Future Careers for the Emerging Generations

Thursday, January 05, 2017

In Australian there are more than 3.7 million school students around 1.5 million university students with another 1.2 million tertiary students in the vocational education sector. This means that more than 1 in 4 Australians are students and so an understanding of the future of work is an important area. 

Based on the current trends, almost half of the Year 12 students about to complete their exams will end up with a university degree. While they will start their earning years later, they will live longer and work later in life than any previous generation – on average, into their late 60’s. They will stay on average 1.8 years per job early in their career and average about 3 years per job over their working life which means they will have 17 different jobs in their lifetime, across an estimated 5 careers.

Some of the jobs they will hold don’t currently exist, just as mainstream jobs today such as app developer, social media manager and cyber security professional didn’t exist when they began their schooling. Already, working as a virtual reality engineer, cognitive computer expert, data visualisation designer or medical nanotechnologist is nothing unusual. This is very relevant in an area where almost 2 in 3 workers (63%) are white collar, employed in professional, managerial and administrative roles compared to less than half the workforce nationally (49%).

The last few years of disruption has shown us that any role that can be replaced by technology will be. While technology is great for automating systems and replacing repetitive functions, it is not strong at adapting to complex change and engaging with people. Therefore, to future proof careers and skills, today’s young people will need to develop their social interactions, their creative problem solving and their resilience to adapt to a constantly changing workplace. In other words, by being collaborative, responsive and innovative, today’s local students will be enabled to thrive in global careers, now and over the decades ahead.

WATCH MARK MCCRINDLE ON THE DAILY EDITION SPEAK ON THE JOBS OF THE FUTURE

1. Let’s look at education in Australia, how many students are there?

A total of 6.4 million students in Australia. 3.7 million school students, 1.5 million uni students and 1.2 million tertiary students in the vocational education sector.

2. So how will employment and careers look in the future for these current students?

Firstly, they will live longer than previous generations, work a lot later as well – into their late 60’s, they will move jobs more frequently, staying about 3 years per job, which means they will have 17 separate jobs in their life time and work in an estimated 5 careers. They will be a generation of lifelong learners having to plug back into education to upskill and retrain throughout their lives. In this era of online services like Uber, Airtasker and delivery services, we have seen the rise of the “gig-economy” and more of this generation will end up being freelancers, contractors or contingent workers than ever before. Recent research shows that a third of the national workforce currently participates in contingent work, and more than 3 in 4 employers believe that it will be the norm for people to pick up extra work through job related websites or apps.

3. So what are some of the jobs of the future and what is creating them?

Technology is the first driver. While it is replacing many jobs as seen in manufacturing sector it is also creating many new jobs such as virtual reality engineers, cyber security, nanotechnology digital services, block chain engineers.

4. Are there other factors that are creating emerging jobs?

Yes, the demographic change is creating new opportunities. Australia is growing and the ageing population means that we will need more people in health care aged care and retirement services than ever before. Our increasingly culturally diverse population is creating greater opportunities for people working human services, social work and translation services. And social trends and generational changes are creating new opportunities too. It’s a visual area, so data visualisation or indeed virtual reality applications have created new and emerging roles. Our lives are more complex and in an era of mobility, app development, user experience manager and online shopping experts have emerged to respond to our new customer needs.

5. So how do we future proof our careers in times of great change?

Firstly, be responsive. Everything that can be automated will be and if a job can be done more efficiently through technology, outsourcing or offshoring then it will be. Therefore we need to look at our industry and career and respond to the trends both local and global and upskill and retrain to remain relevant.

Secondly, be innovative. Computers are great at doing repetitive tasks but they are not designed to being creative or add innovation. If we can develop the ability to solve problems, improve systems, be proactive and add value our roles will be indispensable.

Finally, be collaborative. Future careers involves not just an understanding of technology but an understanding of people. Those who can effectively communicate, deal well with others, create a collaborative environment, lead people and motivate teams will always be in demand, and these are areas that computers cannot replace.

Results from the Education Future Report 2016

Thursday, November 24, 2016

Australians are more educated today than they have been at any other point in history. The number of students completing undergraduate and postgraduate courses today is on the rise and for the first time in Australian history more than half the population aged 15-64 have a post-secondary qualification (51%). Over 70% of the newest wave of high school graduates, Generation Z, are pursuing further education and training, with almost half of them going on to university. How is today’s education system providing for this Generation of lifelong learners? This Friday we are looking forward to co-hosting the Education Future Forum with SCIL, to provide an overview of the current and future trends impacting the Education Sector. Here is a snapshot of some of the current and future trends in primary and secondary schools across Australia, from our Education Future Report 2016, which will be shared in detail at this Friday’s event.

MORE STUDENTS THAN EVER BEFORE

Australia currently has more students enrolled in full-time education than ever before. In 2015 there were 3,730,694 students enrolled in Australian schools. This is a 1.5% increase from 2014 and a significant 14% increase from 2001.

Since 2001, the growth in the total number of students (14%) has far outweighed the growth of actual schools (2%), the result of which has been growth in larger schools (801+ students for primary and 1200+ for secondary). The nature of these growing schools is changing as well, with more students enrolling in Independent schools than ever before.

INCREASING NUMBER OF PRIVATE SCHOOL ENROLMENTS

Since the 1970s there has been a significant rise in the proportion of students enrolling in non-government schools. Whereas non-government schools educated only 22% of all students in 1970, by 2015 that figure had risen to over a third (35%).

While government schools continue to educate the majority of Australian students (65%), enrolments at Catholic (21%) and Independent (14%) schools are on the rise and show that Australians value choice, and today’s parents are prepared to pay for an education if they feel it will align more closely with their values, expectations, and aspirations.

13% GROWTH IN TEACHERS SINCE 2005

In 2015, there were 382,687 full-time equivalent teaching staff over primary and secondary schools in Australia, which is a growth of 13% since 2005. Of these, 240,882 (63%) taught in Government schools, 72,812 (19%) taught in Catholic schools and 68,994 (18%) in independent schools.

The total number of male teachers has grown between 2005 and 2015 by 3% compared to 18% growth in female teachers over the same period. Comparatively, Government schools have a lower percentage of male teachers than Catholic and Independent schools.

THE EDUCATION FUTURE FORUM

Bringing together the best of McCrindle's research and analytics with SCIL's hands-on experience and innovation, the Education Future Forum is an opportunity for educational leaders and practitioners to engage in the dialogue around the future needs, trends and directions in education. The day will inform and inspire those who are seeking to understand this generation and simultaneously envision a school where the learning captures the hearts and minds of young people. There will also be the opportunity to tour Northern Beaches Christian School, to see students and teachers in action and view the learning spaces.

View the full program
& purchase your ticket here.

2016 Australian Communities Forum Recap

Tuesday, October 18, 2016

Last Thursday, McCrindle Research and R2L&Associates were proud to present the Sydney Australian Communities Forum (ACF) at Customs House in Sydney. The ACF featured 15 brilliant speakers and 4 jam-packed sessions.

 

We began the day with tea and coffee on arrival before kicking off our first session, which focused on the research results from the Australian Communities Trends Report into Australia's not-for-profit sector. Before we launched into the findings we received a warm welcome from the honourable Catherine Cusack MLC, Parliamentary secretary to the Premier of NSW, and Professor Kerryn Phelps AM, Deputy Lord Mayor on behalf of our principal event sponsor, the City of Sydney.


SESSION 1 - introduction

Mark McCrindle opened Session 1 with an introduction to Australia's generational landscape and gave a snapshot of the key factors influencing Australian communities and some surprising findings from the just-completed Australian Communities Report. Mark provided an overview of giving in Australia, indicating that 4 in 5 Australians give financially to charities / not-for-profits, and that 1 in 4 give at least once a month.


McCrindle Team Leader of Analytics, Annie Phillips continued to share about the quantitative insights from the research, identifying the top 7 causes Australians support (Children's charities, medical research, animal welfare, disaster response in Australia, disability, homelessness and mental health), the 5 charity essentials and the top communication channels. Annie also provided an explanation of the Net Promotor Score (29) and Net Culture Score (21) for the sector, which were both very high.


Sophie Rention, Research Executive at McCrindle then communicated some of the key qualitative findings from the Australian Communities Trends Report. Sophie highlighted the key blockers (e.g. complex giving process) and enablers (e.g. personal connection) to charitable giving for Australians, as well as the next steps for charities including creating multi-tiered levels of engagement, community building, effective communication of results and fun and engaging experiences. 


We then heard from John Rose, principal at R2L&Associates about what this research means for community organisations and how they can best respond to the findings. In his insights and applications John reminded our delegates that in the midst of changes in the marketplace, trust and relevance is essential. John then presented 5 key issues for charities to keep in mind when engaging with the ever-changing supporter which included aligning, defining, communicating, engaging and leading.

Each of our delegates also received a copy of The Australian Communities Trends Infographic which contains the top line findings from the national study into Australian giving and how charities can engage.

 

SESSION 2 - keynotes

After a networking break over morning tea Eliane Miles, Research Director at McCrindle shared an engaging keynote presentation on Leading teams and managing change in transformative times. In the post linear, post literate and post logical workforce, Eliane reminded us that to engage and inspire our workplaces we need to ensure a culture of contribution, challenge and celebration within our teams. To attract and retain, to lead and inspire, we need to cultivate authenticity. 


Our next keynote, Josh Hawkins emphasised the importance of creativity in social media and marketing campaigns. Josh showed us that creative and fun campaigns are the ones that get cut through. Josh also inspired us to be authentic with our marketing and leadership to under 30's. Through humour, engaging videos and key takeaways, Josh's presentation reminded us that when you "Give someone a task you'll get what you ask for". But when you "Give them a vision you'll get more than you could ever ask for". 


Our final keynote speaker before lunch was Ivan Motley, found of .id The Population Experts. Specialising in using data to inform decisions and shape the future, Ivan and his team talked us through how analytics can shape the quality of education, housing, health, the environment and education. Using some practical case studies, the id. team showed us why we should be using local data to understand our communities, and how information and data can help transform communities.


SESSION 3 - streams

Stream 1: Understanding Australian Communities

In this stream Geoff Brailey, Research Executive at McCrindle began by giving an overview of the next generation of volunteers and donors, and tips on how to engage and motivate them. This was followed by Nic Bolto who encouraged us to do the hard work as leaders and how to effectively implement insights in organisations. Our last stream speaker for this session was James Ward, a Director at NBRS Architecture who showed us, through a case study, how understanding spaces and building communities can help to improve people's lives.

Stream 2: Engaging Australian Communities

In Stream 2, McCrindle Team Leader of Communications Ashley McKenzie began this session by giving practical tips and insights on how to communicate complex data in message saturated times. Following on was Salvation Army officer Bryce Davies who shared how The Salvation Army build community in areas of social challenge by creating communities focused on respect, encouragement and belonging. Our final stream 2 speaker Greg Low, co-founder of R2L&Associates gave us five essentials to make your next marketing or fundraising campaign thrive.


SESSION 4

Following afternoon tea and some great networking, we gathered back together to hear from our last two speakers, Caitlin Barrett from Love Mercy and Andy Gourley from Red Frogs. 


Caitlin Barrett, CEO of the Love Mercy Foundation kicked off our afternoon session by telling us the engaging story of how Love Mercy was founded after Australian Olympian met Ugandan Olympian and former child soldier Julius Achon. After sharing the vision and mission of Love Mercy, Caitlin shared how they engage the community through telling personal stories, the importance of finding the right audience for the right story and telling the right details to provide an experience.  


Our last speaker for the day was Andy Gourley, founder and director of Red Frogs Australia. After having founded Red Frogs in 1997, Red Frogs is now the largest support network in Australia for Schoolies, festivals and universities. Through the use of engaging stories and hard-hitting realities, Andy effectively communicated how Red Frogs was founded and the crucial role they play in safeguarding vulnerable young people at events like Schoolies and festivals.  



We would like to thank all of our speakers and delegates for making the 2016 Australian Communities Forum a fantastic event. A big thank you to our sponsors, The City of Sydney, Pro Bono Australia, Hope 103.2 and ConnectingUp as well for your support in making this event happen.

Creating a culture of wellbeing: Leading in times of Change

Wednesday, October 05, 2016

That our world is changing and shifting is not surprising – it’s the key definer of our times. On the one hand the centripetal force of change can push us towards constant innovation. We can be invigorated by the newness around us, so that our means of communication, the way we work and the spaces in which we engage are ever-evolving.

On the other, the speed and scale of change can leave us feeling overwhelmed as we work out how to navigate and juggle complex personal and professional demands.

As leaders, we often find ourselves leading teams of individuals immersed in the rapid uptake of change. Our teams respond to this change in different ways – some with a type of change fatigue in which new initiatives are merged with the old, rather than looking to new horizons. Others respond with change apathy, checking out altogether.

 In these fast-moving times, how do we lead ourselves, our teams, and our organisations through times of change?

Leadership author John C Maxwell once said that in order to lead others, we must first learn to lead ourselves. He also advised, “If you’re leading and no one is following, you’re just out for a walk.” Leadership begins by looking inward, rather than outward. It begins by taking a look at your personal values alignment, learning style, and wellness gauge.

  • Your values alignment: How do your personal passions and strengths align with the ethos and values of the organisation that you are a part of? Recognising areas where your personal passions align with your organisation’s passions will give a greater sense of energy and purpose to your work.
  • Your learning style: How do you learn, get inspired, and stay motivated? As leaders, it’s important to stay fresh by identifying sources of personal inspiration – it could be simple things like reading content that inspires, carving out down-time, or networking with leaders who are just that one step ahead of where you are.
  • Your wellness gauge: How are you tracking in terms of your energy levels and personal wellbeing? Busy lives leave little space for margin and it’s more important than ever before to carve out time to be adaptable and flexible. Manage your screen time and bring in more green time, watch your health and nutrition, and create some space for reflection and deep thinking.

The leadership styles that the new generations respond to are those that embody collaboration, authenticity, mutual understanding and empowerment. When it comes to building resilient teams, it’s not just about processes and policies, but about helping individuals thrive in complex and ever-changing business environments. Our research has identified several key drivers among young workers that motivate them towards engagement:

  • The drive for complexity and challenge: Today’s career-starters are full of innovative ideas towards problems and thrive on identifying solutions. Creating space for the cultivation of ideas and innovation is key not only for better organisational performance but strong employee engagement. When was the last time you gave your team permission to step up to the challenge of solving your most critical problem?
  • The drive for variability and flexibility: Empowering your team to take control of their workload provides them with the opportunity to structure their day towards their most productive times and builds greater levels of team trust. When team members are engaged with the vision and have the skills they need to drive the team forward, hands-off management is always better than micro-management.
  • The drive for community and belonging: In an era where movement is a constant and flux is inevitable, workplace communities have become 21st century families. Establishing a team culture where individuals themselves are celebrated (not just their work-related wins) is critical to developing work-place tribes.

Organisational change is up to all of us, and moving ahead as an organisation involves directing individuals at all levels into forward horizons by leveraging the team’s combined power for innovation. We each lead by example by creating the initiatives and by driving the culture.

In our work with hundreds of organisations across Australia, we have identified several consistent characteristics evident within organisations that have thrived in times of change. These include:

  • Organisations who scan the external horizon. By understanding the current demographic, economic, social, and technological environment, leadership teams are able to make robust and solid decisions that guide their organisation towards its future. While the future can seem uncertain, getting a grasp on the current environment adds confidence to the decision-making process that is needed to stir a ship in a new direction.
  • Organisations who commit to being the ‘only ones’ at what they do. We consistently watch organisations position themselves alongside their competitors to understand what the market is offering. Yet it’s so easy to get caught up in ‘keeping up’ that we lose track of the unique abilities that only our teams can bring. Look inside at who is on your team before looking outward to what you can bring. Commit to carving out a niche that is true to who you are, not what your competitors are offering.
  • Organisations who put their people first. Organisational leadership is at its best when people are the priority. There are countless ways to create value for individuals within your teams (50 Best Places to Work 2016 features just some of them!), and when people thrive, not only is there lower turnover and a larger applicant base, but client relationships are at their peak, there is better innovation, greater productivity, and more sustained long-term business growth.

-Eliane Miles

Eliane Miles is a social researcher, trends analyst and Director of Research at the internationally recognised McCrindle.

At the Australian Communities Forum 2016 on October 13th she will give an overview of each generation in the workforce and some analysis of their needs and expectations, as well as strategies to manage change, inspire innovation and create a collaborative and adaptive organisation.

Purchase your ticket here


Eliane Miles speaks on NEETs in Australia

Monday, September 19, 2016

Analysis by Eliane Miles on new research released this week from the OECD highlights the challenge for young people entering their working years, particularly considering their transition from education.

While unemployment in Australia at just 5.6% is one of the lowest in the OECD, the number of Australian young people not in education, employment, or training (NEETs) has increased by 100,000 since the time prior to the Global Financial Crisis (2008), rising from 10.5% to 11.8% of all those aged 16 to 24 – comprising a total of 580,000 young people today.

The challenges affecting youth unemployment most often lie in a young person’s transition periods. It is normal for young people to spend some time out of education and work – in fact, 2 in 3 young people aged 16 to 24 will spend up to 3 months out of education and work – but the challenge becomes when this period of time becomes greater and the ‘relevance clock’ begins to tick. When 3 months eventuates into a year, or longer, this can lead to cycles of unemployment. Today, 1 in 5 young people aged 16 to 24 spend 12 months or more out of employment, education, or training, and it is these young people that will face the most significant challenges as they try to enter or re-enter the workforce.

The demographic realities play a significant risk factor in young people falling into a cycle of unemployment. 60% of NEETS are women, and while just 3% of young people are indigenous, this percentage rises to 10% among NEETs. There is also a strong correlation between low educational attainment and struggles in entering the workforce - 37% of students who leave school in Year 10 end up not being in education, employment, or training, compared with just 11% of those with a tertiary qualification.

Watch Eliane Miles on 7 News below:




240,000 young people looking for work

Young people out of work are often stereotyped as “slackers” but in fact 41% of NEETs (238,000) are actively looking for work but unable to find a job. Helping these young people find work needs to become a national priority and a focus needs to be given to their education to employment transition. Studies tell us that the key transition in a young person’s life is from learning to earning – from study to employment. If young people are not job ready, they should be directed to a course or traineeship that will help them get job-ready. Greater collaboration between actors (schools, VET providers, tertiary providers, employment services, childcare providers, and employers) is needed, along with a broader focus on not just higher education but vocational learning.

The remaining 59% who are inactive NEETS

Questions are then most often asked about inactive NEETs – the 40% of NEETs who say they would not like a job, and the 19% who would like a job but aren’t currently looking. What is it that has discouraged them or dissuaded them from entering the workforce?

Educationally, we are seeing a significant push towards tertiary educational attainment. A generation ago in 1986, more than half of all students left school in Year 10 with most going on to start work/vocational training. Today, 9 in 10 young people go on to complete Year 12, and the majority of these enter higher education. Nationally, however, 1 in 5 university students drop out in their first year of university, clearly not being ready for the task at hand or convinced of the choice they have made.

And while we are seeing an increase in university qualifications (our predictions estimate that 1 in 2 Gen Z will have a university qualification compared to 1 in 3 Gen Ys and 1 in 4 Gen Xs), we must keep in mind that everything is not just about higher education or STEM skills. It’s about developing a broad skills base that will continue to sustain Australia’s growing economic and demographic footprint.

Challenges in the skills sector

While the VET sector has seen a 50% increase in students placed in apprenticeships since the early 2000s, the sector is also subject to significant inefficiencies. Traineeship and apprenticeship completion rates are low, qualifications are hard to navigate, some federal funding for programs has been withdrawn, and employment service providers geographically only target 60% of NEETs, leaving 200,000 youth un-serviced by employment services.

The benefits of work are more than just economic

In conversations with young people, it serves us to be reminded that jobs do more good for all of us than just money. They provide a young person with a sense of independence, self-esteem, and social connection, as well as the ability to learn and stay future-proofed. The longer that young people stay out of employment, the more they are to lose connection and become social disenfranchised, leading to greater problems.

The challenge of entry will only accelerate

As we look ahead to the next 10-15 years of Australia’s job market, we estimate that 5.1 million of Australia’s jobs will become digitally disrupted. Today’s savvy school leaver is training themselves for jobs that don’t yet exist. The reality is that new jobs which will be created are more complex than the jobs they replace. If a young person is locked out of the workforce today, it is likely that they will face an even more difficult re-entry in years ahead as the skills required to fulfilk workforce demands increase.

The challenge of financial independence will also accelerate

Commonwealth funding will increasingly become tighter. The economy has natural limits, and supporting an ageing population base and those with disabilities is naturally a more pressing national priority than supporting those who can work but are choosing not to. It’s just a matter of time before government benefits to NEETs will dry up.

Having said that, it’s also important to remember that 25% of inactive NEETs and 41% of NEETs looking for work in fact have not received any government benefits to support them. For these young people, support has largely fallen back to the informal economy, with support provided by family members and friends.

The earnings challenge for today’s emerging generation

It is in fact more financially difficult to get ahead early in life than it once was. In the 1970s, for example, when many Baby Boomers graduated from university, the average graduate starting salary was equal to the average full time adult wage, while today the average graduate starting salary of $54,000 is $26,000 less than average full time annual earnings. Student debt is also higher than ever, with more than 1 in 3 (34%) registered debt agreements belonging to 25-34 year-olds, and the average university debt estimated to be around $28,000. Today’s young generations are actually beginning their earning years in more debt than we’ve seen before. Not to mention the multi-fold increase in the cost of housing – a generation ago the average Sydney house price was 5 times annual average earnings while today the average house price is 13 times the average annual full time earnings of $80,000.

Keeping it in perspective

If young people can continue to accelerate their learning, they’ll have greater chances of success. Just 11% of bachelor-degree educated young people are still looking for full time work within 4 months of completing their course, and the strength of Australia’s economy is creating positive opportunities for innovation and entrepreneurship for young people to place their stamp on Australia's future.

ABOUT ELIANE MILES

Eliane Miles is a social researcher, trends analyst and Director of Research at the internationally recognised McCrindle. As a data analyst she understands the power of big data to inform strategic direction. Managing research across multiple sectors and locations, she is well positioned to understand the mega trends transforming the workplace, household and consumer landscapes. Her expertise is in telling the story embedded in the data and communicating the insights in visual and practical ways.

From the key demographic transformations such as population growth and the ageing workforce to social trends such as changing household structures and emerging lifestyle expectations, from generational change to the impact of technology, Eliane delivers research based presentations dealing with the big global and national trends.

With academic qualifications in community engagement and postgraduate studies in international development and global health, Eliane brings robust, research-based content to her engaging presentations and consulting. As a social researcher, she has been interviewed on these topics on prominent television programs such as National Nine News and Today, as well as on radio and in online media.

To have Eliane Miles present to your organisation on Generation Z, the state of today’s education sector, or the future world of work, contact McCrindle at info@mccrindle.com.au or call 02 8824 3422

DOWNLOAD ELIANE'S SPEAKERS PACK HERE






Sources:

OECD, Investing in Youth: Australia 2016

Graduate Careers Australia

McCrindle

Generation Z defined; The 5 characteristics of today's students

Friday, September 09, 2016


For today’s students, growing up with the emerging technologies at their fingertips has blurred the lines of work and social, of study and entertainment, of private and public. They now live in an open book environment – just a few clicks away from any information. They connect in a border less world across countries and cultures, and they communicate in a post-literate community where texts and tweets are brief, and where visuals and videos get the most cut-through.

At McCrindle, we are regularly engaged by a variety of organisations to assist with understanding who Generation Z is, what context they are being shaped in the traits that define them. Before we can engage this generation, we first need to understand them.

So how can we understand the emerging generations and their learning habits? Well, based on our research, here are five characteristics of today’s students:

Social

Traditionally, learning took place in the classroom and the practice and application through homework. However, in the 21st Century, content can now be accessed through technology anywhere, and often in very visual and engaging forms. Thus we have the flipping of education where the learning takes place outside the classroom, but the essential engagement and practice is still conducted at school, by the all-important facilitator, rather than the teacher.

Mobile

Not only through technology do today’s students interact, but they are mobile in terms of the jobs they will have and the homes they will live in. It is therefore important to think about how you can equip this generation with not just content but resilience in a changing world.

Global

Today's generation of students are truly global, and are the most likely generation to work in multiple countries. They’re the most globally connected and influenced generation in history and are not limited to the local, but are global as never before.

Digital

We've called the emerging generation, Gen Alpha, but we also call them Generation Glass, because it is not just pen and paper, but iPads and screens on which they will learn, which are designed to not just display the written but the visual. While today’s students need literacy they also need digital skills to thrive in this changing world.

Visual

In an era of information overload, messages have increasingly become image-based and signs, logos and brands communicate across the language barriers with colour and picture rather than with words and phrases. Communicating symbols and pictures with stories isn’t an entirely new concept. Most ancient forms of communication such as indigenous rock art, reinforces the notion that it is pictures not words that tell the story. Visuals are also the way in which the brain processes information best. It can retain visual symbols and images rather than just written content. Our analysis of learning styles has shown the dominance in the visual and hands on learning styles, above auditory delivery form, which has traditionally dominated the classroom.


To find out more about Generation Z, visit our site generationz.com.au and if we can assist with any presentations on the topic of the emerging generations, please feel free to get in touch.


About Ashley McKenzie - Team Leader of Communications at McCrindle

Ashley McKenzie is a social researcher, trends analyst and Team Leader of Communications at the internationally recognised McCrindle. As a trends analyst she understands the need for organisations to communicate with the emerging generations to effectively engage and motivate them. 

From her experience in managing media relations, social media platforms, content creation and event management, Ashley is well positioned to advise how to achieve cut through in these message-saturated times. 

Her expertise is in training and equipping leaders and teams on how to communicate across generational barriers.


DOWNLOAD ASHLEY'S SPEAKERS PACK HERE.

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