You're hiring tomorrow's leaders. Half of you have no structured way to build them.

If AI Can Do the Junior Work, Where Will Your Future Leaders Come From?

Thursday 19 November · 09:00 SAST · 50 minutes, online · Free

Can't make it live? Register anyway and we'll send you the recording.

Save My Seat

Webinar Starts In

-- Days

-- Hours

-- Mins

-- Secs

What we'll cover, and what you'll take away

There's a question being asked in every knowledge-work business right now: could AI do this entry-level work quicker, cheaper and with less headache than a young person? Sometimes the honest answer is yes. But it's the wrong question to stop at. Your senior leaders of 2036 are in their first or second job today, and leadership isn't picked up by osmosis. It's barely modelled, it's rarely made explicit, and it's almost never taught at the start of a career. So you may not need a junior this year. You will need a leader in ten years' time. And in the middle, there's a cost nobody is adding up.

1
Cheaper, incentivised, or investing? 76% of employers told us they hire young people to build their future leadership. More than half then offer them nothing beyond technical training. Take-away: A quick test of whether your early-career programme is built to fill seats or to grow careers.
2
The AI question, from a different angle Not “can AI do it?” but “what does the first job teach that no tool can, and what disappears from your leadership pipeline if that job does?” Take-away: A clearer way to decide where young people belong in your business, and why.
3
The cost in the middle Manager hours, a ramp-up that takes around seven months, and the person who leaves just when you start to trust them. Replacing someone costs between half and twice their salary. Take-away: A simple calculator to put a number on your own readiness gap.
4
Leadership isn't caught, it's taught If you're building a leadership bench, whether for your own business or for whoever hires your people next, you have to help them lead. That means making the unwritten rules explicit for everyone, and especially for young people. Take-away: What to make explicit before your next intake arrives, and the results from an employer who built it properly.

Who it's for: HR, talent and learning leaders, and the business leaders deciding what entry-level work looks like in the years ahead.

Your Host

Angela de Longchamps

For more than 20 years, Angela has been designing learning for the modern workplace, with one purpose at the centre. Better leaders make better people. Her mission is to build a better way to learn to lead.

In 2009, while leading learning at IBM, she designed a graduate programme that broke from the onboard and hope model of the time. As founder of Inspired Leadership and CEO of Tandem Learning and Leadership Solutions, she's since designed and delivered early career and leadership journeys across dozens of organisations, most recently The Human Factor Journey, built to close the gap between the classroom and a real world of work.

A few things Angela has learned along the way:

Early career skills are not "soft skills." They are self-leadership, and self-leadership is the first rung on the leadership ladder. Skip it, and everything built on top of it wobbles.
Getting this rung right isn't just good practice. It's a sustainability issue, for the individual's career, for the organisation's future leadership pipeline, and for South Africa's economy as a whole.
A great graduate or entry-level programme cannot be bolted onto a business as an event. It has to be designed as a journey, with the people around the young hire (their manager, their mentor) as much a part of the journey as the young hire themselves.

Angela's work with decision makers follows the same path: see the problem, feel what it's costing the organisation and the country, then act on something practical, proven and personal.

"We cannot complain about a lack of leadership in our country if we are not doing everything we can, within our power and influence in our organisations, to build leaders. The same can be said about the state of unemployment and rotating, eternal learnerships.

We cannot complain about the lack of workplace professional skills if we are not doing everything we can, within our power and influence in our organisations, to build workplace professional skills."

Live Q&A Included

Save Your Seat.

It's a live session with real takeaways for anyone accountable for early career talent in their organisation.

Save My Seat

Free to attend · No credit card · Replay included