“Thank you very much for a great presentation today… You were so awesome!”– Rikke Østergaard Christensen, CA, Akasse
Soulaima Gourani was born in 1975, and she shares many of those opinions and outlooks on life that define Generation Y. Soulaima Gourani has many different opinions about how we can optimize cooperation across generations. Numerous companies will soon suffer from hangovers because of a lack of focus on talent development and generation management during the crisis!
It is NOW that companies should rethink their strategies in order to target Generation Y (25-35 year old) and Z (15-25 year olds) and Generation Alpha (10-15 year olds).
The next two generations of working age are few in number. Therefore, we will need every single one, and that ought to be reason enough to take talent development and our ability to lead across generations seriously. The penalty for short-term thinking will come—in a few years, it will no longer be possible to deal with problems by means of rationalization.
The solution is to use the secret weapon: as a company and a leader, you must be “relevant, authentic, and original.” You and your company must have a higher purpose than merely earning a profit! There has to be a deeper meaning in what you do. In addition, you have to ensure that you keep your hands clean (for example, by not getting involved in corruption and/or child labor or by giving yourself a bonus while ordering a pay cut for other employees).
In order to survive the intense battle in the marketplace, the company and its management must create a corporate image that is based on the concept that you deserve your success. It is acceptable that the company is profitable and has that as a goal, but it just cannot be the only goal that you strive to achieve.
Generation Z and Y engages the attention of many organizations these days. As an example the term Generation Y was first introduced in an editorial in the American magazine Ad Age in August 1993. In the editorial, Generation Y was defined as “persons born in the period 1981–1995,” but the definition has been revised, and now Generation Y is typically considered to consist of persons below the age of 30. Generation Y is a generation relatively few in number. The business community is beginning to understand that this generation and its view on work and leisure time force companies to implement new processes and strategies for management.
The lecture provides companies with insight into the mind-set of a the 4-5 relevant generations. The focus is on the conditions that markedly separate this generation from older generations. As an example, younger generations have very different view on work and career. The lecture gives an insight into how the changed rules and terms of the game have turned thoughts on job creation and motivation upside down. Read this article as inspiration.
It is highly relevant to discuss communication with and management of the generations. It is about attracting, developing, and about capitalizing.
Get pragmatic inspiration for how your organization can attract and retain young people who are to form the foundation for your current and future success. Read this article as inspiration.
The talent strategy needs to be reconsidered. It is not new that young people have high demands. The combination of youth and talent makes the management role extra challenging. The chasm between generations is getting narrower, and therefore, all managers are facing a massive challenge. We have to continuously adjust our approach in managing the youth. We have to continue to differentiate and individualize our talent development programs to make them appeal to each individual person. This is what the young people expect, and the old ways just won’t cut it anymore.
The lecture will involve discussions about how your organization can attract young people and what it means for you to get them on board. The lecture can be tailored to suit your needs and e.g. focus on one of the four generations: BB, X, Y or Gen Z.
Please contact Soulaima if you wish to register for a specific lecture or a combination of topics tailored to your needs.
You can also use the contact form on the right side or at the bottom of this page to send an inquiry to Soulaima.
How recognise a talent?
Blog by Soulaima Gourani
Millions of USD are wasted on “talent spotting” and “talent management”. We are wasting our energy on talents who are not really talents at all. And we overlook many who truly have a talent, just because we can’t SEE their talent.
What is talent, and how do you spot a talented person?
Here is the next big challenge for your company!
Blog by Soulaima Gourani
The young people are a selective group. What can you do right now to ensure that the young generations will choose your company when they enter the workforce? The problem is that many of us do not even know what young people want. Do you know what they want?
The Lazy Brats
Blog by Soulaima Gourani
Young people are being called “unrealistic” and “spoiled” on the job market. This is only because the current managers do not understand them. However, you need to understand them if you want to attract, motivate and lead them. If your company shall survive in the future, you need to consider our differences as an opportunity — not as a challenge.
“Inspiration and affectionate provocation conveyed in a very entertaining and informative way – spiced up with Soulaimas irresistible energy and passion. Thanks for the experience, Soulaima.!”
André Hedegaard Madsen
Communication & Marketing, Konsulenthuset Ballisager
“Thank you very much for a great presentation today… You were so awesome!”
Rikke Østergaard Christensen
“Dear Ms Gourani,
On behalf of PwC and all the participants at the fourth Post Davos Nordic Summit, we would like to express our sincere gratitude to you for speaking at the Summit on the 17th February 2014.
It was a privilege to hear your insights and perspectives on how the new generation of leaders and entrepreneurs contribute to this interconnected and hyper-technological “Reshaped World”.
As one of the most prestigious gatherings of business leaders in the Nordic region, the Summit, organised by PwC in association with the World Economic Forum, once again confirmed its success by uniting a select group of 100 of the region’s leading CEOs, chairmen, senior politicians and speakers from around the world. We have received very positive feedback from the participants, who thoroughly enjoyed attending the Summit.
Many thanks for your contribution to the success of the Summit. We look forward to meeting with you again in the future.
Chairman, PwC Sweden
“It was an excellent presentation and an active panel discussion that fully lived up to the board of directors’ expectations and mine. It gave us exactly the right kick start for the remainder of the conference, just like we wanted.”
Ane Marie Clausen
Secretariat Manager, KTC
“People liked the presentation, and most of them have reassessed their thinking about what is in the past and what is in the future. However, I am thinking that it is a bit like acupuncture and other types of natural healing in that it takes the same amount of time to heal as it took to develop the bad habits… :-)”
Michelle R. Cantor
IBM Global Business Services