OCT 2014.



Hear @geoffmulgan @lyndagratton @helenlewis in final programme http://t.co/7aLrUFXsef - Julia Hobsbawm,
@juliahobsbawm 17 Oct

If you extend life, we will work longer. The only thing that doesn’t change is women’s fertility says @LyndaGratton http://ow.ly/D1g3D LondonBusinessSchool
@LBS 20 Oct

#FoW2014 how to deal with the 'chips' generation (40 years old) here is the advice of @lyndagratton Jildert Huitema
@HuitemaJildert 14 Oct



In my line of work, it’s easy to get really excited about the need to understand the career needs of younger generations, but I’m starting to wonder whether we aren’t ignoring the most squeezed generation – Gen X – in the process.

It seems to me that many commentators are focusing on the transfer of leadership from Baby Boomers to Gen Y while ignoring the people who will shortly be leading just about all our organisations – not to mention our governments. One reason for this may be that Gen X makes up a smaller proportion of the workforce: there aren’t enough of them to replace the outgoing Boomer workforce, and Gen Y workers outnumber them, too. More


This month’s Hot Spots friend is Gabrielle Adams from London Business School. Gabrielle is one of London Business School’s rising stars and is becoming well-known for her approach. She is currently conducting research alongside Aneeta Rattan on whether people believe that intelligence is fixed or can grow and change. The research will be used to predict HR managers' willingness to invest in activities that support employee training rather than hiring. We think this is a fascinating area of research and are happy to support Gabrielle and the rest of her team in their effort.

As part of the project, Gabrielle’s research team is asking HR professionals to complete a 10-minute survey on their attitudes towards the employee recruiting process. Complete the survey and you could be in with a chance of winning an iPad Mini.


As young people start to leave education with the realisation that their career is more likely to last 60 years than 30, they are keen to explore options beyond entering the corporate world at 21. But what does this new career phase mean for our big graduate employers, many of whom have built their entire recruitment pipeline on securing the best talent straight out of university? We asked Andrew James, Managing Director of Accenture’s Global Human Capital Strategy Team, who shared his view that companies can look to bring the explorer phase "in-house”. Accenture already offers graduates the opportunity to experiment with multiple roles and functions as well as the chance to move to an office somewhere else in the world very early in their career. More


FoW is privileged to have members from around the world, and one thing we’ve noticed most recently is a keen interest in issues around the future of work from Australian corporations. We talked to Kristen Miller from Australia based bank Westpac Group to find out what lies behind this trend. Kristen is Head of HR & Workplace Change, WorkSMART, at Westpac Group.

With a population of about 23 million and a diverse history of immigration, Australia is one of the most culturally and linguistically varied populations in the world. Australian workplaces need to be prepared to deal with the challenges and opportunities presented by this cultural diversity, while strong business connections with countries outside Asia Pacific, such as the UK, mean that there is a focus on preparing for the future of working shifts. More


Our Future of Work Masterclass on the Hundred Year Life brought together more than 30 multinational companies to explore the challenges and opportunities of longer working lives. Our content for the day was crafted by drawing on the expertise of Lynda Gratton and fellow London Business School professor Andrew Scott, as well as the practical insights from FoW Consortium members. One of the member insights that got our attention was from Hans van der Heijden, from Rabobank in the Netherlands. Hans re-opened the debate about whether it is more lucrative to become a specialist in one area or to develop general skills in multiple disciplines. While specialist skills are deemed essential for long-term employability, they commit a person into one career or discipline that may be risky over a 40 or 50 year career, meaning that generalist skills may provide more flexibility to change roles in later life.

What are your thoughts on the skill sets workers will need to develop in future? We’d love to hear your views - contact tina@hotspotsmovement.com or tweet @tschneidermann to enter the debate.


We are pleased to announce that leading food manufacturer Mars has just joined the Future of Work Research Consortium. We’re really excited to have them join and are looking forward to sharing insights with them over the coming months.

Lynda Gratton has been featured as one of I - Global Intelligence for the CIO’s Big Thinkers. The I-CIO team came to our Somerset House offices a few weeks ago to conduct a series of interviews with Lynda, which you can watch on their website.

The I-CIO team came to our Somerset House offices a few weeks ago to conduct a series of interviews with Lynda, which you can watch on their website.

Lynda Gratton has just won the prestigious WFPMA Award "George Petitpas”, which recognises individuals who have made outstanding contributions to the advance of the HR profession at an international level and whose spirit and dedication have been inspirational to others. We’re really pleased for Lynda – watch the video of her being presented with the award by Pieter Haen, President of WFPMA.

Lynda Gratton was interviewed for the final instalment of Julia Hobsbawm’s Radio 4 series on networking – you can still listen to it online.

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