1. The future is already here.
Are we ready? _

2. 1990’s Today

3. Celebrity High School Graduation Album
?

4. Really Smart Phones
Oak, Mahogany or Virtual Bookshelf?
Flipping Channels Faster
Hear it First on Social Media!

5. Drivers of the Future

6. Longevity in global life spans Age
Increasingly people will work long past 65
Multiple careers
Rethink the traditional career paths
Diversity and flexibility for a well
experienced and vital workforce

7. Technology SMART machines
Replacing humans?
What are humans good at?
Our comparative advantage
Entering into new kinds of
relationships with machines

8. Data everywhere!
Data
Model social systems, uncover patterns…
Ability to interact with data

9. New Media
Transformation in communication
Text to visual modes on mobiles and networks
New levels of transparency in work
Implications

10. Superstruct
Create structures beyond familiar
New technologies and platforms
New management theories

11. Globally Connected World
Diversity and adaptability
Emerging markets and new consumer sets
Headquarter approach
Implications on recruitment

13. Sense Making
• Ability to determine
deeper meaning of
what is being
expressed
• Higher level thinking
skills that cannot be
codified; things that
machines are not good
at doing
• Unique insights critical
to decision making

14. Creative & Adaptive Thinking
• Proficiency at coming up with solutions beyond that which is rote
• Situational adaptability
• Novelty and creativity
• These skills are likely to be at a premium in the next decade

15. Social
Intelligence
• Ability to connect to
sense and stimulate
reactions and desired
interactions
• Quickly assess the
emotions and adapt
behaviours accordingly
• Work in collaboration
with large groups of
people from diverse
backgrounds and
settings

16. Cross-cultural
Competence
• The ability to operate in different cultural settings
• Workers are likely to be working in a number of locations and
this requires many skills
• What makes a group truly intelligent is the combination of
different ages, skills, working and thinking styles
• Diversity will become a core competency for organisations in
the coming decade

17. Computational Thinking
• Ability to translate data
into abstract concepts
and to understand data-
based reasoning
• Currently we value
applicants who are
familiar with basic
computer applications
• The future expectations
will shift towards those CVs
that include statistical
analysis, quantitative
reasoning skills, etc.

18. • Ability to critically assess and develop content that uses new
media forms, and to use these media for persuasive
communication
• The next generation of workers will need to become fluent
with forms such as video, blogs, podcasts, etc… and able to
critically “read” and assess them
• Ability to create and edit their own visual and video
presentations in the same way they do today

19. Transdisciplinarity
• Literacy in and ability to
understand concepts across
multiple disciplines
• The ideal worker of the next
decade is “T-shaped”
• Its about biologists who have
understanding of maths and
mathematicians who
understand biology
• Sense of curiosity and
willingness to learn beyond the
formal years of education

20. Cognitive Load Management
• Ability to manage filter and manage information
• Organisations will only be able to turn massive influx of data into an
advantage if they learn to effectively focus on what is important
• Develop their own techniques to tackle this problem and become
adept at utilising new tools to manage the information overload

21. Design • Ability to develop tasks and work
processes for desired outcomes
Mind Set • Opportunities to alter processes
and “design” our own approach
to work.
• “Change the environment,
change the brain, change the
behaviour”
• Workers of the future will need to
develop a mind set that
recognises the thinking needed
to accomplish a task
• Able to adjust their work
environments in order to
enhance their ability to
accomplish that

22. Virtual Collaboration
• Ability to work productively, drive engagement, and demonstrate
presence as a member of the virtual team
• Demands a new set of “management competencies”
• Engagement techniques based on “gaming” can be quite
effective
• The sense of isolation will need to be overcome