GfK Verein & St. Gallen Symposium

Transcription

1 GfK Verein & St. Gallen Symposium

2 Imprint and Copyright GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

3 This is the exclusive detailed analysis package for those who participated in the Global Perspectives Barometer This is a complementary analysis package to the Global Perspectives Barometer - Voices of the Leaders of Tomorrow" report, which was published on the th St. Gallen Symposium in May. This package is exclusively dedicated to all study participants as well as to those professors who have kindly supported us in successfully conducting this study. We recommend reviewing the main report first before diving into the enclosed further analyses. The main report can be downloaded here: GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

4 AGENDA. Introduction and Study Method. Figures in Report by Age, Gender, Region. Contact GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

5 About the Global Perspectives Barometer - Voices of the Leaders of Tomorrow Voices of the Leaders of Tomorrow The annual survey Global Perspectives Barometer - Voices of the Leaders of Tomorrow is targeting promising students who share their concerns, thoughts and opinions on current affairs and future challenges in politics, economics and business. The study provides key insights into the minds of some of the world s future leaders. The study was conducted in English, using the online survey platform of GfK SE during January and February. A total of, participants completed the online survey. As part of the online questionnaire, we invited the Leaders of Tomorrow to share their thoughts and opinions with us also in many open-ended questions without being constrained by fixed, predetermined categories. With an average interview time of minutes the survey demanded an intensive reflection of the issues from the respondents. The respondents gave us approximately, open answers that allow new insights into the Leaders of Tomorrow s mental model of the world. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

6 About the sample Leaders of Tomorrow Wave - Respondent were approached through three different channels Leaders of Tomorrow Young people, studying at (or having recently graduated from) good universities, who show an interest in global affairs, are eager to take on responsibility in the future and want to make a difference in the world. St. Gallen Network % () St. Gallen Network: Survey invitation was published through the Social Media channels of the St. Gallen Symposium (Facebook groups) and on their website. Top Universities Wings of Excellence Award % () % () Top Universities: Selection of the best universities for each world region based on data from the QS World University Ranking. Professors were asked to extend the survey invitation to those ten of their students who they consider best fit the Leaders of Tomorrow definition. Global Student Essay Competition: Students who submitted an eligible essay to the St. Gallen Wings of Excellence Award program were invited to take part in the survey. n= Leaders of Tomorrow n=,; Leaders of Tomorrow Wave GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

7 About the sample Leaders of Tomorrow Wave - Value and limitations of the survey results Finding the Leaders of Tomorrow today We have chosen the described approach for recruiting the wave in order to capture a broad and international group of participants that fulfill the Leaders of Tomorrow definition and also explicitly allow some self-selection through a demonstrated motivation and interest in the study topics. One of the challenges of identifying and recruiting the Leaders of Tomorrow both for the St. Gallen Symposium and for the Global Perspective Barometer is the need to identify talented future leadership candidates before their potential is fully realized. For a perfect study, one would use a time machine to travel one generation to the future, identify those who have become outstanding leaders, and go back in order to interview them today. Because we cannot know for certain today all of those individuals who will take on relevant positions of leadership and responsibility in years, this survey cannot claim to be representative in the traditional sense of population sampling - neither of all future leaders in general, nor of the regions in which participants live. But the Leaders of Tomorrow we have recruited to participate allow a very interesting snapshot of a carefully selected group of more than, young and qualified individuals from ca. countries around the world who show an interest in global affairs, are eager to take on responsibility in the future and want to make a difference in the world. In this study, these, survey participants are referred to as Leaders of Tomorrow. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

8 AGENDA. Introduction and Study Method. Figures in Report by Age, Gender, Region. Contact GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

9 FIGURES Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. Fig. p. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

10 Figure (p. ) Survey participants: demographics GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

11 Figure by gender Survey participants: age Male Female Prefer not to answer Up to years - years - years - years - years Prefer not to answer n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

12 Figure (p. ) Survey participants: Student status and fields of study GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

13 Figure by age Survey participants: fields of study Up to years - years - years - years - years Prefer not to answer STEM Business/Management Other Prefer not to answer n= n= n= n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

14 Figure by gender Survey participants: fields of study Male Female Prefer not to answer STEM Business/Management Other Prefer not to answer n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

15 Figure by age Survey participants: student status Up to years - years - years - years - years Prefer not to answer Yes: Full-time student Yes: Part-time student No Prefer not to answer n= n= n= n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

16 Figure by gender Survey participants: student status Male Female Prefer not to answer Yes: Full-time student Yes: Part-time student No Prefer not to answer n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

17 Figure (p. ) Survey participants by region GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

18 Figure by age Survey participants by region West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America n= n= n= n= n= n= n= n= up to years - years - years - years years and older Prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

19 Figure by gender Survey participants by region West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America Male Female Other Prefer not to answer n= n= n= n= n= n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

20 Figure by fields of study Survey participants by region West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America STEM Business/Management Other Prefer not to answer n= n= n= n= n= n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

21 Figure by student status Survey participants by region West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America Yes: Full-time student Yes: Part-time student No Prefer not to answer n= n= n= n= n= n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

22 Figure (p. ) Myth : Social Media at work GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

23 Figure by age Myth : Social Media at work If my employer thinks that the use of social media platforms at work is problematic, I would accept a ban of social media at work. I am continuously linked to social media platforms and I would not accept being disconnected from social media at work. n=. Up to years n= - years n= - years n= - years n= - years n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

24 Figure by gender Myth : Social Media at work If my employer thinks that the use of social media platforms at work is problematic, I would accept a ban of social media at work. I am continuously linked to social media platforms and I would not accept being disconnected from social media at work. n=. Male n= Female n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

25 Figure by region Myth : Social Media at work If my employer thinks that the use of social media platforms at work is problematic, I would accept a ban of social media at work. I am continuously linked to social media platforms and I would not accept being disconnected from social media at work. n=. West Europe n= Southern Asia n= Southeastern Asia & Ocenia n= Eastern Asia n= East Europe & Central Asia n= Africa & Middle East n= Latin America n= North America n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

26 Figure (p. ) Stereotypes about Digital Natives GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

27 Figure by age Stereotypes about Digital Natives n=; "Leaders of Tomorrow - Wave "; Numbers represent averages on each semantic differential ranging from -. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

28 Figure by gender Stereotypes about Digital Natives n=; "Leaders of Tomorrow - Wave "; Numbers represent averages on each semantic differential ranging from -. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

29 Figure by region Stereotypes about Digital Natives n=; "Leaders of Tomorrow - Wave "; Numbers represent averages on each semantic differential ranging from -. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

30 Figure (p. ) Myth : Measures for career success GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

31 Figure by age Myth : Measures for career success Up to years - years - years - years - years I do work that has a positive impact on society I work on interesting and fascinating projects I make work and personal life complement and enrich each I have built valuable relationships inside and outside of I developed new skills and deepened existing ones I receive recognition for my achievements and contribution I have enough spare time for other things like my family, I have the trust of my colleagues and superiors I have reached a high level of salary I have autonomy in how I perform my work I have extensive decision-making authority I have contributed to shared knowledge in my organization I have reached a high level of social status of my job ro I lead a large team I enjoyed career stability and employment security I overcame technical (functional) challenges I have power over people I have a large budget Other, please specify... Don tknow/prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

32 Figure by gender Myth : Measures for career success Male Female I do work that has a positive impact on society I work on interesting and fascinating projects I make work and personal life complement and enrich each I have built valuable relationships inside and outside of I developed new skills and deepened existing ones I receive recognition for my achievements and contribution I have enough spare time for other things like my family, I have the trust of my colleagues and superiors I have reached a high level of salary I have autonomy in how I perform my work I have extensive decision-making authority I have contributed to shared knowledge in my organization I have reached a high level of social status of my job ro I lead a large team I enjoyed career stability and employment security I overcame technical (functional) challenges I have power over people I have a large budget Other, please specify... Don tknow/prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

33 Figure by region Myth : Measures for career success West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America I do work that has a positive impact on society I work on interesting and fascinating projects I make work and personal life complement and enrich each I have built valuable relationships inside and outside of I developed new skills and deepened existing ones I receive recognition for my achievements and contribution I have enough spare time for other things like my family, I have the trust of my colleagues and superiors I have reached a high level of salary I have autonomy in how I perform my work I have extensive decision-making authority I have contributed to shared knowledge in my organization I have reached a high level of social status of my job ro I lead a large team I enjoyed career stability and employment security I overcame technical (functional) challenges I have power over people I have a large budget Other, please specify... Don tknow/prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

34 Figure (p. ) Myth : Career goals GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

35 Figure by age Myth : Career goals Up to years - years - years - years - years Don tknow/prefer not to answer Other A project manager with an Impressive list of successful projects that made a difference A top level executive with extensive decision-making authority and leading a large team A well known expert with deep knowledge in a field of your choice n=. n= n= n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

36 Figure by gender Myth : Career goals Male Female Don tknow/prefer not to answer Other A project manager with an Impressive list of successful projects that made a difference A top level executive with extensive decision-making authority and leading a large team A well known expert with deep knowledge in a field of your choice n=. n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

37 Figure by region Myth : Career goals West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America Don tknow/prefer not to answer Other A project manager with an Impressive list of successful projects that made a difference A top level executive with extensive decision-making authority and leading a large team A well known expert with deep knowledge in a field of your choice n=. n= n= n= n= n= n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

38 Figure (p. ) Measures for career success GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

39 Figure by age Measures for career success Items indicating a need for hierarchical power in total Up to years Positive Impact on Society - years - years - years - years n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

40 Figure by gender Measures for career success Items indicating a need for hierarchical power in total Male Positive Impact on Society Female n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

41 Figure by region Measures for career success Items indicating a need for hierarchical power in total West Europe Positive Impact on Society Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

42 Figure (p. ) Entrepreneurial activities GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

43 Figure by age Entrepreneurial activities Up to years - years - years - years - years Prefer not to answer No entrepreneurial activities planned Entrepreneurial activities planned n=. n= n= n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

44 Figure by gender Entrepreneurial activities Male Female Prefer not to answer No entrepreneurial activities planned Entrepreneurial activities planned n=. n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

45 Figure by region Entrepreneurial activities West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America Prefer not to answer No entrepreneurial activities planned Entrepreneurial activities planned n=. n= n= n= n= n= n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

46 Figure (p. ) Sectors preferred for working in GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

47 Figure by age Sectors preferred for working in Up to years - years - years - years - years Consulting NGOs, political parties and membership organizations Education Financial (Banking & Insurance) Public Administration Sciencen Media & Entertainment IT (Software, Hardware, Service) Law & Justice n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

48 Figure by gender Sectors preferred for working in Male Female Consulting NGOs, political parties and membership organizations Education Financial (Banking & Insurance) Public Administration Sciencen Media & Entertainment IT (Software, Hardware, Service) Law & Justice n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

49 Figure by region Sectors preferred for working in West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America Consulting NGOs, political parties and membership organizations Education Financial (Banking & Insurance) Public Administration Sciencen Media & Entertainment IT (Software, Hardware, Service) Law & Justice n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

50 Figure (p. ) Choosing a company to work for GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

51 Figure by age Choosing a company to work for Up to years - years - years - years - years The opportunity to pursue challenging projects Salary level Work-life balance Social impact Career prospects Interesting and varied workn Training and learning opportunities Values you share International focus Vibrant and entrepreneurial company culture Autonomy and personal responsibility Location (live in a desirable area) Opportunity to travel on business Executive functions and leadership Flexible working hours Interacting with others Social status of the job role Security of employment Quality of direct manager/supervisor Company image Corporate Social Responsibility program Direct colleagues Stable and predictable company culture Long company tradition Fringe benefits (e.g. company car) Company pension scheme Other Don t know/ Prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

52 Figure by gender Choosing a company to work for Male Female The opportunity to pursue challenging projects Salary level Work-life balance Social impact Career prospects Interesting and varied workn Training and learning opportunities Values you share International focus Vibrant and entrepreneurial company culture Autonomy and personal responsibility Location (live in a desirable area) Opportunity to travel on business Executive functions and leadership Flexible working hours Interacting with others Social status of the job role Security of employment Quality of direct manager/supervisor Company image Corporate Social Responsibility program Direct colleagues Stable and predictable company culture Long company tradition Fringe benefits (e.g. company car) Company pension scheme Other Don t know/ Prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

53 Figure by region Choosing a company to work for West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America The opportunity to pursue challenging projects Salary level Work-life balance Social impact Career prospects Interesting and varied workn Training and learning opportunities Values you share International focus Vibrant and entrepreneurial company culture Autonomy and personal responsibility Location (live in a desirable area) Opportunity to travel on business Executive functions and leadership Flexible working hours Interacting with others Social status of the job role Security of employment Quality of direct manager/supervisor Company image Corporate Social Responsibility program Direct colleagues Stable and predictable company culture Long company tradition Fringe benefits (e.g. company car) Company pension scheme Other Don t know/ Prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

54 Figure (p. ) Myth : Companies without shared values GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

55 Figure by age Myth : Companies without shared values It would be nice if my company has values I share, but its not a big issue. I would not work for a company whose values I don t share. n=. Up to years n= - years n= - years n= - years n= - years n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

56 Figure by gender Myth : Companies without shared values It would be nice if my company has values I share, but its not a big issue. I would not work for a company whose values I don t share. n=. Male n= Female n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

57 Figure by region Myth : Companies without shared values It would be nice if my company has values I share, but its not a big issue. I would not work for a company whose values I don t share. n=. West Europe n= Southern Asia n= Southeastern Asia & Ocenia n= Eastern Asia n= East Europe & Central Asia n= Africa & Middle East n= Latin America n= North America n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

58 Figure (p. ) Myth : Work-life-balance Myth : Flexible working hours GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

59 Figure by age Myth : Work-life-balance I would like to balance stressful demands of work or study with appropriate spare time (work-life-balance). I don t see work and life as separate concepts. I m in contact with or even meet my friends while I work and I have ideas or even get things done for my job in my spare time. n=. Up to years n= - years n= - years n= - years n= - years n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

60 Figure by gender Myth : Work-life-balance I would like to balance stressful demands of work or study with appropriate spare time (work-life-balance). I don t see work and life as separate concepts. I m in contact with or even meet my friends while I work and I have ideas or even get things done for my job in my spare time. n=. Male n= Female n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

61 Figure by region Myth : Work-life-balance I would like to balance stressful demands of work or study with appropriate spare time (work-life-balance). I don t see work and life as separate concepts. I m in contact with or even meet my friends while I work and I have ideas or even get things done for my job in my spare time. n=. West Europe n= Southern Asia n= Southeastern Asia & Ocenia n= Eastern Asia n= East Europe & Central Asia n= Africa & Middle East n= Latin America n= North America n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

62 Figure by age Myth : Flexible working hours I prefer fixed working hours, e. g. between : am and : pm. I prefer working whenever I have an idea. This could be at : am. In exchange I will take some free time during the day. n=. Up to years n= - years n= - years n= - years n= - years n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

63 Figure by gender Myth : Flexible working hours I prefer fixed working hours, e. g. between : am and : pm. I prefer working whenever I have an idea. This could be at : am. In exchange I will take some free time during the day. n=. Male n= Female n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

64 Figure by region Myth : Flexible working hours I prefer fixed working hours, e. g. between : am and : pm. I prefer working whenever I have an idea. This could be at : am. In exchange I will take some free time during the day. n=. West Europe n= Southern Asia n= Southeastern Asia & Ocenia n= Eastern Asia n= East Europe & Central Asia n= Africa & Middle East n= Latin America n= North America n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

65 Figure (p. ) Myth : Bold-visioned start-ups vs. established companies GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

66 Figure by age Myth : Bold-visioned start-ups vs. Established companies I prefer working for a large, established company with a proud tradition. I prefer working for a small start-up company with a bold vision. n=. Up to years n= - years n= - years n= - years n= - years n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

67 Figure by gender Myth : Bold-visioned start-ups vs. Established companies I prefer working for a large, established company with a proud tradition. I prefer working for a small start-up company with a bold vision. n=. Male n= Female n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

68 Figure by region Myth : Bold-visioned start-ups vs. Established companies I prefer working for a large, established company with a proud tradition. I prefer working for a small start-up company with a bold vision. n=. West Europe n= Southern Asia n= Southeastern Asia & Ocenia n= Eastern Asia n= East Europe & Central Asia n= Africa & Middle East n= Latin America n= North America n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

69 Figure (p. ) Myth : Hierarchy is an outdated concept GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

70 Figure by age Myth : Hierarchy is an outdated concept A project always needs a designated leader who is responsible for its progress and can take decisions. Whether a leader is needed depends on the project. A project with highly skilled team members does not need a leader, they can organize themselves. n=. Up to years n= - years n= - years n= - years n= - years n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

71 Figure by gender Myth : Hierarchy is an outdated concept A project always needs a designated leader who is responsible for its progress and can take decisions. Whether a leader is needed depends on the project. A project with highly skilled team members does not need a leader, they can organize themselves. n=. Male n= Female n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

72 Figure by region Myth : Hierarchy is an outdated concept A project always needs a designated leader who is responsible for its progress and can take decisions. Whether a leader is needed depends on the project. A project with highly skilled team members does not need a leader, they can organize themselves. n=. West Europe n= Southern Asia n= Southeastern Asia & Ocenia n= Eastern Asia n= East Europe & Central Asia n= Africa & Middle East n= Latin America n= North America n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

73 Figure (p. ) Preferred degree of initiative of employees GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

74 Figure by age Preferred degree of initative of employees Up to years - years - years - years - years... take action on his/her own, and routinely report.... take action on his/her own, but advise you at once. recommend a course of action to you, then take the resulting action if you approve... ask you what to do.... wait until you tell them what to do. Don tknow/prefer not to answer n=. n= n= n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

75 Figure by gender Preferred degree of initative of employees Male Female... take action on his/her own, and routinely report.... take action on his/her own, but advise you at once. recommend a course of action to you, then take the resulting action if you approve... ask you what to do.... wait until you tell them what to do. Don tknow/prefer not to answer n=. n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

76 Figure by region Preferred degree of initative of employees West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America... take action on his/her own, and routinely report.... take action on his/her own, but advise you at once. recommend a course of action to you, then take the resulting action if you approve... ask you what to do.... wait until you tell them what to do. Don tknow/prefer not to answer n=. n= n= n= n= n= n= n= n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

77 Figure (p. ) Myth : Ongoing information exchange vs. regular meetings GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

78 Figure by age Myth : Ongoing information exchange vs. regular meetings A project team should meet at regular intervals to make sure everybody is informed about the projects progress. A project team should be in an ongoing process of information exchange. Members should meet spontaneously whenever necessary. n=. Up to years n= - years n= - years n= - years n= - years n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

79 Figure by gender Myth : Ongoing information exchange vs. regular meetings A project team should meet at regular intervals to make sure everybody is informed about the projects progress. A project team should be in an ongoing process of information exchange. Members should meet spontaneously whenever necessary. n=. Male n= Female n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

80 Figure by region Myth : Ongoing information exchange vs. regular meetings A project team should meet at regular intervals to make sure everybody is informed about the projects progress. A project team should be in an ongoing process of information exchange. Members should meet spontaneously whenever necessary. n=. West Europe n= Southern Asia n= Southeastern Asia & Ocenia n= Eastern Asia n= East Europe & Central Asia n= Africa & Middle East n= Latin America n= North America n= n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

81 Figure (p. ) Myth : Passion vs. experience GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

82 Figure by age Myth : Passion vs. experience Up to years - years - years - years - years Passion for the idea / vision of the project Previous experience with project work Previous experience in the industry Graduated from a top university with good grades Don t know / Prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

83 Figure by gender Myth : Passion vs. experience Male Female Passion for the idea / vision of the project Previous experience with project work Previous experience in the industry Graduated from a top university with good grades Don t know / Prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

84 Figure by region Myth : Passion vs. experience West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America Passion for the idea / vision of the project Previous experience with project work Previous experience in the industry Graduated from a top university with good grades Don t know / Prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

85 Figure (p. ) Characteristics and behaviors of outstanding leaders GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

86 Figure by age Characteristics and behaviors of outstanding leaders Up to years - years - years - years - years Charismatic/Value Based Team-Oriented Participative Humane-Oriented Autonomous Self-Protective Other characteristics Don tknow/prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

87 Figure by gender Characteristics and behaviors of outstanding leaders Male Female Charismatic/Value Based Team-Oriented Participative Humane-Oriented Autonomous Self-Protective Other characteristics Don tknow/prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

88 Figure by region Characteristics and behaviors of outstanding leaders West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America Charismatic/Value Based Team-Oriented Participative Humane-Oriented Autonomous Self-Protective Other characteristics Don tknow/prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

89 Figure (p. ) How to be an ideal leader in the eyes of the Leaders of Tomorrow GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

90 Figure by age How to be an ideal leader in the eyes of the Leaders of Tomorrow Up to years - years - years - years - years Inspirational Visionary Team Integrator Benevolent Decisive Integrity Other: Empathy Democratic Other: Expertise/Experience Modesty n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

91 Figure by gender How to be an ideal leader in the eyes of the Leaders of Tomorrow Male Female Inspirational Visionary Team Integrator Benevolent Decisive Integrity Other: Empathy Democratic Other: Expertise/Experience Modesty n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

92 Figure by region How to be an ideal leader in the eyes of the Leaders of Tomorrow West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America Inspirational Visionary Team Integrator Benevolent Decisive Integrity Other: Empathy Democratic Other: Expertise/Experience Modesty n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

93 Figure (p. ) Top mistakes of current generation of leaders GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

94 Figure by age Top mistakes of current generation of Leaders Up to years - years - years - years - years Small-minded: not open for new ideas, technologies, change in general, not innovative Egotistical: conceited, convinced of own abilities, arrogant and believing they are always right Overestimation of seniority, ignoring the younger generation Lack of ethics Not showing empathy for people/ employees, unable or unwilling to listen properly Self-interested pursues own best interests first Fail to communicate or withholding Important information Autocratic/dictatorial: makes decisions in dictatorial way,forces her/his values and opinions on others, doesn t consult the team for decisions Dishonest: fraudulent, insincere Going for the quick fix over the lasting solution n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

95 Figure by gender Top mistakes of current generation of Leaders Male Female Small-minded: not open for new ideas, technologies, change in general, not innovative Egotistical: conceited, convinced of own abilities, arrogant and believing they are always right Overestimation of seniority, ignoring the younger generation Lack of ethics Not showing empathy for people/ employees, unable or unwilling to listen properly Self-interested pursues own best interests first Fail to communicate or withholding Important information Autocratic/dictatorial: makes decisions in dictatorial way,forces her/his values and opinions on others, doesn t consult the team for decisions Dishonest: fraudulent, insincere Going for the quick fix over the lasting solution n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

96 Figure by region Top mistakes of current generation of Leaders West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America Small-minded: not open for new ideas, technologies, change in general, not innovative Egotistical: conceited, convinced of own abilities, arrogant and believing they are always right Overestimation of seniority, ignoring the younger generation Lack of ethics Not showing empathy for people/ employees, unable or unwilling to listen properly Self-interested pursues own best interests first Fail to communicate or withholding Important information Autocratic/dictatorial: makes decisions in dictatorial way,forces her/his values and opinions on others, doesn t consult the team for decisions Dishonest: fraudulent, insincere Going for the quick fix over the lasting solution n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

97 Figure (p. ) most urgent challenges in country of residence GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

98 Figure by age most urgent challenges in country of residence Up to years - years - years - years - years Education policy Economic stability/ upturn Politics/ Government Environmental protection Corruption Poverty Unemployment in general Immigration/ Integration Family policy Price/ purchasing power development n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

99 Figure by gender most urgent challenges in country of residence Male Female Education policy Economic stability/ upturn Politics/ Government Environmental protection Corruption Poverty Unemployment in general Immigration/ Integration Family policy Price/ purchasing power development n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

100 Figure by region most urgent challenges in country of residence West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America Education policy Economic stability/ upturn Politics/ Government Environmental protection Corruption Poverty Unemployment in general Immigration/ Integration Family policy Price/ purchasing power development n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

101 Figure (p. ) Personal qualities considered as important in life GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

102 Figure by age Personal qualities considered as important in life (Leaders of Tomorrow self-assessment) Up to years - years - years - years - years Tolerance and respect for other people Feeling of responsibility Determination, perseverance Independence Imagination Hard work Unselfishness (generosity) Self-expression Thrift, saving money and things Religious faith Obedience Don tknow/prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

103 Figure by gender Personal qualities considered as important in life (Leaders of Tomorrow self-assessment) Male Female Tolerance and respect for other people Feeling of responsibility Determination, perseverance Independence Imagination Hard work Unselfishness (generosity) Self-expression Thrift, saving money and things Religious faith Obedience Don tknow/prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

104 Figure by region Personal qualities considered as important in life (Leaders of Tomorrow self-assessment) West Europe Southern Asia Southeastern Asia & Ocenia Eastern Asia East Europe & Central Asia Africa & Middle East Latin America North America Tolerance and respect for other people Feeling of responsibility Determination, perseverance Independence Imagination Hard work Unselfishness (generosity) Self-expression Thrift, saving money and things Religious faith Obedience Don tknow/prefer not to answer n=; "Leaders of Tomorrow - Wave "; Numbers are percentages. GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

105 AGENDA. Introduction and Study Method p.. Figures in Report by Age, Gender, Region. Contact GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package

106 Contacts for the Global Perspectives Barometer Dr. Andreas Neus Head of University Cooperation Tel.: + andreas.neus@gfk-verein.org Dr. Johannes Berchtold Chief Operating Officer Tel.: + johannes.berchtold@symposium.org Dr. Fabian Buder Project Manager University Cooperation Tel.: + fabian.buder@gfk-verein.org Rolf Bachmann Head Leaders of Tomorrow Tel.: + rolf.bachmann@symposium.org Sandra Lades Head of PR & Communication Tel.: + sandra.lades@gfk-verein.org Annique Drechsle Project Manager Leaders of Tomorrow Tel.: + annique.drechsle@symposium.org GfK Verein & St. Gallen Symposium /// Global Perspectives Barometer - Voices of the Leaders of Tomorrow /// Participants Package