1 00:00:09,200 --> 00:00:12,300 Welcome to the IPM podcast. Opium is a childhood body for 2 00:00:12,300 --> 00:00:15,300 the project profession. My name is Emma divita and I'm 3 00:00:15,300 --> 00:00:18,900 the editor of project apm's quarterly journal and your host. 4 00:00:19,300 --> 00:00:21,700 Today, we're speaking to through the professions Bright Young, 5 00:00:21,700 --> 00:00:25,200 things who care, deeply about sustainability, tan cover, what 6 00:00:25,200 --> 00:00:28,500 are the younger Generations? Biggest concerns expectations 7 00:00:28,500 --> 00:00:29,800 and hopes? What? 8 00:00:30,000 --> 00:00:32,600 Do they want to older generations, to understand about 9 00:00:32,600 --> 00:00:34,400 them? What is it about the project 10 00:00:34,400 --> 00:00:37,600 profession that motivates them so deeply and what can we learn 11 00:00:37,600 --> 00:00:39,400 from them about new ways of working? 12 00:00:40,000 --> 00:00:42,500 So, the three talented people I have with me today are some of 13 00:00:42,500 --> 00:00:45,400 those I met at the cover, shoot for projects, Autumn issue. 14 00:00:45,400 --> 00:00:48,400 When we featured, nine young people who are going places to 15 00:00:48,400 --> 00:00:51,700 spill the beans on what makes our generation tick as a 16 00:00:51,700 --> 00:00:54,000 Generation X. ER, I was really impressed with 17 00:00:54,000 --> 00:00:57,500 our sense of agency and enthusiasm, listen on to hear 18 00:00:57,500 --> 00:00:59,800 how they feel, they are very much part of the solution. 19 00:01:00,000 --> 00:01:02,700 Many of the problems we face in the environment society and 20 00:01:02,700 --> 00:01:05,600 business today, you can't afford to not listen to them. 21 00:01:14,800 --> 00:01:19,300 Thanks for joining us today. Why don't you tell us a bit 22 00:01:19,300 --> 00:01:22,000 about yourselves? If we start with you, Stacey. 23 00:01:22,500 --> 00:01:24,100 Hi. I'm Stacy Bishop. 24 00:01:24,100 --> 00:01:28,300 I'm 26 years old, and I'm an international integration 25 00:01:28,300 --> 00:01:30,800 project manager for SSE Renewables. 26 00:01:31,300 --> 00:01:34,700 What does your job role? Encompass, what projects are you 27 00:01:34,700 --> 00:01:38,000 working on right now? So I span across a few different 28 00:01:38,000 --> 00:01:40,700 projects, all of which are international. 29 00:01:41,000 --> 00:01:44,200 But my main focus is to look at policies and procedures. 30 00:01:44,600 --> 00:01:48,400 The all currently based in the UK and figure out how we can 31 00:01:48,400 --> 00:01:51,500 make them applicable in country. So that could be Japan, 32 00:01:51,800 --> 00:01:55,400 Netherlands. The u.s. multiple different 33 00:01:55,400 --> 00:01:58,600 areas but that's my main focus. Okay. 34 00:01:58,600 --> 00:02:01,200 Thanks and Ashland. Tell us about yourself. 35 00:02:01,700 --> 00:02:05,800 Hi, I'm Ashley and I didn't. I'm 26 years old and I'm a 36 00:02:05,800 --> 00:02:08,900 project manager with talent and send in London, okay? 37 00:02:08,900 --> 00:02:11,400 Any particular projects you're working on at the moment. 38 00:02:12,400 --> 00:02:14,500 Yep. Currently working with Essex and 39 00:02:14,500 --> 00:02:17,900 Suffolk water. So doing a kind of range, I'm an 40 00:02:19,100 --> 00:02:22,000 engineering and Construction contract p.m. 41 00:02:22,000 --> 00:02:25,000 Sunday, ccpm. So I work with them doing about 42 00:02:25,000 --> 00:02:27,900 13 different projects. A range of essential water 43 00:02:27,900 --> 00:02:32,200 infrastructure but also mainly on their ill, regs health 44 00:02:32,200 --> 00:02:35,500 program, which is a program to help increase the biodiversity 45 00:02:35,500 --> 00:02:38,900 net gain of rivers in Essex and Suffolk. 46 00:02:39,200 --> 00:02:41,300 Okay, thanks and James. Yeah. 47 00:02:41,300 --> 00:02:44,100 Hi. I'm changed the traco at my, 48 00:02:44,100 --> 00:02:46,800 background is in Renewable Energy, Engineering. 49 00:02:47,100 --> 00:02:49,900 So, that's what I did. My master's degree in and now, 50 00:02:49,900 --> 00:02:52,700 I'm an engineering project manager for a company called 51 00:02:52,700 --> 00:02:57,500 core energy, who leads hydrogen storage in Europe. 52 00:02:57,900 --> 00:03:03,300 I've been working for the last year, on a base funded project. 53 00:03:03,300 --> 00:03:05,900 That's the Department of Business energy and Industrial 54 00:03:05,900 --> 00:03:11,600 strategy on a new novel, green, hydrogen storage. 55 00:03:11,700 --> 00:03:15,100 Ecology and working with a Consortium to deliver that 56 00:03:15,600 --> 00:03:18,100 McKay's, thanks. I think the first thing I'd like 57 00:03:18,100 --> 00:03:22,600 to ask you all as kind of I'm going to say that your hive High 58 00:03:22,600 --> 00:03:26,800 Flyers in your 20s. I'm curious to find out what 59 00:03:26,800 --> 00:03:29,900 Drew you all to project management Ashton. 60 00:03:29,900 --> 00:03:31,900 What do you to project management? 61 00:03:33,000 --> 00:03:35,600 I think the first thing that you need to project management was 62 00:03:35,600 --> 00:03:39,000 just that, I always felt like a bit of an all-rounder, the whole 63 00:03:39,000 --> 00:03:41,600 way through school and especially in engineering, 64 00:03:41,800 --> 00:03:44,300 Degree. I picked a range of modules, you 65 00:03:44,308 --> 00:03:47,000 know, that might not have made sense for a specific discipline, 66 00:03:47,500 --> 00:03:50,700 but gave me a good overview of the whole process and things 67 00:03:50,700 --> 00:03:52,400 that I enjoyed. So, you know, might've done 68 00:03:52,600 --> 00:03:55,500 computer, aided design, and also, if they're move and, you 69 00:03:55,500 --> 00:03:58,600 know, these ones that maybe don't go together in the most 70 00:03:58,600 --> 00:04:02,100 coherent technical sense, but I just really like the overview of 71 00:04:02,400 --> 00:04:06,800 the whole process. So, I think, for those who, you 72 00:04:06,808 --> 00:04:10,700 know, all around us, who enjoy a bit of everything at school and 73 00:04:10,700 --> 00:04:13,100 at Uni, I really like project management. 74 00:04:13,300 --> 00:04:16,500 And I also think it's a really good blend of Technical and soft 75 00:04:16,500 --> 00:04:19,600 skills, so you get to look in on on the technical subjects, but 76 00:04:19,600 --> 00:04:23,100 you also get to be, you know, involved in team leadership and 77 00:04:23,100 --> 00:04:27,100 management which is also really. Yeah, feeling, I think What 78 00:04:27,100 --> 00:04:30,900 appeals to younger people about project management because I'm 79 00:04:31,500 --> 00:04:33,800 always impressed. I think of project managers as 80 00:04:33,800 --> 00:04:35,500 the people who actually get stuff done. 81 00:04:36,800 --> 00:04:40,900 It is that part of the appeal for you to actually see things 82 00:04:41,500 --> 00:04:45,100 happen because of, you know, past pot, your efforts on it. 83 00:04:46,000 --> 00:04:51,300 Yeah, I think the appeal to me is kind of seeing things from a 84 00:04:51,300 --> 00:04:54,800 bird's-eye view. I mean, there's subject matter 85 00:04:54,800 --> 00:04:58,700 Experts of Kind of every function that's in every world 86 00:04:58,700 --> 00:05:00,200 that alone. Just the kind of corporate world 87 00:05:00,200 --> 00:05:04,800 that I work it in but it's being able to see all of that at the 88 00:05:04,800 --> 00:05:07,500 same time and organize it in a way that you deliver what you 89 00:05:07,500 --> 00:05:11,100 need to deliver. I think for younger people today 90 00:05:11,900 --> 00:05:16,000 and actually a large part of what I enjoy so much as well, is 91 00:05:16,000 --> 00:05:19,000 the pretty much unlimited choice of industries that you can work 92 00:05:19,000 --> 00:05:22,200 in. So for example, I moved from the 93 00:05:22,207 --> 00:05:24,600 defense industry to the Renewables interest industry 94 00:05:24,600 --> 00:05:25,700 which is something that I'm really passionate. 95 00:05:25,900 --> 00:05:28,100 About. But the possibilities are 96 00:05:28,100 --> 00:05:31,400 absolutely endless. Whether you want to work in food 97 00:05:31,400 --> 00:05:34,700 or fashion or engineering or construction. 98 00:05:34,700 --> 00:05:38,300 There's so many options that you don't actually have to choose 99 00:05:38,400 --> 00:05:40,300 until you choose, if that makes sense. 100 00:05:41,000 --> 00:05:44,000 So you really can move around and just keep learning, which is 101 00:05:44,000 --> 00:05:46,900 really appealing. How about you James? 102 00:05:46,900 --> 00:05:48,900 What do you to project management? 103 00:05:50,300 --> 00:05:53,000 It is, I think it's I'm learning that there's quite a similar 104 00:05:53,000 --> 00:05:56,200 story here between between us young project managers. 105 00:05:56,700 --> 00:06:01,300 I always found that, you know, through gcses and you have to 106 00:06:01,300 --> 00:06:05,300 make decisions quite quite early on in life, as where you want 107 00:06:05,300 --> 00:06:10,200 to, where you want to go into and that really Narrows your 108 00:06:10,200 --> 00:06:12,900 sort of your horizon of where you want your career to end up. 109 00:06:13,300 --> 00:06:16,200 And I found just keeping my options as wide open as I 110 00:06:16,200 --> 00:06:19,300 possibly could was what brought me most satisfaction in 111 00:06:19,300 --> 00:06:21,500 learning. And then again, as Ashton was 112 00:06:21,500 --> 00:06:26,100 saying at University, I found that I just wanted to do 113 00:06:26,100 --> 00:06:27,500 everything. I want to learn as much as I 114 00:06:27,508 --> 00:06:31,800 could and have oversight of things and group projects are 115 00:06:31,800 --> 00:06:36,900 always most exciting for me. You'll kind of around the age of 116 00:06:36,900 --> 00:06:40,700 25 26. So you're actually I think 117 00:06:40,700 --> 00:06:46,400 you're the very tail end of the millennial generation perhaps 118 00:06:46,400 --> 00:06:50,400 even bordering on Jen said, so I have quite a big question to ask 119 00:06:50,400 --> 00:06:53,700 if you which because because there's been a lot written about 120 00:06:53,700 --> 00:06:57,800 generation said, and younger Millennials about what matters 121 00:06:57,800 --> 00:07:02,300 most you in your career. So it's a huge question but it'd 122 00:07:02,300 --> 00:07:06,000 be great to have some insight into what Oops, each of you 123 00:07:06,000 --> 00:07:12,700 thinks is the most important for you personally, Min, what you 124 00:07:12,700 --> 00:07:16,600 get from your career? Is there any one of you brave 125 00:07:16,600 --> 00:07:20,300 enough to start on this? I can have a go. 126 00:07:21,700 --> 00:07:26,000 So for me, I think and how I align myself in my personality 127 00:07:26,000 --> 00:07:29,800 and also my career, what I initially start thinking that a 128 00:07:29,800 --> 00:07:32,900 career as a project as well, which is probably very 129 00:07:33,200 --> 00:07:34,600 quintessential project management. 130 00:07:36,100 --> 00:07:41,900 But so, I just want to make the largest net positive impact on 131 00:07:41,900 --> 00:07:47,400 on lives, bit human or animal, and, and the environment as 132 00:07:47,400 --> 00:07:49,900 possible. But while maintaining my own 133 00:07:50,200 --> 00:07:55,300 well, being mentally and physically as so you can, you 134 00:07:55,300 --> 00:07:59,200 can push it a little bit too far and focus too much, but you have 135 00:07:59,200 --> 00:08:03,500 to do something that will enable you to keep going on your 136 00:08:03,500 --> 00:08:08,800 mission. Yeah, Funk fundamentally for me, 137 00:08:09,300 --> 00:08:12,500 that's kind of the meaning of life, and what? 138 00:08:12,500 --> 00:08:18,300 Just speaks to me as a person. So, and then there's also, you 139 00:08:18,300 --> 00:08:22,000 know, getting myself into the position where I can make the, 140 00:08:22,000 --> 00:08:25,100 the largest impact that I can do in a, in a positive way. 141 00:08:26,400 --> 00:08:32,000 So that will include responsibility having, you know, 142 00:08:32,000 --> 00:08:36,100 learning along the way, making good networks with people and 143 00:08:36,299 --> 00:08:38,100 That in my career is about people as well. 144 00:08:38,100 --> 00:08:41,799 I just love interacting with people, you know, and trying to 145 00:08:41,799 --> 00:08:46,200 use, you know, talking to people finding out the personalities. 146 00:08:46,200 --> 00:08:50,400 What people are good at is just, it's brings a lot of color and 147 00:08:50,400 --> 00:08:53,500 to working. And also just challenge is very 148 00:08:53,500 --> 00:08:56,400 important as well. So finding the right mix of 149 00:08:56,400 --> 00:09:01,700 security and chaos. Chaos being not, you do not 150 00:09:01,700 --> 00:09:05,400 papers flying everywhere. But, you know, having having 151 00:09:05,400 --> 00:09:09,400 change JH at a good at a good rate while maintaining a level 152 00:09:09,400 --> 00:09:12,800 of security. I think is important for change 153 00:09:12,800 --> 00:09:16,800 to happen in the first place. So you feel very much connected 154 00:09:16,800 --> 00:09:20,400 to the larger issues of our days. 155 00:09:20,400 --> 00:09:23,600 Because obviously obviously climate sustainability is 156 00:09:23,600 --> 00:09:29,200 massive, is that something that is cool to you finding 157 00:09:29,200 --> 00:09:32,600 satisfaction from your work? Yeah. 158 00:09:32,700 --> 00:09:35,700 Yeah. 100%. I think, you know, there are 159 00:09:35,800 --> 00:09:40,000 there Pillars of personality and pillars of happiness. 160 00:09:40,600 --> 00:09:44,800 And one of those pillars of happiness is to to feel like 161 00:09:44,800 --> 00:09:49,300 you're, you know, you've got a name and you have purpose and 162 00:09:49,300 --> 00:09:54,100 that you can make a difference and based on your own morals and 163 00:09:54,100 --> 00:09:56,600 ethics, what a mind being sustainability and the 164 00:09:56,600 --> 00:10:01,500 environment and the planet, and all of those that live there is 165 00:10:01,500 --> 00:10:06,000 to assume prove that. So for me, you know, quite a 166 00:10:06,008 --> 00:10:09,900 dilemma Choice of going into renewable energy and being an 167 00:10:09,900 --> 00:10:12,200 engineer and then becoming a project manager in order. 168 00:10:12,600 --> 00:10:15,600 In order to make that, to make that change happen. 169 00:10:17,000 --> 00:10:18,500 Okay. Do you feel that you have a 170 00:10:18,508 --> 00:10:21,000 sense of agency? Because there's a lot of 171 00:10:21,000 --> 00:10:25,200 pessimism monks older generations, and the sense of 172 00:10:25,200 --> 00:10:29,000 responsibility that work are kind of passing down to those 173 00:10:29,000 --> 00:10:30,500 who have to help. Find a solution. 174 00:10:30,500 --> 00:10:33,100 Do you feel optimistic? Do you feel empowered? 175 00:10:33,600 --> 00:10:38,400 Do you feel listened to In there are some ways you can feel 176 00:10:38,400 --> 00:10:43,100 listened to, I suppose there's I don't I don't have a seat at the 177 00:10:43,100 --> 00:10:47,700 Prime Minister table, but in my in my own company I think you 178 00:10:47,700 --> 00:10:52,100 can after a while you can command a certain respect and 179 00:10:52,500 --> 00:10:57,800 and therefore your listen to. So, I think in the work that I 180 00:10:57,800 --> 00:11:04,000 do, I can if I believe that there's a positive net gain from 181 00:11:04,000 --> 00:11:07,200 a certain decision. Then I feel like I I can make 182 00:11:07,200 --> 00:11:10,300 that decision and happily justify it to the people that I 183 00:11:10,308 --> 00:11:13,200 need to justify it to. And that I will be listened to 184 00:11:13,200 --> 00:11:16,000 and that they have a certain level of trust that I've managed 185 00:11:16,000 --> 00:11:19,000 to build up. But I mean, that's always a 186 00:11:19,008 --> 00:11:23,000 challenge and joining a new workplace in having to prove 187 00:11:23,000 --> 00:11:24,900 yourself enough that they'll listen to you. 188 00:11:24,900 --> 00:11:28,200 And that comes with a certain amount of confidence and 189 00:11:28,200 --> 00:11:31,700 everybody has imposter syndrome. And that's just something that 190 00:11:31,800 --> 00:11:35,000 you have to work through and know in yourself that you have 191 00:11:35,000 --> 00:11:37,500 the ability to make changes. Change in that decisions that 192 00:11:37,500 --> 00:11:40,700 you make will be well-founded based on your own, you know, 193 00:11:40,700 --> 00:11:44,700 principles and expertise. And you mentioned happiness, and 194 00:11:44,700 --> 00:11:47,700 well-being as well. So they're, they're, they're 195 00:11:47,700 --> 00:11:50,800 kind of things are important to you as well. 196 00:11:51,600 --> 00:11:54,600 Absolutely. Yeah, I really try to combine 197 00:11:54,600 --> 00:11:56,900 both my professional life and my personal life. 198 00:11:57,000 --> 00:12:01,200 I don't want there to be a difference between them really 199 00:12:01,900 --> 00:12:06,100 in that sort of, you know, I need to keep myself. 200 00:12:06,100 --> 00:12:11,800 You know, well-maintained, mentally and physically and also 201 00:12:11,800 --> 00:12:14,900 I like to, you know, put in the same effort as I do into my 202 00:12:14,900 --> 00:12:16,300 projects and the other things that I care about. 203 00:12:16,300 --> 00:12:22,600 So, you know, I do, I do lots of psychological research, you 204 00:12:22,600 --> 00:12:25,500 know, on on what can make me function in the best possible 205 00:12:25,500 --> 00:12:29,900 way. So, you know, optimal morning 206 00:12:29,900 --> 00:12:35,100 routines levels of dopamine cortisol, adrenaline, and that 207 00:12:35,100 --> 00:12:39,400 I'd like to focus on On. So I can keep myself operating 208 00:12:39,800 --> 00:12:44,800 because if I if I'm you know low or I'm not doing things right, 209 00:12:44,800 --> 00:12:50,700 you know physiologically and you know neurologically then I'm not 210 00:12:50,700 --> 00:12:53,300 going to function well as a project manager and just just in 211 00:12:53,300 --> 00:12:55,400 my general life and with my friends, I just want to be 212 00:12:55,700 --> 00:12:57,900 present and effective in everything. 213 00:12:57,900 --> 00:13:01,300 And a large part of that is acknowledging, that mental 214 00:13:01,300 --> 00:13:03,400 health is important and physical. 215 00:13:03,400 --> 00:13:06,400 Health is important. What, what do you think of 216 00:13:06,400 --> 00:13:09,100 work-life balance? Is that a term that you think of 217 00:13:09,100 --> 00:13:13,800 as it gone beyond that? Yeah. 218 00:13:13,800 --> 00:13:17,500 Work-life balance. I think work should almost be a 219 00:13:17,508 --> 00:13:22,400 lifestyle that you're living rather than, you know, work 220 00:13:22,500 --> 00:13:25,200 versus versus life. I think they should. 221 00:13:25,400 --> 00:13:29,100 I mean, if you have the ability to to make them one in the same, 222 00:13:29,100 --> 00:13:33,600 as I sort of mentioned, yeah, it's really important and I 223 00:13:33,608 --> 00:13:36,400 think I think people are becoming more, you know, and 224 00:13:36,400 --> 00:13:41,900 companies are becoming more aware of that as well, you know, 225 00:13:41,900 --> 00:13:45,800 in Powering empowering the person to, you know, they get 226 00:13:45,800 --> 00:13:48,700 home from work and they feel like they've really contributed 227 00:13:48,700 --> 00:13:52,500 or they've been listened to. And that's, that's just so 228 00:13:52,500 --> 00:13:56,000 important for morale. And so important for your own 229 00:13:56,800 --> 00:14:01,300 the employees Hannity. We just, you know, if you're if 230 00:14:01,300 --> 00:14:04,600 you're in a renewable field or a field that's looking to better 231 00:14:04,600 --> 00:14:07,700 things. Then you know, a large focus 232 00:14:07,700 --> 00:14:10,400 should be on the people as well. The people that you interact 233 00:14:10,400 --> 00:14:14,400 with and the people that work for you, That should be you know 234 00:14:14,400 --> 00:14:17,100 if your if your moral compass is pointing in the right direction 235 00:14:17,100 --> 00:14:19,800 and that should always be something that you're looking 236 00:14:19,800 --> 00:14:22,100 into just the well-being of your employees. 237 00:14:23,100 --> 00:14:23,900 Okay? Great. 238 00:14:23,900 --> 00:14:25,800 Thank you. I'm Stacey. 239 00:14:26,200 --> 00:14:29,900 Is that does anything what James has said resonate with you mean 240 00:14:29,900 --> 00:14:32,500 what matters most you to you in your career? 241 00:14:34,500 --> 00:14:38,200 To me, what matters? Most of my career is a sense of 242 00:14:38,200 --> 00:14:41,600 purpose. I agree with James in the fact 243 00:14:41,600 --> 00:14:44,500 that you need to be passionate about something to be able to be 244 00:14:44,500 --> 00:14:48,900 effective and deliver on that and working in the Renewables 245 00:14:48,900 --> 00:14:52,500 industry, I do feel like my contributions, making a 246 00:14:52,508 --> 00:14:56,500 difference and no matter how big or small and without that I do 247 00:14:56,500 --> 00:14:58,700 find out lose motivation relatively quickly. 248 00:15:00,500 --> 00:15:05,700 I think there's almost a stigma among Just many generations of 249 00:15:05,800 --> 00:15:08,700 not talking about money and salary, and that it almost 250 00:15:08,700 --> 00:15:12,200 doesn't matter, and I disagree with that. 251 00:15:12,200 --> 00:15:15,700 I think it really does matter especially in our current 252 00:15:15,700 --> 00:15:20,800 economic situation and project management is a well-paid career 253 00:15:20,800 --> 00:15:24,200 and I think people should know that to be honest for me as long 254 00:15:24,200 --> 00:15:28,000 as I am enough to maintain my lifestyle then I'm happy, I'm 255 00:15:28,000 --> 00:15:30,900 not going to chase something. I don't need but I think it's 256 00:15:30,900 --> 00:15:32,800 good to acknowledge and let others know that. 257 00:15:33,400 --> 00:15:38,100 Is well-paid career, and there is job security, which is very 258 00:15:38,100 --> 00:15:42,700 important at the moment. I think on James is point with 259 00:15:42,700 --> 00:15:44,400 work-life balance, I do disagree. 260 00:15:45,300 --> 00:15:48,200 I keep my work life and personal life, very separate. 261 00:15:48,400 --> 00:15:51,400 And for me, that works, I work from home. 262 00:15:51,500 --> 00:15:55,700 I constantly work from home. So my office is in my loft, um, 263 00:15:55,700 --> 00:15:58,700 and everything below the loft is nothing to do with work. 264 00:16:00,000 --> 00:16:02,000 I am a different person inside and out of work. 265 00:16:02,000 --> 00:16:05,700 And I think that, that's Okay, as long as you can manage that 266 00:16:06,900 --> 00:16:10,300 my morals Etc. Obviously are the same. 267 00:16:11,000 --> 00:16:15,500 My belief system is still the same but the way that I act at 268 00:16:15,500 --> 00:16:17,800 work and the way I acted my personal life is completely 269 00:16:17,800 --> 00:16:23,100 separate and I think that does work and do you feel listened to 270 00:16:23,100 --> 00:16:24,500 do? You feel that you've got sense 271 00:16:24,500 --> 00:16:28,200 of agency about? I mean, you've picked you worked 272 00:16:28,200 --> 00:16:30,700 in defense, you've moved over to Renewables, you'll see care, 273 00:16:30,700 --> 00:16:35,000 deeply about the Environment or bigger issues. 274 00:16:35,000 --> 00:16:37,800 But do you feel as though you are being listened to and that 275 00:16:37,800 --> 00:16:39,700 you can make a change for the better? 276 00:16:41,500 --> 00:16:44,400 Yeah, I think there's a difference in being listened to 277 00:16:44,400 --> 00:16:48,200 as a generation and being listened to as a person as a 278 00:16:48,200 --> 00:16:52,000 person. I think I am Listen to I've 279 00:16:52,900 --> 00:16:55,000 built up confidence in my ability. 280 00:16:55,600 --> 00:16:59,900 In the workspace that says, I know what I'm doing and 281 00:16:59,900 --> 00:17:04,400 therefore, there's a trust within me and my team that I 282 00:17:04,400 --> 00:17:07,099 know I'm talking about and I can deliver on what I'm telling them 283 00:17:07,099 --> 00:17:11,599 that I can deliver. So, in that sense, I do feel My 284 00:17:11,599 --> 00:17:13,800 ideas are taken on board and we can work with them. 285 00:17:14,200 --> 00:17:16,099 Not all of them of course, but that's absolutely fine. 286 00:17:16,099 --> 00:17:20,000 That's never going to happen but we can work on them because 287 00:17:20,000 --> 00:17:22,700 chapter feedback Etc. And I think that really works as 288 00:17:22,700 --> 00:17:25,800 a generation. I think it's different in that 289 00:17:26,400 --> 00:17:29,700 there's different responses. One of the biggest issues for 290 00:17:29,700 --> 00:17:32,800 this generation. I'm actually part of gen Z but I 291 00:17:32,808 --> 00:17:38,400 like the year that it changed. So maybe a gen zhenya like that. 292 00:17:39,300 --> 00:17:43,800 But I think There's a difference in who's listening? 293 00:17:43,800 --> 00:17:46,900 I think there's a certain guilt for all the generations that 294 00:17:46,900 --> 00:17:49,500 this has been passed down to the younger generations. 295 00:17:49,900 --> 00:17:54,800 And I think there's also part of those older Generations that, 296 00:17:55,400 --> 00:17:59,000 you know, counsels kind of like the woke culture in inverted 297 00:17:59,300 --> 00:18:03,300 inverted commas. So I think there's a constant 298 00:18:03,300 --> 00:18:09,100 battle to make sure that we listen to and respected in that 299 00:18:09,400 --> 00:18:12,600 this generation. As you know, pursuing careers 300 00:18:12,600 --> 00:18:16,200 around the subject of kind of climate change and 301 00:18:16,200 --> 00:18:21,000 sustainability, and we do that research, we have that 302 00:18:21,000 --> 00:18:24,200 experience and we do know what we're talking about and kind of 303 00:18:24,200 --> 00:18:27,400 proving that and making ourselves hard is is a constant 304 00:18:27,400 --> 00:18:30,000 challenge, but I think it's worth it. 305 00:18:30,100 --> 00:18:34,200 If if we can convince a few people that it's real and that 306 00:18:34,200 --> 00:18:36,500 we can do something about it individually, I think it's 307 00:18:36,500 --> 00:18:39,900 definitely worth it. Do you feel is there ageism 308 00:18:39,900 --> 00:18:42,900 against younger people? Do you feel as though it's 309 00:18:42,900 --> 00:18:45,900 harder to be taken seriously, because you're younger. 310 00:18:47,900 --> 00:18:53,700 I've had experiences of both, I think there is a certain stigma 311 00:18:53,700 --> 00:18:56,300 around specifically. I didn't go to university. 312 00:18:56,300 --> 00:19:02,200 So I've been in the workforce since the age of 18 and at that 313 00:19:02,200 --> 00:19:06,100 age, yes, it's very hard to be taken seriously. 314 00:19:06,600 --> 00:19:10,700 Now, that I've kind of grown, I mean going to 26 but growing 315 00:19:10,700 --> 00:19:15,300 some fun and kind of work my way up and built that trust. 316 00:19:15,300 --> 00:19:17,400 It's easy. ER, to be heard and it's easier 317 00:19:17,400 --> 00:19:21,100 to be taken seriously and have those conversations, but I 318 00:19:21,100 --> 00:19:24,300 definitely think there's a stigma around younger people 319 00:19:25,200 --> 00:19:27,100 being assumed that they don't know what they're talking about. 320 00:19:27,100 --> 00:19:33,000 Were, in fact, a lot of the time we do, Okay, that's interesting. 321 00:19:34,000 --> 00:19:36,300 Ashton. What would you agree with 322 00:19:36,300 --> 00:19:38,100 anything today? So James has said we're in what 323 00:19:38,100 --> 00:19:39,700 matters most to you and your career. 324 00:19:41,800 --> 00:19:44,000 Yeah, no. I completely agree with Stacey 325 00:19:44,000 --> 00:19:47,200 and that, you know, purpose, super, super important. 326 00:19:47,200 --> 00:19:51,300 Like, you know, you have to enjoy what you do in order to, 327 00:19:52,200 --> 00:19:54,800 you know, put, you know, be the best the best employee you can 328 00:19:54,800 --> 00:19:56,500 be. I think what I really enjoy 329 00:19:56,500 --> 00:19:59,700 about project management is the sense of autonomy so much. 330 00:20:01,300 --> 00:20:03,300 You know, how much kind of responsibility you're given 331 00:20:03,300 --> 00:20:05,800 even, you know, as a graduate scheme that you're on The 332 00:20:05,800 --> 00:20:07,000 Graduate scheme that I was just on. 333 00:20:07,000 --> 00:20:11,200 There was a lot of autonomy which I really enjoyed but also 334 00:20:11,400 --> 00:20:13,300 Yeah, this continuous self-improvement. 335 00:20:13,300 --> 00:20:16,400 So the more experience you get, you know, more different 336 00:20:16,400 --> 00:20:18,200 projects. You can do the more you learn. 337 00:20:18,800 --> 00:20:24,500 And that's really important to me, you know, as for money like 338 00:20:24,500 --> 00:20:27,100 a course, of course, money is important to our generation, you 339 00:20:27,100 --> 00:20:29,800 know, we faced multiple financial crisis and our lives 340 00:20:29,800 --> 00:20:33,500 and pressed into the vents and all this kind of stuff and to 341 00:20:33,500 --> 00:20:36,600 continue to live and work. You know, money is important as 342 00:20:36,600 --> 00:20:41,100 a driving Factor, but I think, you know, we might not be yours. 343 00:20:41,300 --> 00:20:43,900 Successful as our parents as a result but I don't think that's 344 00:20:43,900 --> 00:20:47,100 a driving factor for me. I think it's just as long as I 345 00:20:47,100 --> 00:20:50,000 can continue to. Yeah, live and work. 346 00:20:50,000 --> 00:20:54,000 If I am, then that's fine. I think the thing that really 347 00:20:54,000 --> 00:20:57,600 matters to me is kind of the longevity of projects. 348 00:20:57,600 --> 00:21:00,200 I mean, I'm biased here. I work in infrastructure but you 349 00:21:00,200 --> 00:21:02,800 know, being able to walk past something and say, you know, I 350 00:21:02,800 --> 00:21:06,900 was a part of that, you know, being able to say, all that's on 351 00:21:06,900 --> 00:21:08,600 that. That's, you know, that's, that's 352 00:21:08,600 --> 00:21:13,300 really important to me. So, I think James said it best 353 00:21:13,300 --> 00:21:14,900 in times of Challenge and security. 354 00:21:14,900 --> 00:21:18,800 You want a good balance of, you know, being able to feel secure 355 00:21:18,800 --> 00:21:20,600 in a job. But also, yeah, continually 356 00:21:20,600 --> 00:21:25,400 self-improving and do you feel as though you, you have a sense 357 00:21:25,400 --> 00:21:29,100 of agency that you feel empowered and that your listen 358 00:21:29,100 --> 00:21:33,800 to when it comes to the kind of bigger issues of the faces right 359 00:21:33,800 --> 00:21:37,300 now? Yeah, I do I think, I think 360 00:21:37,300 --> 00:21:41,800 delivery PMS have a kind of a difficult, you know, Ridin that 361 00:21:41,800 --> 00:21:46,800 in terms of sustainability because, you know, you can only 362 00:21:46,800 --> 00:21:50,900 really put into place what the current structure stands there 363 00:21:51,800 --> 00:21:53,600 at the moment. So obviously, when it comes to a 364 00:21:53,600 --> 00:21:56,600 new funding cycle for your client, for example, or a new 365 00:21:56,600 --> 00:21:59,400 program set up, you can do quite a lot of work in terms of 366 00:21:59,700 --> 00:22:02,100 sustainability, governments for the delivery of that set of 367 00:22:02,100 --> 00:22:04,300 works. But actually when you're in the 368 00:22:04,300 --> 00:22:07,500 cycle in the funding cycle, delivering those projects, if 369 00:22:07,500 --> 00:22:11,800 those standards and specs and governance aren't sort of Down. 370 00:22:12,100 --> 00:22:14,700 It's quite hard to make a difference as a delivery p.m. 371 00:22:15,900 --> 00:22:20,100 So I think I think that the work that we can definitely do is 372 00:22:20,100 --> 00:22:23,200 delivery PM's is you know, advising our clients. 373 00:22:23,200 --> 00:22:26,700 When it comes to the new cycle, what we could do better and then 374 00:22:26,700 --> 00:22:29,500 when that you Cycles in place, you know when you've got for 375 00:22:29,500 --> 00:22:32,700 example, sustainable procurement targets to me when you've got 376 00:22:33,800 --> 00:22:37,400 you know, a kpi is that you're monitoring contact us to, you 377 00:22:37,400 --> 00:22:39,800 know, in terms of sustainable performance, making sure that we 378 00:22:39,800 --> 00:22:42,700 hit those to the Out of our ability as is definitely way 379 00:22:42,700 --> 00:22:44,200 that delivery PM's can make a difference. 380 00:22:44,200 --> 00:22:47,200 But I think I think there's an interesting thing in that, you 381 00:22:47,200 --> 00:22:49,700 know, people at top want to want to, listen to people who are 382 00:22:49,708 --> 00:22:52,800 passionate about stuff at this. But there's a limited function 383 00:22:52,800 --> 00:22:55,800 in which that happens. I also think sustainability is 384 00:22:55,800 --> 00:22:58,500 one of those really tough ones that not a lot of clients have a 385 00:22:58,508 --> 00:23:01,800 lot of buy into and as a result you know they need the 386 00:23:01,800 --> 00:23:06,300 regulation to do that. So I think where I struggle to 387 00:23:06,300 --> 00:23:10,100 feel heard is by perhaps you know governments or people 388 00:23:10,100 --> 00:23:15,600 making regulations Allows us to do this allows us to deliver in 389 00:23:15,600 --> 00:23:20,600 that way. If any of you found a way to go 390 00:23:20,600 --> 00:23:24,800 beyond the 9 to 5 with an initiative beyond your actual 391 00:23:24,800 --> 00:23:27,700 day job when it comes to sustainability or doing things 392 00:23:27,700 --> 00:23:31,200 differently and actually been able to make a success of it 393 00:23:31,200 --> 00:23:33,400 will be listened to as that does that. 394 00:23:33,400 --> 00:23:38,000 Apply to any of you? Not necessarily outside of my 395 00:23:38,000 --> 00:23:43,800 day job, but I do outside of my client work which is, you know, 396 00:23:43,800 --> 00:23:47,400 95 5 days a week. I'm really trying to push Stuff 397 00:23:47,400 --> 00:23:51,700 like internal training, internal awareness training. 398 00:23:51,700 --> 00:23:54,300 There's a range of courses that, you know, project managers could 399 00:23:54,300 --> 00:23:59,500 be more aware of stuff, like, sequels stuff, like, you know, 400 00:23:59,508 --> 00:24:03,200 just the basics of scope one, two and three because I think 401 00:24:03,300 --> 00:24:07,800 that knowledge is the best way to drive awareness within 402 00:24:07,800 --> 00:24:11,100 clients, you know, being like, Oh, we offer this or this 403 00:24:11,100 --> 00:24:13,500 Services out there or this tool is out there. 404 00:24:14,000 --> 00:24:16,900 So trying to drive internal Learning and Development. 405 00:24:17,000 --> 00:24:20,700 Mint is something that I'm doing and also trying to look at sort 406 00:24:20,700 --> 00:24:25,900 of maturity of big players in the space on their 407 00:24:25,900 --> 00:24:28,500 sustainability and how we can advise on that. 408 00:24:28,500 --> 00:24:31,200 So it's kind of an extracurricular as you like it, 409 00:24:31,200 --> 00:24:33,100 but it's not technically outside of my 95. 410 00:24:33,100 --> 00:24:37,200 But yeah, I think education on that's really important but you 411 00:24:37,200 --> 00:24:41,400 feel you can be proactive on something and actually get 412 00:24:41,400 --> 00:24:44,800 something done about it. Yeah, for sure, I think. 413 00:24:45,100 --> 00:24:48,100 Yeah. In terms of educating Project 414 00:24:48,100 --> 00:24:50,400 managers of all levels and sustainability, that's something 415 00:24:50,400 --> 00:24:55,000 we can definitely achieve. Jesus, the other two of you want 416 00:24:55,000 --> 00:25:01,900 to add anything or yeah, I've got one from completely outside 417 00:25:01,900 --> 00:25:04,900 by 95. Really, in my personal life. 418 00:25:05,300 --> 00:25:12,200 I'm actually vegan and as, as my partner as, as my mom now, but 419 00:25:12,200 --> 00:25:17,200 kind of showing people that, you know, the impact of not 420 00:25:17,200 --> 00:25:20,000 necessarily going vegan. I don't kind of impose on other 421 00:25:20,000 --> 00:25:22,000 people's lives. It doesn't, you know, doesn't 422 00:25:22,000 --> 00:25:25,400 matter what people? it's completely preference, but 423 00:25:25,400 --> 00:25:30,200 showing people the impact of maybe a meat-free Monday or, you 424 00:25:30,200 --> 00:25:35,800 know, Taco Tuesday with With like, mushroom, instead of 425 00:25:35,800 --> 00:25:40,000 normal men's showing people that they can, they can make small 426 00:25:40,000 --> 00:25:43,100 changes in their personal lives. That make a huge impact. 427 00:25:43,100 --> 00:25:47,700 Not necessarily just for Animal Welfare, but for the environment 428 00:25:47,700 --> 00:25:50,900 as well, the impact on the environment of my enemy is, is 429 00:25:50,900 --> 00:25:53,800 unbelievable, as well as not consuming Dairy. 430 00:25:53,800 --> 00:25:59,100 So, I think without preaching in my personal life, I just try and 431 00:25:59,100 --> 00:26:03,000 make it known, and I often cook for people to show them that. 432 00:26:03,600 --> 00:26:06,600 It can be delicious and it doesn't have to be, you know, a 433 00:26:06,600 --> 00:26:10,400 stab of meat on the plate with mashed potato or whatever. 434 00:26:10,400 --> 00:26:15,300 It can be, it could be something more adventurous without harming 435 00:26:15,400 --> 00:26:18,500 animals in any way. And also at the same time, 436 00:26:18,500 --> 00:26:24,900 helping the planet, It's kind of a big question, but you work 437 00:26:24,900 --> 00:26:28,200 with others Generations. I'm assuming on your projects 438 00:26:28,500 --> 00:26:32,200 and within the organization, what I wanted to ask the three 439 00:26:32,200 --> 00:26:35,700 of you would be. Can you identify any ways that 440 00:26:35,900 --> 00:26:38,600 you see your generation doing things differently? 441 00:26:38,600 --> 00:26:42,200 When it comes to work? Then older Generations do? 442 00:26:42,200 --> 00:26:46,200 And if so what they are and also, if there's anything you'd 443 00:26:46,200 --> 00:26:49,800 like the older generations of managers and leaders to 444 00:26:50,200 --> 00:26:55,700 understand, And about those newer entrance to the 445 00:26:55,700 --> 00:26:58,400 profession. What would that be? 446 00:26:59,400 --> 00:27:02,900 I feel like this generation takes the saying, work smarter 447 00:27:02,900 --> 00:27:07,100 not harder, quite literally, and it's not a bad thing. 448 00:27:07,100 --> 00:27:08,400 I think it's a really good thing. 449 00:27:08,400 --> 00:27:13,700 I've seen peers use technology to automate processes to make 450 00:27:13,700 --> 00:27:17,300 systems more efficient and, you know, stop wasting time on 451 00:27:17,400 --> 00:27:20,800 Monday night, ivities that you know take up. 452 00:27:21,000 --> 00:27:25,300 Most of the Working Day, although it's not specifically 453 00:27:25,300 --> 00:27:29,500 generational generational and in my experience, there are other 454 00:27:29,500 --> 00:27:32,500 Generations that are more than willing to learn how to utilize 455 00:27:32,500 --> 00:27:34,600 that technology to make their lives easier. 456 00:27:36,400 --> 00:27:40,500 But that push I've seen often stems from kind of gen Z and 457 00:27:40,500 --> 00:27:49,100 Millennials as for Noticing or getting the older generation to 458 00:27:49,100 --> 00:27:51,800 bring in the younger generation and work with them. 459 00:27:52,200 --> 00:27:57,200 I think talking is so important and being able to actively 460 00:27:57,200 --> 00:28:03,900 listen to what, you know, new hires or younger Generations are 461 00:28:03,900 --> 00:28:09,000 saying whether that's changes to how the corporate structure is, 462 00:28:09,000 --> 00:28:11,600 or whether something's not quite working from them from a work 463 00:28:11,600 --> 00:28:17,200 life perspective. Or they need something else in 464 00:28:17,200 --> 00:28:20,000 their career to give them that sense of purpose and to give 465 00:28:20,000 --> 00:28:24,700 them that drive and motivation. I think all of that comes from 466 00:28:24,800 --> 00:28:29,000 active listening listening and the visibility of kind of 467 00:28:29,400 --> 00:28:33,600 directors, CEOs, Etc, and availability of that 468 00:28:34,100 --> 00:28:35,800 availability of those conversations is really 469 00:28:35,800 --> 00:28:38,300 important. Can you give any plastic 470 00:28:38,300 --> 00:28:42,800 practical examples of specific things that enable you to have a 471 00:28:42,800 --> 00:28:45,800 conversation with those? More experience with you know 472 00:28:45,800 --> 00:28:49,400 work do you do mentoring or reverse mentoring or anything 473 00:28:49,400 --> 00:28:53,100 that works that others could use perhaps in their jobs. 474 00:28:54,600 --> 00:28:56,000 Yeah, there's a few different ways. 475 00:28:56,300 --> 00:29:00,600 There is a mentoring scheme at SSA and I really believe in 476 00:29:00,600 --> 00:29:04,400 mentoring where it's so rewarding because not only can 477 00:29:04,400 --> 00:29:06,800 you help others kind of find their path and teach them new 478 00:29:06,800 --> 00:29:11,800 things but you can learn a lot of new things about yourself and 479 00:29:11,800 --> 00:29:14,600 that's kind of mentoring and reverse mentoring all-in-one, 480 00:29:16,300 --> 00:29:18,100 and whether it's, you know, finding out that your preference 481 00:29:18,100 --> 00:29:20,300 of leadership style or something that you don't know about the 482 00:29:20,300 --> 00:29:22,900 industry that you're in every day is a learning day, and I 483 00:29:22,908 --> 00:29:27,400 think that's really important. Not only that there's and I'm 484 00:29:27,400 --> 00:29:33,300 sure many corporations do this, but kind of all employee calls 485 00:29:33,300 --> 00:29:37,000 where there's our visibility of senior leadership and 486 00:29:37,000 --> 00:29:39,300 availability of submit questions and things like that. 487 00:29:39,300 --> 00:29:43,800 I think that does work as well and to be honest from my 488 00:29:43,800 --> 00:29:47,700 perspective I wouldn't really have an issue putting or trying 489 00:29:47,700 --> 00:29:50,900 to find a slot for a meeting with someone on a director level 490 00:29:50,900 --> 00:29:53,900 to chat with them about something that I think is 491 00:29:53,900 --> 00:29:55,600 important. Me and should be important to 492 00:29:55,608 --> 00:29:59,900 them as well and I think that approachability is really 493 00:30:00,000 --> 00:30:03,600 impactful and has the pandemic affected. 494 00:30:03,600 --> 00:30:07,700 Things has it made things more democratic, because by Nature 495 00:30:07,700 --> 00:30:11,900 video calls, everyone is given equal space and everyone can see 496 00:30:11,900 --> 00:30:13,900 everyone else. And perhaps, you'll meeting 497 00:30:13,900 --> 00:30:16,200 people online that you would never have had in a meeting 498 00:30:16,200 --> 00:30:20,100 face-to-face. Yeah, I absolutely agree really 499 00:30:20,600 --> 00:30:26,500 with what you've just said. I think. the the impact of covid 500 00:30:26,500 --> 00:30:29,800 and working from home, is that you're seeing everyone in the 501 00:30:29,800 --> 00:30:32,300 house, whether they've got a blood background or a green 502 00:30:32,300 --> 00:30:36,400 screen, or you know, someone's dog will jump on the camera or 503 00:30:36,400 --> 00:30:38,900 Someone's Child will come and sit on their lap or someone's 504 00:30:38,900 --> 00:30:42,300 doorbell will go and I think it just reminds you that the people 505 00:30:42,300 --> 00:30:46,300 on your screen are people, whether they're, you know, five 506 00:30:46,300 --> 00:30:50,200 corporate levels of blood above you or below you the their 507 00:30:50,200 --> 00:30:55,200 people and their opinion matters if it matters to And then it 508 00:30:55,200 --> 00:30:59,600 should be discussed if they want to raise it but I think. 509 00:30:59,600 --> 00:31:02,000 Yeah. I think having that visibility 510 00:31:03,000 --> 00:31:04,900 and having different people on your screen then you would have 511 00:31:04,900 --> 00:31:07,800 in the room. You may be based halfway across 512 00:31:07,800 --> 00:31:10,600 the world but you have that opportunity to talk to someone 513 00:31:10,600 --> 00:31:13,800 that you wouldn't have had before and that's not minimizing 514 00:31:14,000 --> 00:31:18,500 the negative impacts of working from home and covid of course, 515 00:31:18,500 --> 00:31:23,300 but I think that's that's one of the few positive ones. 516 00:31:24,000 --> 00:31:25,200 Mmm. Okay. 517 00:31:25,500 --> 00:31:28,700 I shouldn't say anything. You want to talk about when it 518 00:31:28,700 --> 00:31:31,700 comes to how your generation does things differently? 519 00:31:33,000 --> 00:31:35,200 Yeah. It's also I think the big one 520 00:31:35,200 --> 00:31:39,600 for me is that most gendered, I think technically, I'm a young 521 00:31:39,600 --> 00:31:44,000 Millennial, but, you know, that sort of young Millennial, Jen 522 00:31:44,000 --> 00:31:48,900 said, generation overwhelmingly, believe in climate change and 523 00:31:48,900 --> 00:31:52,900 also more than that, something like 75% overwhelmingly believe 524 00:31:52,900 --> 00:31:55,800 in climate. Engine and another 50% off at 525 00:31:56,000 --> 00:32:00,000 75% think that we can't, you know, stop it, but we can do 526 00:32:00,000 --> 00:32:03,900 something to mitigate it. So I think the fact that we take 527 00:32:03,900 --> 00:32:09,000 it as a fact as a sort of undisputable fact, you know, we 528 00:32:09,000 --> 00:32:11,300 want to do something about it, we have the energy to do stuff 529 00:32:11,300 --> 00:32:17,700 about it is really positive, you know, and people who want to 530 00:32:17,700 --> 00:32:21,000 sort of manage and Lead gen said, you need to harness that I 531 00:32:21,000 --> 00:32:24,200 think the best way to harness that kind of energy is Is no 532 00:32:24,200 --> 00:32:28,300 support our passion, you know, in these initiatives and the 533 00:32:28,300 --> 00:32:31,700 best way to do that I found is you know act as a sponsor to 534 00:32:31,700 --> 00:32:35,000 these groups maybe even if you don't understand it to the same 535 00:32:35,000 --> 00:32:36,600 degree. Like I've been incredibly lucky 536 00:32:36,600 --> 00:32:40,500 and have done a couple of years and corporate sustainability to 537 00:32:40,500 --> 00:32:43,100 have a wealth of understanding. But you know even if you don't 538 00:32:43,100 --> 00:32:44,900 understand it to the same degree, I think giving kind of 539 00:32:45,600 --> 00:32:48,500 clear useful, deliverables and time scale stuff. 540 00:32:48,500 --> 00:32:52,200 That's going to benefit. You know, how do you want what 541 00:32:52,200 --> 00:32:55,300 this energy that we You know what format do you want to earn? 542 00:32:55,300 --> 00:32:59,500 And what do you want us to do with it and then sponsoring and 543 00:32:59,500 --> 00:33:03,100 supporting that energy? Because you know, we all have 544 00:33:03,100 --> 00:33:04,800 that we have a time and energy to run with it. 545 00:33:04,800 --> 00:33:08,100 So, so that's I think the big thing for that but I also think 546 00:33:08,100 --> 00:33:11,900 in terms of the sort of Our Generation with the most 547 00:33:11,900 --> 00:33:16,000 interconnected generation. But also we had the pandemic 548 00:33:16,000 --> 00:33:19,400 where, I think a lot of people felt incredibly isolated. 549 00:33:19,600 --> 00:33:22,900 So, I think, what's great about the new way of working is that 550 00:33:22,900 --> 00:33:27,200 we've got this combination of working from home coming into 551 00:33:27,200 --> 00:33:30,000 the office. And then, you know, a couple of 552 00:33:30,008 --> 00:33:32,300 my colleagues are really happy to be back, full-time office 553 00:33:32,300 --> 00:33:36,300 work. And as a result, you know, I 554 00:33:36,300 --> 00:33:39,400 think we're very social generation and the combination 555 00:33:39,400 --> 00:33:44,200 of being able to meet, you know, perhaps senior directors via for 556 00:33:44,200 --> 00:33:46,800 these coffee connects. I think we do at work, you know, 557 00:33:46,800 --> 00:33:49,500 even if it's 15 minutes, five teams or 15 minutes in the 558 00:33:49,500 --> 00:33:52,900 office to get that visibility and to get that. 559 00:33:53,500 --> 00:33:55,700 Of understanding of how they got to where they are. 560 00:33:55,700 --> 00:34:00,200 And, you know, do they have you know, an interesting you is 561 00:34:00,200 --> 00:34:02,800 really important as well. So I think that's something 562 00:34:02,800 --> 00:34:07,100 we're trying to bring back. I know that there's there's 563 00:34:07,100 --> 00:34:08,400 working from home, life is really great. 564 00:34:08,400 --> 00:34:10,800 But I also think that for people who've been in, you know, you 565 00:34:10,800 --> 00:34:13,900 New York school for the last couple of years who pretty much 566 00:34:13,900 --> 00:34:15,500 work from home. The whole time, there is an 567 00:34:15,500 --> 00:34:17,800 appetite to get back into the office when I would like to do 568 00:34:17,800 --> 00:34:20,300 stuff in person again. Yeah. 569 00:34:20,300 --> 00:34:22,400 So people people want to be sociable. 570 00:34:22,699 --> 00:34:23,300 They do. Yeah. 571 00:34:23,500 --> 00:34:26,500 Yeah, I think that that should be supported, you know, great 572 00:34:26,500 --> 00:34:29,900 for team building and, you know, networking and stuff like that. 573 00:34:29,900 --> 00:34:34,199 So our older managers and leaders good at knowing what to 574 00:34:34,199 --> 00:34:36,900 do with your energy. No, kind of sense of urgency 575 00:34:36,900 --> 00:34:40,800 about the climate and they are they good at knowing what to do 576 00:34:40,800 --> 00:34:42,600 about that? How to use that effectively? 577 00:34:42,600 --> 00:34:46,699 Or could they do it better? I think the big thing is that I 578 00:34:46,699 --> 00:34:51,800 often find, I have a lot of ideas, but there's not a lot of, 579 00:34:52,600 --> 00:34:55,300 you know, I We need specific kind of deliverables and 580 00:34:55,300 --> 00:34:58,000 outputs. Like how is this idea useful to 581 00:34:58,000 --> 00:35:01,200 you guys? How is it that I can put this 582 00:35:01,200 --> 00:35:02,700 energy in this idea into something? 583 00:35:02,700 --> 00:35:06,000 That's a useful PowerPoint, that's not just going to get 584 00:35:06,100 --> 00:35:08,100 stuffed away and never looked at again, you know what I mean? 585 00:35:08,500 --> 00:35:11,100 What's it, what's something that I can put my energy and that's 586 00:35:11,100 --> 00:35:12,300 actually going to make a difference. 587 00:35:12,700 --> 00:35:16,900 So I think having that kind of vision that roadmap planning to 588 00:35:16,908 --> 00:35:20,300 2025 or, you know, further, okay? 589 00:35:20,300 --> 00:35:23,300 This is what we want to achieve this percentage trained in this. 590 00:35:23,400 --> 00:35:28,000 Example or or you know this amount of new hires with this 591 00:35:28,000 --> 00:35:31,200 specialism or whatever if that's what you're trying to achieve 592 00:35:31,300 --> 00:35:34,800 and you know you can translate that into something that you 593 00:35:34,800 --> 00:35:36,200 know I'm passionate about as well. 594 00:35:36,300 --> 00:35:39,300 Then we're happy, you know, to work towards that but I think 595 00:35:39,300 --> 00:35:43,000 it's just I think I exactly as a young professional with a lot of 596 00:35:43,000 --> 00:35:44,900 energy just needs kind of Direction. 597 00:35:44,900 --> 00:35:47,000 Clear timelines and a sponsorship. 598 00:35:47,000 --> 00:35:49,100 The Division. I think I'm very lucky that 599 00:35:49,100 --> 00:35:52,700 where I work. I was a lot of vision so it's 600 00:35:52,700 --> 00:35:54,100 given that but yeah. That's the main thing. 601 00:35:54,100 --> 00:35:57,600 It's just how can we direct our focus into something that is 602 00:35:57,600 --> 00:36:00,900 actually useful to society? Wider as well? 603 00:36:02,000 --> 00:36:04,000 Okay. Brilliant and James. 604 00:36:04,200 --> 00:36:06,900 What? I mean how do you feel your your 605 00:36:06,900 --> 00:36:08,300 generation does things differently? 606 00:36:08,300 --> 00:36:10,300 Would you agree? We'll station at Ashland have 607 00:36:10,300 --> 00:36:14,000 said, would you like to know about what would you like her 608 00:36:14,000 --> 00:36:16,800 managers and leaders who are older than you to know about 609 00:36:16,800 --> 00:36:20,700 what your generation wants or needs some wore off? 610 00:36:21,900 --> 00:36:25,000 Yeah, yeah, I completely agree with Stacey and Ashton. 611 00:36:25,000 --> 00:36:28,400 I think they make great points. Yeah, I think I think we are 612 00:36:28,400 --> 00:36:35,000 going further away from you. No more centralized Power 613 00:36:35,300 --> 00:36:40,000 Systems and, you know, the sort of management methodologies and 614 00:36:40,000 --> 00:36:43,600 work, it's actually a fresh out of the APM textbook. 615 00:36:43,600 --> 00:36:48,400 There's a, there's an example of a theory by Douglas McGregor. 616 00:36:48,400 --> 00:36:50,300 It's Theory. X and Theory Y. 617 00:36:52,000 --> 00:36:55,800 And their motivational theories and Theory X talks about 618 00:36:56,900 --> 00:37:01,500 managers motivating, their employees by supervision and, 619 00:37:01,900 --> 00:37:04,900 you know, people don't actually intrinsically your enjoy work. 620 00:37:04,900 --> 00:37:10,200 So then they must be supervised, where Theory, Y stresses reward 621 00:37:10,200 --> 00:37:14,300 and recognition for employees empowering them to have a voice, 622 00:37:14,400 --> 00:37:19,100 and a seat at the table. And the theory is such that the 623 00:37:19,100 --> 00:37:21,500 employee does want to work and that they will. 624 00:37:21,600 --> 00:37:23,700 I'll work. If, you know, then they're not 625 00:37:23,700 --> 00:37:26,000 being strictly supervised, big brother asked. 626 00:37:26,000 --> 00:37:29,900 And I think, I think partly the pandemic is helped in showing 627 00:37:29,900 --> 00:37:33,200 that, you know, if people do work from home, then then they 628 00:37:33,200 --> 00:37:37,900 are, they can be effective. And to make that that right, you 629 00:37:37,900 --> 00:37:42,300 need to have communication, you know, you have to have, you 630 00:37:42,300 --> 00:37:46,400 know, updates on how the individual is doing to achieve 631 00:37:46,400 --> 00:37:51,300 their clearly defined, you know, goals aims and objectives. 632 00:37:51,700 --> 00:37:54,600 If as as Ashley was saying as well. 633 00:37:55,900 --> 00:37:57,900 So I think I think that's something that's happening. 634 00:37:57,900 --> 00:38:00,500 A little bit more and it's not just the pandemic, it's the slow 635 00:38:00,500 --> 00:38:04,200 moving towards empowerment of the people and against this sort 636 00:38:04,200 --> 00:38:08,700 of sort of Rusty, generic capitalist structure. 637 00:38:10,000 --> 00:38:12,400 So. And I think the more, the more 638 00:38:12,400 --> 00:38:15,400 companies can move into that and just make sure that their 639 00:38:15,600 --> 00:38:19,300 employees have morale and perhaps, you know, asking, you 640 00:38:19,300 --> 00:38:22,800 know, Anonymous surveys which Which they have at my work as 641 00:38:22,800 --> 00:38:25,800 well. So ask, what could we be doing? 642 00:38:25,800 --> 00:38:30,200 Better is is good, you know, my company also has good and they 643 00:38:30,200 --> 00:38:33,900 do, they do sort of mental health settlement seminars we 644 00:38:33,900 --> 00:38:39,200 have access to counselors if we need them and I think that's 645 00:38:39,200 --> 00:38:42,600 that's really fantastic. And again we've talked about 646 00:38:42,800 --> 00:38:45,700 mental health in this this conversation earlier, but it's 647 00:38:45,700 --> 00:38:48,800 really just being being open, open with that kind of thing. 648 00:38:48,800 --> 00:38:54,300 You know, letting people Express Themselves being listened to, 649 00:38:54,300 --> 00:38:59,700 you know, you know, movements with sexism racism and all of 650 00:38:59,707 --> 00:39:02,900 this stuff we're slowly becoming more left as Generations. 651 00:39:02,900 --> 00:39:07,300 Go on and and I think that's that's brilliant and it's a good 652 00:39:07,300 --> 00:39:09,700 age to get into into the industry. 653 00:39:10,700 --> 00:39:13,800 If I could text me on to the end of that, I completely agree with 654 00:39:13,800 --> 00:39:15,100 James. I think something that's really 655 00:39:15,100 --> 00:39:18,400 powerful that we should utilize more, especially in some of the 656 00:39:18,400 --> 00:39:20,400 corporate world is reverse mentoring. 657 00:39:20,800 --> 00:39:25,200 So, Obviously having, you know, mentoring is really important, 658 00:39:25,200 --> 00:39:28,200 just from those martinis. There's my junior in terms of, 659 00:39:28,200 --> 00:39:30,900 you know, drive and focus and interest in them, but I also 660 00:39:30,900 --> 00:39:35,500 think as a generation, we are particularly up to speed with, 661 00:39:35,500 --> 00:39:37,700 you know, diversity is very important to us. 662 00:39:37,700 --> 00:39:39,400 Sustainability is very important to us. 663 00:39:39,500 --> 00:39:42,100 Mental health is incredibly important to us and thanks to 664 00:39:42,100 --> 00:39:44,500 the internet. You know, we have grown up 665 00:39:44,500 --> 00:39:46,800 listening to people's experiences and listening to 666 00:39:46,800 --> 00:39:51,200 people's stories and you know, that's something that that is, 667 00:39:51,200 --> 00:39:53,300 you know, the The children who grow up with internet. 668 00:39:53,800 --> 00:39:57,200 How about, you know, very much other skill of theirs and I 669 00:39:57,200 --> 00:39:59,700 reverse mentoring, you can start to educate those in. 670 00:40:00,200 --> 00:40:04,100 You know, perhaps people have seen your experience who 671 00:40:04,100 --> 00:40:08,400 haven't, you know, heard those experiences or have the same 672 00:40:08,400 --> 00:40:11,500 opinion. So I think, I think diversity 673 00:40:11,600 --> 00:40:14,400 and mental health and sustainability are increasing 674 00:40:14,400 --> 00:40:16,500 things that people look for. When they comment entry jobs, 675 00:40:16,500 --> 00:40:19,800 you know, does this company have a commitment to diversity? 676 00:40:19,800 --> 00:40:21,400 Does this company have a commitment to you? 677 00:40:21,600 --> 00:40:25,400 No environmental sustainability and I think that, you know, they 678 00:40:25,400 --> 00:40:28,300 could really learn a lot from what's important to us and 679 00:40:28,300 --> 00:40:30,400 therefore it's important to I think, you know, the growing 680 00:40:30,400 --> 00:40:35,800 Market in general and as so I suppose it goes again for you 681 00:40:35,800 --> 00:40:38,700 know if you do want to suggest something to management it's not 682 00:40:38,700 --> 00:40:41,700 to wait until you have the you know you'll offered the 683 00:40:41,700 --> 00:40:45,000 opportunity to do it on a plate. And I think I think all managers 684 00:40:45,000 --> 00:40:48,700 would would welcome any good manager and good CEO would 685 00:40:48,700 --> 00:40:52,100 welcome you to put together a piece of Thing that you would 686 00:40:52,100 --> 00:40:55,800 like to do to benefit the company concise, you know, 687 00:40:55,900 --> 00:40:59,400 almost like an executive summary that you can quickly, present an 688 00:40:59,400 --> 00:41:01,500 elevator pitch for an idea that you have. 689 00:41:01,700 --> 00:41:04,800 I just say again initiative. If you've got that energy, put 690 00:41:04,800 --> 00:41:08,700 it into something, create create yourself, you know, something 691 00:41:08,700 --> 00:41:11,300 that you can take to somebody rather than waiting for the 692 00:41:11,300 --> 00:41:13,000 opportunity. Because I think I think that 693 00:41:13,000 --> 00:41:16,300 happens perhaps too much. We're nearly out of time and I 694 00:41:16,300 --> 00:41:20,200 just wanted to thank you and if your time and your energy but 695 00:41:20,200 --> 00:41:24,300 also if your honesty The and for sharing your perspective, 696 00:41:24,300 --> 00:41:30,100 there's much food for thought and I very much hope that this 697 00:41:30,100 --> 00:41:33,800 will give others within your own generation. 698 00:41:35,600 --> 00:41:40,500 The ability to, to see just how important it is the work that 699 00:41:40,500 --> 00:41:43,300 you do. And I'm just bowled over by your 700 00:41:43,300 --> 00:41:47,300 sense of purpose and not being crushed. 701 00:41:47,400 --> 00:41:50,300 Hi kind of pessimism which I wouldn't blame that. 702 00:41:50,300 --> 00:41:56,100 You would have And thanks again for your practical suggestions 703 00:41:56,100 --> 00:41:58,600 as well. So it's really appreciated. 704 00:41:58,800 --> 00:42:01,000 Hope you've enjoyed it. Yes, been great. 705 00:42:01,000 --> 00:42:02,300 Thank you, Emma. Thanks, Emma. 706 00:42:02,500 --> 00:42:07,900 Thank you for having me. Thanks again to Stacy Ashlyn, 707 00:42:07,900 --> 00:42:10,500 and James for joining us and to you for listening to this 708 00:42:10,500 --> 00:42:14,200 episode of the OPM podcast, you can find out more about the nine 709 00:42:14,200 --> 00:42:17,300 young leaders project featured in the Autumn issue by going to 710 00:42:17,300 --> 00:42:21,400 AP, m dot org. Dot U k-- / project Don't forget 711 00:42:21,400 --> 00:42:24,000 to look out for more episodes in this series or to rate and 712 00:42:24,000 --> 00:42:25,900 review us wherever you get your podcast. 713 00:42:26,300 --> 00:42:29,700 You'll find us on Spotify, Apple podcasts, Google podcasts and 714 00:42:29,700 --> 00:42:31,900 more. We'd welcome you to get in touch 715 00:42:31,900 --> 00:42:35,500 with your comments feedback and suggestions by e-mailing us at a 716 00:42:35,500 --> 00:42:39,000 p.m. podcast at think publishing .co.uk. 717 00:42:39,900 --> 00:42:43,000 This podcast has been brought to you by APM the childhood body 718 00:42:43,000 --> 00:42:46,200 for the project profession. For more information on a p.m. 719 00:42:46,200 --> 00:42:48,500 visit a p.m. Dot org.uk.