The 2016 Education Future Forum

Friday, November 04, 2016

On Friday, 25th November, 2016 McCrindle Research is teaming up with The Sydney Centre for Innovative Learning (SCIL) to host the 2016 Education Future Forum (EFF).

The EFF 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.

This one-day event will showcase results from new research on the education sector with a niche focus on the future of education. The research explores the trends, themes and influential factors that relate to the future of education in Australia. Areas scoped through the research include technology, generational transitions in staffing and leadership roles within the education sector, pedagogical styles, physical learning spaces, social licence, needs of students of the future and broader demographic shifts across Australian communities.

PURCHASE YOUR TICKETS TODAY

KEY DETAILS

Date: Friday, the 25th of November 2016

Time: 9:30am - 3:30pm

Location: Northern Beaches Christian School (1 Echunga Road, Terrey Hills, Sydney NSW 2084)

Cost: $249 

Parking: Available onsite at no cost

Registrations: Click here to register.

Our SPEAKERS

Check out the full program and purchase your tickets here

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


Mentoring the Next Generations

Wednesday, September 21, 2016


Teachers, employers and parents want to see younger people reach their potential, however the problem is that the pathway to productivity and living a life of high capacity and great quality is not a straight line for Gen Y and Gen Z’s. In an era of increasing change, greater complexity and global mega-trends these younger generations need mentors to grow them, guide them and give them the feedback they need to develop and mature.

At McCrindle we know these younger generations and we believe in their potential to achieve greatness. Managers, CEO’s, team leaders, teachers and parents have a unique opportunity to mentor these younger generations through formal and informal conversations. Gen Y and Z’s are keen be mentored. That means they want to be listened to, not lectured at, encouraged and asked open-ended questions that help their decision making process.

The goal of mentoring young people is to expand their values and worldview, strengthen their character and enlarge their personal and professional capacity. These younger generations desire opportunities for personal growth through a friendly and supportive partnership.

Mentors and leaders in society today have an opportunity to shape these younger generations. The challenge mentors often face is around how to turn general conversations into character and skill development.

7 Developmental Areas mentors need to cover

PRIORITIES: Help these generations focus amongst digital distractions

RESILIENCE: Highlight their current experience and strengths to provide assurance in anxious moments

AUTHENTICITY: Showcase the benefits of community in and above digital connectivity

INSIGHT: Provide greater vision to make wise life decisions

ENERGY: Encourage decisiveness to remove blockers, overcome obstacles and move forward

BALANCE: Teach them how to say a positive 'no' in a busy ‘yes’ work/life culture, to maintain a healthy lifestyle

GREATNESS: Inspire the best in these young people as they move through the transitional stages of life.


Geoff Brailey speaking on this topic at the Australian Communities Forum 2016

Understanding the next generation of volunteers and donors

A specific area of focus in the 2016 Australian Communities Report is analysis of volunteers and supporters aged under 30 and in this session, Geoff Brailey, Research Executive at McCrindle Research, will share the findings as well as give practical insights on engaging young people in community organisations and developing the leadership capacity of the next generation of staff and volunteers.

PURCHASE YOUR EARLY BIRD TICKET TODAY


The Australian Communities Forum 2016

Friday, September 16, 2016

On Thursday 13th October 2016, McCrindle Research and R2L & Associates are hosting The Australian Communities Forum at Customs House in Sydney. This one day event is focused on delivering to not-for-profit organisations and community focused businesses the key demographic and social trends transforming Australian communities, and how organisations can best engage in these changing times.

Held since 2012 this annual event provides compelling case studies, the latest research, practical workshops and importantly, great networking over morning tea, lunch and afternoon tea. Come and hear Mark McCrindle launch the 2016 Australian Communities Report, as well as engaging content and fantastic networking opportunities. This not to be missed event will equip leaders in community engagement with the latest insights into 21st Century Australian Communities.

Purchase your early bird ticket today.


OUr speakers

Mark McCrindle

Mark is an award-winning social researcher, best-selling author, TedX speaker and influential thought leader, and is regularly commissioned to deliver strategy and advice to the boards and executive committees of some of Australia’s leading organisations. Mark’s understanding of the key social trends as well as his engaging communication style places him in high demand in the press, on radio and on television shows, such as Sunrise, Today, The Morning Show, ABC News 24 and A Current Affair. 


Terrence Mullings (MC)

Terrence is a lively TV and Radio personality with a unique ability to communicate and truly connect with his audience. A regular guest on The Morning Show, he currently works as a Radio Announcer on HOPE 103.2 as well as TV presenter on Positive Hits TV/Radio. Terrence has previously been a presenter on Channel 10 (the Circle), Chanel 9 Morning and also live T.V host on TVSN. Terrence created and produced music video show: “Positive Hits,” which currently airs worldwide. Terrence is in the business of “communication” and utilises a variety of platforms: TV, Radio, Speaking Events, and even speaking from "The Pulpit ".


Andy Gourley

Andrew Gourley is the Founder and CEO of Red Frogs Australia Chaplaincy Network. He started the Red Frog Program in 1997, after seeing the need for a chaplaincy service to safe guard teenagers and young adults. This Chaplaincy Network is now the largest support network in Australia for schoolies, festivals and universities students. Currently the Red Frog Chaplaincy program for Schoolies is located in 17 different locations around Australia and coordinates over 4000 volunteers to run its programs. 


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. 


Josh Hawkins

Josh is the founder and creator of Hi Josh. Which is one of those things that sounds more impressive than it actually is. He enjoys talking in third person and making YouTube videos. He made a few viral videos and now gets recognised at the local McDonalds by Luke, one of the employees. Across various social media platforms Josh has received over 50 million views in the last year, and has a global audience of about 50,000 people over YouTube, Facebook and Snapchat etc.



Nic Bolto

Nic Bolto is an executive coach and consultant specialising in entrepreneurship, strategy execution and change. Nic assignments have included senior government, corporate and not for profit change projects including Sanitarium Health and Wellbeing, The Salvation Army, Bupa and the NSW Baird government with Minister Dominello's recent value rediscovery for their social health portfolio. As a Churchill Fellow, Melbourne Business School graduate and Fellow of the Australian Institute of Company Directors, Nic brings significant expertise to the acquisition of goals that are important to community and the people within them, to organisations, to charities and to their donors.


Caitlin Barrett

Caitlin is the founding CEO of Love Mercy, and has a passion for Love Mercy's women in Uganda and about bringing about real change within communities in poverty. Caitlin was committed to setting up the Love Mercy Foundation when Olympic runner and Love Mercy Founding Director Eloise Wellings came back from her first trip to Uganda after meeting Julius Achon and navigated the minefields of the not-for-profit sector. Caitlin worked in a volunteer capacity for three years until becoming the first paid full-time staff member in 2015.


James Ward

James is a Director of NBRSARCHITECTURE and a member of the Executive Leadership Team. James' strength is in understanding complex situations and developing management strategies to guide the development of improved outcomes that can change the way people think and live. With a strong background in senior executive management and strategic planning in both for-profit; fast moving consumer goods and the not-for-profit industry sectors, James has been involved with many varied commercial situations.



Ashley McKenzie

Ashley McKenzie is a social researcher and Team Leader of Communications at McCrindle. As a trends analyst she understands how organisations can 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 leaders and teams on how to communicate across generational barriers.


Bryce Davies

Bryce has been a Salvation Army Officer for 22 years. For 9 years he worked in The Salvation Army Bridge program focusingon Drug and Alcohol rehabilitation in both Adelaide and Brisbane. In recent years Bryce has headed up an inner city drop in space in Fortitude valley in Brisbane that has evolved into a dynamic and functional community with a broad and effective raft of services. Bryce is now based in Sydney heading up a new project called “Communities of Hope” Assisting Salvation Army leaders develop welcoming and authentic community life.





Topics


Purchase your early bird ticket today.

Leading teams in changing times

Wednesday, July 27, 2016


Before we can lead and expect people to follow, we must be able to understand and connect.

As John Maxwell quips: “If you’re leading, and no one’s following- you’re just out for a walk.”

Our research shows that the ideal manager of the emerging generations is one who values communication and creates an environment of transparency and respect for staff. Their preferred leadership style is simply one that is more consensus than command, more participative than autocratic, and more flexible and organic than structured and hierarchical.

Here are 5 tips on how to lead people, your team or your organisation, so that people will follow.

Prioritise People

Leaders prioritise culture and build it within their organisation. By knowing your purpose (that is, what you do and why you exist) you can instil this into your team, and lead with a values-based vision.

Be Collaborative

The best leaders intersect the differing levels of their organisation to make a cohesive and united team. While you might have senior leaders, managers and executives within an organisation, leaders bring these roles together to create alignment under the one vision.

Focus on the positives

Leaders focus on the positives, spread words of affirmation and celebrate the wins within their team. When things don’t go to plan, leaders initiate a culture of focusing on the positives, and using the negatives for improvement.

Shape the culture

Effective leaders shape a culture of participation, not isolation. Collaboration is key for 21st Century organisations, and by utilising the different skill sets and talents within a team, leaders will not only find more effective solutions and ideas but also bring out the potential in the members of their team.

Be proactive, not reactive

Leaders are proactive, not reactive. A proactive leader is one who sees opportunities or potential, and acts to make effective change, rather than waiting to respond. They are not victims of change but rather see the trends, shape a response and create the future.

So in a world of flat structures and consultative practices, it is leaders who coach and mentor rather than command and control, who understand and connect with their teams who will see people follow them.


About our leadership workshops

In a world of flat structures and consultative practices, coaching and mentoring has replaced commanding and controlling. This session delivers the latest findings on how to effectively motivate and lead teams in these 21st Century times. This session covers:

  • Overview of the best HR practices for today
  • Attraction and engagement strategies
  • Management strategies that connect with an intergenerational workforce


  • 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.

    Four tips on how to structure an engaging presentation

    Thursday, June 23, 2016

    At McCrindle, our team of speakers are commissioned to deliver over 120 presentations to a wide range of audiences and clients, per year. These presentations consist of conference keynotes, training workshops, PD sessions, executive briefings, launch events as well as research presentations.

    As expert communicators, we understand how to communicate data effectively, how to communicate a story and the art of delivering a presentation that doesn’t just inform your audience, but inspires them as well.

    Throughout a presentation, it’s important to structure your content and delivery. Here are four I’s that we have developed which provide a structural overview of how to engage your audience when delivering a presentation.  

    Interest

    While the content of a presentation is generally the focus, creating interest in your audience before moving to the bulk of your presentation is key to engagement. Have you heard the saying, “When the student is ready the teacher will appear?” Well the same applies here. Creating interest, attention and focus from your audience prepares them to engage with the content of your presentation.

    So how do you create this interest?

    A strong introduction (that utilises the 4 C's) will help to create this Interest, whereby you build a Connection with your audience, establish your Credibility and provide Context for where this session fits in the overall scheme of things. Now, you are ready to move into your Content.

    Instruct

    After establishing interest with your audience and bringing them to a place where they are ready to listen to what you have to say, you can move to communicating the main content of your presentation. In addition to you being a presenter, consider yourself to be an instructor.

    Involve

    With attention spans being shorter than they have ever been before, when presenting we need to not just instruct but involve our audiences - particuarly the younger generations who are used to interacting with everything around them. Incorporating multi-modal delivery, discussions and activities within your presentation will help to involve your audience and keep them engaged with the material you are presenting.

    INSPIRE

    Lastly, and if not most importantly, an effective and engaging presenter will Inspire their audience. Inspiring is about motivation and application, about moving your audience from the rational to the emotional. Connecting not just with their head but with their heart as well. What do you want to send them out with?


    About our Communication Skills Workshops

    In our message-saturated society, getting effective cut-through, engagement and response is a critical challenge. This session will teach and model effective communication based on an understanding of the influence patterns of today’s audiences and strategies to best connect. This session covers:

    • Understanding workplace presentations
    • Preparing your presentation
    • Delivering your presentation
    • Mastering professional presentation techniques
    • Presenting complex data in engaging ways


    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.

    Millennials in the Workplace [MEDIA]

    Monday, May 30, 2016

    Workplaces with swings, cubby houses, and video games might seem to belong more in a childcare centre than an office, but they’re the kind of workspaces being designed by the Millennials of today, with the reasoning that fostering creative energy at work makes for a more productive team.

    Mark McCrindle defines Millennials (or ‘Generation Y’) as those born between 1980 and 1994, and hence, those who are coming of age or beginning their careers in the new millennium. Generation Y has a reputation for being the ‘selfie society’, infatuated with themselves, their smartphones, social media, and celebrities. However, their expertise in the harnessing of technology, coupled with an entrepreneurial spirit, could be an explanation for their ascent in the world at a rate faster than any other generation before them.

    Millennials seek leadership opportunities, and desire to create jobs for themselves, rather than looking for a job – Generation Y is one that doesn’t need a job for survival and security reasons. Mark McCrindle attributes the Millennials’ changing ways of thinking as what has empowered them to become the ‘entrepreneurs of today’.

    See the full story featuring Mark McCrindle below:


    The Healthy Futures Report

    Monday, March 21, 2016

    We’re proud to launch today, The Healthy Futures Report, commissioned by the Pharmacy Guild of Australia and data visualisation by the McCrindle team.

    On Friday Mark McCrindle was delighted to present a summary of the results at the Australian Pharmacy Professional National Conference.

    The research showed that Australians place a high level of trust in their health professionals, with GPs and pharmacists topping the ‘most trusted’ list. In this era of Dr Google, the internet is now the third most trusted source of medical information, but in an era of information overload medical products information and medicine brochures are not highly accessed as trusted sources (just 17%).

    While Australians are comfortable with their medical records being checked on an eHealth platform (46% have already registered or are very comfortable), with 55% of Australians happy for their full health records to be uploaded, there is still some work to be done to engage with the other half of health consumers.

    The summary results are in infographic form here:

    To access part one of the full report, please click here.

    To access part two of the full report, please click here.


    This national study was a great example of how robust research, when visually designed and printed, and effectively presented at a national conference can engage a wider audience and ensure that the insights get understood and acted upon.

    Image source: Australian Pharmacy Professional Conference 2016

    Scouts Australia Project in Review

    Tuesday, June 09, 2015

    Organisations must respond to the times to remain relevant amidst significant demographic shifts, cultural change, and generational transitions.

    Scouts Australia is the nation’s largest youth organisation with a membership of 52,000 youth members. The not-for-profit recently commissioned McCrindle to guide the direction of a major Youth Program Review (YPR) through a three-phase project, helping Scouts to engage with the needs and desires of Australian families, their perceptions of Scouting, and what families are looking for in a contemporary youth organisation.

    Engaging Stakeholders for Strategic Organisational Change

    RESEARCH AIMS

    Through conducting nation-wide research, Scouts Australia sought to determine future directions and develop a detailed understanding of the wider community to:

    • Ensure the values of Scouts Australia engage with those of 21st Century Australia
    • Create a program that meets the needs of their appropriate youth target market

    RESEARCH TOOLS

    As part of the research, a number of methodologies and tools were utilised:

    • Awareness and Perception Brand Testing: Testing the perceptions, attitudes, awareness of Australians and Scouting families towards Scouting.
    • Competitor Analysis: Defining how the Scouts Australia brand is perceived in comparison to other Australian youth development, extracurricular, and sport organisations.
    • Segmentation Analysis: Comparing Scouts families with Australian families nationally and differences in their values for Australian youth.
    • Demographic Forecasting & Trends Analysis: Understanding the factors that shape and influence Generation Z from a demographic and social trends perspective.


    RESEARCH OUTPUTS

    Phase 1 provided qualitative insights through a series of focus groups with current and former Scouts members and Scouting parents, testing Scouting’s current landscape and the changes needed in the program, thus setting the foundation for the Phase 2 and Phase 3 research.

    Phase 2 sought to define the needs and desires of Australian families for a national youth program through a comprehensive national study of 1,078 Australian parents with children aged 6 to 18, asking parents about their values and what a youth program should look like for a 21st century Australia. These results were compared to the perspectives of 1,858 Scouts parents.

    Phase 3 featured a demographic and social trends scoping study on Generation Z and Generation Alpha incorporating McCrindle data, Australian Bureau of Statistics data, and trend analysis from McCrindle’s generational experts.

    The McCrindle team visualised and presented the results of all three phases at national and state executive meetings throughout 2014 to engage key stakeholders with the strategic changes required to shape the new Scouts program.

    RESEARCH IMPACT

    The Scouts Australia YPR team is using the research as a key engagement piece with Scouts members and their families. The results have led to significant discussions among members and decision-makers on what it could look like to provide a highly sought after youth program for 21st century Gen Zs.

    “One chief commissioner suggested this is the best research we have ever completed. Your work has assisted in giving credibility to the YPR and strengthening the belief of others for the need to have the YPR.” – Scouts


    SECTOR-WIDE NOT-FOR-PROFIT STUDY

    In 2015, McCrindle is conducting a sector-wides study for Australian not-for-profit organisations and charities entitled the Australian Community Trends Report. Organisations are invited to participate and sign up by 30 June, 2015.

    MCCRINDLE RESEARCH SOLUTIONS

    At McCrindle we are engaged by some of the leading brands and most effective organisations across Australia and internationally to help them understand the ever-changing external environment in which they operate and to assist them in identifying and responding to the key trends. See our Research Pack for more information on our services.

    Challenges facing not-for-profits

    Thursday, June 04, 2015

    Thinking for tomorrow, planning today

    Our social research and trends analysis consistently highlights the speed, scale and scope of change. Only occasionally in history do massive demographic shifts combined with rapid social change, huge generational transitions and ongoing technology trends so that within the span of a decade, society altogether alters. Today we are in the midst of one such transformative decade- which will take us to 2020. Our partners in the Australian Community Trends Report are the team at R2L and their Principal John Rose here provides his top 7 tips for not-for-profit organisations.

    1. Speak to your context
    2. Understand your organisation’s key client segments and their values, knowledge and concerns.

    3. Be seen and known
    4. Position your organisation to be recognised as thought-leaders, influencers, and innovators.

    5. Inspire and engage
    6. Provide a positive experience for donors, clients and beneficiaries so that they not only feel part of your organisation, but part of the issue that your organisation supports.

    7. Finesse, fine-tune and focus
    8. Focus on the important messages and discard what is not essential.

    9. Communicate the need, and plan for the long-term
    10. Finance the future, don’t just fundraise for the now but set up the financial future of your organisation.

    11. Act as a leader
    12. Lead not only your team, but your cause and your stakeholder community.

    13. Be the agent of change
    14. Be accountable and demonstrate the change that your organisation is making.

    Not-for-profit organisations are invited to take part in the Australian Community Trends Report.

    For more information about the study please click here or contact Kirsten Brewer on (02) 8824 3422 or kirsten@mccrindle.com.au


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