Ready for Disruption:Teaching the most technologically connected generation to make authentic interpersonal connections.

Workforce Implications

• Flatter, more flexible organizations

• Meritocratic, individuals are seen as valuable based on what they contribute.

• Shifting of certain jobs toward business acumen, away from tactical.

• Clients are in the driver’s seat.

• Teams collaborate virtually. Office buildings become places to network or attend meetings.

• Constant change (new processes, technologies, mergers, acquisitions).

“New technologies and processes will only be as effective as the people who use them. Failure to appreciate the cultural obstacles to technology-led change will remain a recipe for falling behind.”

Agent of Change: The Future of

Technology Disruption in Business

(Economist)

“The new high-value skills are…the abilities that literally define us as humans: sensing the thoughts and feelings of others, working productively in groups, building relationships, solving problems together, expressing ourselves with greater power than logic can ever achieve.”

Geoff Colvin, Humans are Underrated

#pearsoncite

DISCUSSION

As learning experts, what do YOU think are the most essential skills to develop in next gen leaders?

@arielgroup

Workforce Implications

• Staying up to date with industry trends

• Making independent decisions

• Time management

• Presenting information logically and in a compelling way.

Skillsurvey via CLO

• Ability to create a vision and engage others so they feel ownership and passion about achieving it

• Critical thinking, strategic thinking, creative thinking, decision-making and problem-solving

Trends in Executive DevelopmentPearson + EDA 2014

Next gen leaders lack crucial skills

• Curiosity

• 360 degree thinking

• Adaptability

• Cultural competence

• Empathy

USC Annenberg, Third Space Research on Skills Gap

In Summary:

• Tech disruption is already here.

• We need to train everyone to make authentic human connections.

• We have a lot of work to do to get them there.

• Time is of the essence…

What’s happening?• Training Leadership Presence, storytelling, authentic

communication for 25 years.

• Clients start to push for scalable solutions that are appropriate for further down the house…

The ability to authentically engage with both the hearts and minds of

others to influence or inspire a desired outcome.

{PRESENCE}

In the moment,

flexible and focused.

PRESENT

Build relationships

through empathy &

listening.

REACH OUT

Appropriate & compelling

use of emotion,

language and stories

EXPRESSIVE

Knowing your values,

strengths and areas to improve

SELF-KNOWING

P R E S

PRES Model

NEXT GEN MODEL

• Fully present amidst constant change.

• Makes a strong first impression.

• Ready to respond with confidence when put on the spot.

Present

TRADITIONAL MODEL

• Fully present while in the spotlight, leading others, managing crisis.

NEXT GEN MODEL

• Actively listens to peers with

empathy.

• Is curious about other points of

view.

• Builds relationships across teams

and functional silos

Reach Out

TRADITIONAL MODEL

• Demonstrate accessibility and

are approachable across all

levels.

• Engages on personal and

business level

NEXT GEN MODEL

• Gets ideas heard by

communicating dynamically and

aligning delivery and style to

audience.

Expressive

TRADITIONAL MODEL

• Displays gravitas through body

and voice.

• Inspires and motivates followers

with stories.

• Paints a picture of the future for

others.

NEXT GEN MODEL

• Work for companies that align with

values.

• Build self-awareness by openness

to coaching and feedback.

• Manage range of emotions in self

and others.

Self-Knowing

TRADITIONAL MODEL

• Align personal values with

corporate mission and integrate

into communication.

• Manage image by walking the

talk.

Virtual Presence slide here

#pearsoncite

Role of Technology

Replaces facilitator and classroom but not rehearsal, experiential

Need to translate, not transcribe classroom approach which includes self-reflection, peer coaching, practice, rehearsal.

• Need to translate, not transcribe classroom

approach which includes self-reflection, peer

coaching, practice, rehearsal.

• Replaces facilitator and classroom walls but

not rehearsal or experiential elements

• “Hub” to supply information and direct external

exercises

5 Moments of Learning Need

When things go wrong, problem solving

Need to change

Learning something new

Learning more

Applying & remembering

• Make sure technology is current with good (not flashy) design and UX.

• Keep video and copy style authentic and entertaining. Casual can be better than overproduced.

• Build in opportunities for thought leadership, peer feedback, social interaction.

Don’t be that guy

Empower Millennials to Inspire their own

Behavior Change

• Develop a group of evangelists that model skills

and encourage peers to adopt.

• Plan internal social media campaigns to support

initiatives and share commitments.

• Invite them to be thought leaders on authentic

communication by publishing articles to LinkedIn

or an internal blog.

#pearsoncite

Sean Kavanagh

CEO

The Ariel Group

skavanagh@arielgroup.com

@seanjkavanagh

Alyssa Galeros Keefe

Director of Marketing

The Ariel Group

agk@arielgroup.com

@agkeef

www.arielgroup.com@arielgroup

THANK YOU!