{ "docId": "019dd923-5e88-73ef-bd5e-0fcffb6515fe", "docSlug": "483646da9fd73f55", "documentTitle": "2026 University of Sydney The 2026 Skills Horizon", "authorId": "USydney", "authorName": "University of Sydney", "documentKindSlug": "consulting-deck", "documentKindLabel": "Consulting deck", "sourceTypeSlug": "academic_think_tank", "sourceTypeLabel": "Academic / think tank", "presentationDate": null, "orientation": "landscape", "aspectRatio": 1.414, "pageNumber": 11, "pageCount": 98, "prevPage": 10, "nextPage": 12, "slideType": "industry_trends", "function": "establish_context", "density": "dense", "nDataPoints": 3, "notes": "The slide introduces the concept of 'ambient uncertainty' and lists five specific shifts: The Values Shift, The Technology Shift, The Accountability Shift, The Trust Shift, The Energy Shift.", "elementsJson": [ "headline_text", "paragraph" ], "metadataConfidence": 1, "imagePath": null, "slideHref": "/slides/019dd923-5e88-73ef-bd5e-0fcffb6515fe/11", "deckHref": "/decks/019dd923-5e88-73ef-bd5e-0fcffb6515fe", "deckJsonHref": "/decks/019dd923-5e88-73ef-bd5e-0fcffb6515fe.json", "deckAnchorHref": "/decks/019dd923-5e88-73ef-bd5e-0fcffb6515fe#slide-11", "components": [ { "bbox": null, "kind": "callout", "text": "The fault lines in your workforce aren't just about preferred communication styles. They're about fundamentally different views of what work is for and how it gets done.", "attrs": null, "subkind": null, "toolName": "Visual emphasis", "toolSlug": "visual-emphasis", "confidence": null, "componentId": "019dd952-5644-756a-a85b-eb032dfd0184", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.35, "w": 0.35, "x": 0.07, "y": 0.52 }, "kind": "paragraph", "text": "In last year’s Skills Horizon we introduced the idea of the decade of disorientation, a turbulent period filled with change, risk, and opportunity. One year into the decade of disorientation and we’ve had dozens of chats with leaders to get their thoughts and feelings about our messy future. Reflecting on those conversations, we’ve noticed something in the air. We call it ambient uncertainty: the persistent, low-grade unease that’s become the bewildering vibe of everyday life. It comes from an environment marked by deep fractures and complexity, which can be split into five important Shifts: The Values Shift, The Technology Shift, The Accountability Shift, The Trust Shift, The Energy Shift. While you can adapt to them, you can’t sidestep them. And as you continue to navigate the decade of disorientation, time and again you’ll encounter the five Shifts...", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "1edbd2d6-39c2-4369-85bf-3df3b8d16957", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.55, "w": 0.35, "x": 0.55, "y": 0.31 }, "kind": "paragraph", "text": "The fault lines in your workforce aren’t just about preferred communication styles. They’re about fundamentally different views of what work is for and how it gets done. The same tensions splitting your teams are splitting your markets, your regulators, and your communities. And every one of your external relationships now requires navigating similar fault lines. Shifts happen where you least expect them. Almost three-quarters of the youngest generation of workers would rather freelance than become middle managers. Young people across the world are now reporting the highest levels of misery of any age group (Economist 2025b). A quarter of 18- to 34-year-olds never answer the phone (BBC 2024). There’s a growing divergence in attitudes towards feminism, masculinity, and gender equality between young men and young women, and between young men and older generations (Kings College 2025). A recent US poll of Gen Zs showed that, across political and gender lines, there’s considerable misalignment in what constitutes a successful life (NBC News 2025b). Your teams now differ in what careers mean to them, how they relate to each other, and what they expect from their leaders. The implications are profound for how we create, let alone maintain, cohesion.", "attrs": null, "subkind": "paragraph", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "cb9168a1-6249-4106-8ea9-168f36ccd1a1", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.35, "w": 0.35, "x": 0.07, "y": 0.08 }, "kind": "title", "text": "Same shifts, different year", "attrs": null, "subkind": "headline", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "7a25a650-8465-46c3-86e5-69df9a8ee63c", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.08, "w": 0.35, "x": 0.55, "y": 0.22 }, "kind": "title", "text": "Fractured values and fragmenting expectations", "attrs": null, "subkind": "headline", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "b2c59fb8-0139-477d-b793-dd16ba60ea79", "frameworkName": null, "frameworkSlug": null }, { "bbox": { "h": 0.02, "w": 0.15, "x": 0.55, "y": 0.19 }, "kind": "title", "text": "01 THE VALUES SHIFT", "attrs": null, "subkind": "subtitle", "toolName": null, "toolSlug": null, "confidence": null, "componentId": "ab374b64-529b-4201-9aef-2af52e244845", "frameworkName": null, "frameworkSlug": null } ], "metrics": [], "tools": [], "frameworks": [], "arcBeats": [ { "to": 20, "from": 11, "beatId": "d153bf40-0b54-4a55-ac0c-f78a880883f5", "arcName": "Monroe's Motivated Sequence", "arcSlug": "monroes-sequence", "beatName": "Need", "beatSlug": "monroes-sequence-need", "evidence": "The document highlights the need for leaders to understand and adapt to changing trends and skills.", "position": 1, "confidence": 0.8, "parentBeatName": "Complication", "parentBeatSlug": "complication" } ], "loops": [ { "to": 20, "from": 11, "name": "Pattern Hunter", "slug": "02-pattern-hunter", "bestFor": "Time-pressed audiences, building consensus, when data is strong", "matchId": "811ad3ba-e43f-4bcc-9e92-73a42ddf44d5", "evidence": "The document highlights key shifts and trends in the future of work and leadership.", "position": 0, "objective": "Identify patterns and trends in the future of work and leadership", "structure": "Evidence A -> Evidence B -> Evidence C -> Pattern/Conclusion", "confidence": 0.7, "description": "Group multiple pieces of evidence that together point to a pattern or conclusion" } ], "imagePathAlt": null, "thumbSrc": null, "thumbSrcAlt": null, "locked": true }