneur needs to better balance humanity and technology for greater impact and overall wellbeing. Penina's Pointers; a series of six seminars based on her book, The NICE Reboot, shows the HOW, not just the WHY. To learn more visit: www.niceinitiative.com.
People-Driven Engagement: Engage Your Employees Through a Culture of CreativityNaba Ahmed
Encouraging employees to be more creative will provide a better employee experience, and increase their engagement and contribution of new ideas. Peter Merrill help you assess your own innovative aptitude and learn how to contribute to the innovation process.
The Drugs Don't Work: How to Kick the Habit of the War of AttentionJordanDervish
Magnum & Co's Carl Ratcliff and Carl Moggridge presented 'The Drugs Don't Work: How to Kick the Habit of the War of Attention' at Mumbrella CommsCon 2021
Brent Hill's presentation at Mumbrella's Travel Marketing SummitJordanDervish
Brent Hill, Executive Director of Marketing, South Australian Tourism Commission presented 'Think Quick: The Inside Story on SATC’s Reaction to the Bushfire Crisis'.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
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.
www.seribangash.com
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
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
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Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
3. From the rise of manufacturing in the 18th
century to a Fourth Industrial Revolution driven
by automation and smart technology, shifts in the
workplace have always sparked opportunities
and uncertainties.
Fourth
Industrial
Revolution
Like, totally
today
Second
Industrial
Revolution
Cars, planes,
and trains -
oh my!
First
Industrial
Revolution
A move from the
farm to the city
1700s Late 19-20th century Mid 1900s
Work has
evolved over
time, the one
constant here
is change
NOW
01 02 04
Technology
on steroids
03
12. 61%
of PwC employees are spending
more time having meetings when
working remotely, while…
31%
cited less time being creative and
innovative
98%
feel like they have the skills
they need to effectively work
from home
34%
expressed a concern that their career
progression would be negatively
impacted by working remotely
only 5%
of people feel negative about
the impact of automation on
their work
61%
said their workload has
increased since remote
working
72%
feel confident and
optimistic about the Future
of Work
We surveyed
our people
51%
believe that the organisational
culture has changed for the
better since the pandemic
COVID-19
Workforce impacts
14. The Future of Work
is being shaped by
it’s becoming apparent that organisations need talented
people more than talented people need organisations.
employees
22. The need to be needed:
The brain's most primal need is to
feel needed and a sense of
belonging, which requires
psychological safety, empathy, and
vulnerability supported by rituals.
There’s a new Maslow in town
The need to feel
successful:
Our sense of agency and success
is critical to our resilience, self-
esteem, motivation, and a solution-
focussed approach with a fresh take
on rewards and recognition.
The need to learn
and grow:
We have a strong need to learn,
receive feedback, track our
progress, and use that to grow
using new media and across
virtual environments.
The need for novelty, fun,
and expression:
We have a fundamental need to
enjoy things, and that dopamine hit
fuels productivity, so consider the
move from the transactional and
rational to the emotional.
The need to feel
understood and
connected:
We need to feel meaningful
connection with our work and the
people we work with, requiring an
environment and mechanisms for
social connections and small talk.
The need to feel hope and
optimism:
We have a strong need to see the
bigger picture, the company’s
plan of action, and how we fit in it.
Behavioural Science
1 2 3
4 5 6
23. ● What tools and systems can you use to create psychological
safety in remote environments?
● Are your leaders bringing the right mindset and empathy?
● Think about the rituals you can put in place to empower teams.
The need to be needed:
The brain's most primal need is to
feel needed and a sense of
belonging, which requires
psychological safety, empathy, and
vulnerability supported by rituals.
Humans are needy AF
1
Behavioural Science
24. Dust off your pom poms Behavioural Science
● What is the new reward and recognition framework in your
business - from Karma, to recommendations by the CEO on
LinkedIn.
● Strike the right balance between formal, informal, BIG Bang and
small talk - cadence is a major culture builder.
● In a hybrid world how can you make the shoutouts and
recognition open and visible. #Humble
The need to feel
successful:
Our sense of agency and success
is critical to our resilience, self-
esteem, motivation, and a solution-
focussed approach with a fresh take
on rewards and recognition
2
25. Go with the grow Behavioural Science
● Play, interaction, and exchange are all part of enriching and inspiring
learning experiences.
● Sitting in front of a screen for an hour does not encourage this.
● How do we create the conditions for learning to be a pleasure?
The need to learn
and grow:
We have a strong need to learn,
receive feedback, track our
progress, and use that to grow
using new media and across virtual
environments.
3
26. Making work not suck Behavioural Science
The need for novelty, fun,
and expression:
We have a fundamental need to
enjoy things, and that dopamine hit
fuels productivity, so consider the
move from the transactional and
rational to the emotional.
4
27. It’s not all smashed avocado Behavioural Science
The need to feel
understood and
connected:
We need to feel meaningful
connection with our work and the
people we work with, requiring an
environment and mechanisms for
social connections and small talk
5
Builders
Baby
Boomers
Generation
X
Generation
Y
Generation
Z
Gen
Alpha
Born: <1946
Age: 73+
Born: 1946-1964
Age: 54-72
Born:
1966-1979
Age: 33-53
Born:
1980-1994
Age: 24-38
Born:
1995-2009
Age: 9-23
Born: from
2010
Age: 24-38
Ideal
Leader
Commander Thinker Doer Supporter Collaborator Co-creator
Learning
style
Formal Structured Participative Interactive Multi-model Virtual
Influence/
advice
Officials Experts Practitioners Peers Forums Robo-advice
Marketing
Print
(traditional)
Broadcast
(mass)
Direct
(Targeted)
Online
(linked)
Digital
(social)
In situ
(real-time)
28. The compass and the anchor Behavioural Science
● A well-articulated vision and purpose have never been more important.
● All organisations need a clear and easily understandable way of
explaining why you exist, what you do and how you do it.
● How can you use comms to help your people see how they fit into the
bigger picture?
The need to feel hope and
optimism:
We have a strong need to see
the bigger picture, the company’s
plan of action, and how we fit in it
(and an email from the CEO won’t
cut it…)
6