Our New World Talent Survey serves to identify an

Encouragingly this year, a number of factors indicate that our top talent pool is in a healthy position • Firstly the need to broaden experience (up 9%

SUB HEADLINE 2 2016’s findi THE 2019 SHIPPING FORECAST Leadership insights from the New World Talent Survey

Vol. 9 1 @shippingreport

THE 2019 SHIPPING FORECAST “To reach a port, we must sail – sail, not tie at anchor – sail, not drift.” Franklin D. Roosevelt

elcome to The Lighthouse Company’s annual findings from our ninth successive New World Talent Survey. Devised to further explore and quantify the critical themes and hypotheses whichW the Lighthouse has identified and observed during the thousands of interviews and hundreds of searches we undertake each year, in partnership with many of the most progressive companies in the media, marketing, advertising and technology sectors.

Conducted in September 2018, these latest results represent the constant Kathleen Saxton watchtower of the collective views, opinions and inner thoughts of over 600 Founder & CEO C-Suite contributors, candidates and clients of The Lighthouse Company The Lighthouse Company from across the globe. Combined with the results of the last 9 years of the survey, we have accumulated a wealth of perspectives and quantitative data which allows us to illuminate the accelerating factors, evolving patterns and emerging perils, which often surface during the many encounters we are privileged to bear witness to. In delivering the unvarnished (and at times uncomfortable) results each year, to our extensive audience, we aim to uphold our wider duty of care to the dynamic sectors we serve.

This year, in addition to our annual barometer, which offers a snapshot of the overall health of our industry and leadership outlook, the Lighthouse beam has focussed on three key new areas. Firstly, the identification and appreciation of three emerging types of talent – The Exotic; The Extinct and The Evolved. Secondly, the need for a New Narrative following the #TimesUp and #MeToo movements and finally the danger of the Action of Inaction, where we’ve explored the progress being made towards the broader diversity, equality and mental health agendas.

As Franklin D. Roosevelt wisely said, “Calm seas never made a good sailor”. 2019 is going to be a year when our captains will be expected to bring great courage and skilled sailing to navigate the unchartered and sizeable voyage ahead. Bravery will be required to leave behind familiar shores and to row with confidence and commitment towards the glinting terrain of the future.

Embrace the revolution. And go well.

3thelighthousecompany.com @shippingreport 1 BEYOND THE BAROMETER

ince the inception of The increasingly concerned for the three of the top six individuals cited Shipping Forecast, our annual future growth prospects of their as showing an outstanding ability barometer has always served organisation. to lead, reside in two of the largest Sto gauge the collective atmospheric media networks. Equally inspiring, pressure within our industry, Additionally, 60% of participants given no less than three years ago, arising from both the professional have thought about leaving the both television and publishing and emotional sentiments around industry, leaving their business, or were being condemned as analogue topics as vast as commercial growth setting up their own company. More and legacy businesses, we see three prospects and culture, to technological disturbingly, 25% of individuals media owner leaders have brought advances and career prospects. fear redundancy. So there’s clearly their ambition, foresight and energy a concern within the market and to truly transforming (rather than This year, the results have never before a sense of growing paralysis and simply transitioning) Hearst, ITV demonstrated such deep levels of unrest. This is understandable given and The Guardian. conflict as our contributors struggle we’re going through an apocalyptic to relinquish the well acquainted level of change, but the paradox CONNECTED, NOT past, in order to fully realise the perception is reality. COMPLACENT wonderment of a new world. It is clear from the results that media RADICAL, NOT RUDDERLESS owners are masters of their own PARADOX PARALYSIS The majority of our surveydestiny, taking all four positions of On the face of it, our industry’s contributors are proud of where companies our participants would be leadership talent remain content, they work, yet 43% of respondents most inspired to work for. That said, it with 66% of respondents considering felt if their businesses are to reach is interesting to note the unstoppable themselves in some way fulfilled new shores, they would need force of the digital explosion and the in their current role. In addition, dynamically refreshed leadership monumental revenues diverted to the almost half of our participants are navigating the voyage. Bravely, technology giants, is not translating excited about the future growth 40% of participants admitted in our respondent’s perception of the prospects of their company and harbouring brands, divisions and company performance or leadership, 60% of individuals feel their talent that have become superfluous with businesses such as Facebook businesses are ready to embrace or no longer additive to the future and Oath (previously featured in our the new radical future – offering mission of their business, which top 3) garnering significant responses an initially encouraging sense of no doubt fuels an unprecedented questioning their integrity, humility positivity as leaders look ahead. level of anxiety for the industry’s and vision respectively. emotionally connected leaders. However, a sense of paradox In 2019, businesses need to remain becomes apparent when we discover TRANSFORMATION, NOT cognisant of the market sentiment half of our respondents reported TRANSITION and their emotional reputation. feeling happier in either a previous Our annual barometer continues Carefully crafted and over- role or at a previous company, with to be concerned with both the managed communication plays 80% admitting their companies best performing organisations and no substitute for the ability to had compromised their core values those who lead them. In 2018, it is bring the power of the human for short-term wins in the past encouraging to note that whilst there condition to both collaborate and year. Most notable, was a doubling may be continued narrative around create honest, transparent and over the last three years of those turbulence for the media agencies, ambitious partnerships.

Individuals who show an outstanding ability to lead

James Wildman David Pemsel Josh Krichefski Carolyn McCall Mark Read Mike Cooper HEARST THE GUARDIAN MEDIACOM ITV WPP PHD

2 @shippingreport 1 PROFESSIONAL FULFILMENT CURRENTLY 2 FEELINGS ON LIKELY GROWTH PROSPECTS OF YOUR BUSINESS IN 2019 % % 71 68 % 66 % 60 CONFIDENT 60% 56% 53% CONCERNED % 50 % % 45 40% 41 41% 40%

30% % % 12 % 12 % 10 % 20 6% 20 % FULFILLED 3% 16 % UNFULFILLED % 12 2014 2015 2016 2017 2018 10% 8% 10

0% 2014 2015 2016 2017 2018

3 WHAT ARE YOUR CAREER THOUGHTS? 4 IN THE PAST YEAR, HAS YOUR BUSINESS COMPROMISED ITS CORE VALUES? % % 10 % BEING HAVE NEVER 39 DISMISSED 21 LEAVING CONSOLIDATING COMPROMISED THE OR CORE VALUES INDUSTRY MERGING % 10 HAVE % SELLING COMPROMISED 20 54% BUSINESS CORE VALUES MOVING 29% COMPANIES SEEKING 25% PROMOTION BEING MADE REDUNDANT 34% 18 % 80% STARTING GETTING OWN RETRAINED BUSINESS

5 BEST PERFORMING COMPANIES 7 MOST INSPIRING COMPANIES TO WORK FOR MEDIACOM AMAZON GUARDIAN THE OMG

6 YOUR ORGANISATION’S GREATEST HIRES THE TELEGRAPH THE TEAM OATH GURU GOWRAPPAN OMD MARKS GUY TRANSFORMATIONAL

5thelighthousecompany.com @shippingreport 3 EXOTIC EXTINCT &EVOLVED t the Lighthouse, we are just becoming apparent. The Extinct privileged to hold first-hand are becoming greater in number, but insight into the outlook and the societal focus on retraining brings likelyA career trajectories of the top opportunity for recalibration for quartile of talent within our sector. those willing to advance again. The Coming into view across the last 18 Evolved are the guardians of change months have appeared three very and evolution – both commercially distinct types of talent which we’re and culturally. The current demand for introducing in this report as The The Evolved far outstrips supply and Exotic, The Extinct and The Evolved so they become the most highly prized – each of which hold clear positions individuals in these changing times. in the future roadmap of our industry.

The Chancellor of the Exchequer THE EXOTIC declared at Davos 2018 that we are on Our results revealed 97% believe a the brink of a technological revolution. new breed of exotic talents is required AI is transforming banks and hospitals, to remain pioneering, yet only 15% of robotics remodelling supply chains respondents consider themselves Exotic. and big data is revolutionising There is going to be great demand in public services. The advertising and sourcing, seeking and securing these marketing space will be no exception. exotic birds in the year ahead. With further reports citing one in four adults have a mismatch of skills they Any pioneering leader in these hold and expertise they will need, transformational times is aware how over the next 18 months, we could crucial it is to actively acquire exotic put 25% of our industry on notice, talents and our survey highlighted facing extinction. Yet with businesses the ambitions and associated anxieties like Accenture spending hundreds of being asked by leaders: Who can help millions retraining their executives and me find them? How do I evaluate a growing investment in cutting-edge, what a good one looks like? How do cross-sector skills, an exciting future I lead and manage The Exotic – given exists for New World Talent who are The Exotic may not immediately fit willing to evolve. Add to that the into a legacy management structure or emerging demand for new found crafts culture? It was evident leaders needed in the coding, analytics, data science, to be breaking their networks in order AI and VR spaces and we start to to encounter more of the new world, acknowledge a dynamic requirement given hiring people who look and to entice those we might consider new sound like themselves only delivers and exotic talent into our industry. one outcome – stagnation.

Different by design, The Exotic bring INVESTING IN alternative craft and technology skills, THE TRIPLE A THREAT helping shape the future and meet the When asked which skillsets were most demands of businesses in ways only desired, many participants reported

4 @shippingreport a focus on the Triple A Th reat of Other sectors bracing themselves Analytics, Architecture and Artifi cial for automation related Intelligence. Respondents to the redundancies survey identifi ed an anxiety around include retail, the fundamental risk for any leader pharmaceuticals, and business investing in exotic banking and and progressive skillsets, without fi nance. Former necessarily holding a proven model Citigroup chief Vikram Pandit demonstrating how the investment predicts 30% of banking jobs would deliver the required return. could be wiped out by AI within However, all the predictors suggest this fi ve years, UBS has Amazon’s is an unavoidable investment for any digital assistant Alexa on customer fi rm dedicated to truly revolutionise, service duty, JPMorgan is using invent and progress. robots (the invisible kind) to execute trades and Morgan All hail the exotic birds – they will Stanley has an AI fraud navigate and bring colour to our detection team. future landscape as we discover our new world, new horizons and new Equally, according to operating models, so be ready to Cornerstone Capital Group, receive and adapt for this species. May nearly half of retail workers risk you be lucky enough to be one, hire losing their jobs to robots and one or lead one in the year ahead. other automation technology, with 6 million to 7.5 million retail jobs likely to be automated out of THE EXTINCT existence in the coming years, leaving Existentialism has forever been a a large portion of the workforce at risk social anxiety for all, yet the idea of of becoming ‘stranded workers’. professional extinction can wound the ego and bring a high level of defence EXTINCTION FOR OURSELVES and denial. Acknowledging the wisdom Candidly, 92% of our survey and capabilities once so desired are now participants held concerns that their becoming increasingly redundant in company already harbours a number the fl ux of change (through automation of individuals nearing extinction, yet and technological advances), means rather ominously, less than 2% of our redundancy and retirement will come respondents believed themselves to sooner for some than anticipated. be extinct, or nearing this position. A classic “it’s you, not me” response. Against a back drop of other sectors predicting and experiencing a sizeable Lighthouse insight informs us that impact on workforce as technology those facing a potential extinction to advances, we felt it only responsible be nearer to 30% of individuals across to investigate the perceptions within the next fi ve years, something both the our own industry and so this year industry and each individual should we asked whether you recognised a prepare for. It may explain why the category of professionals who were earlier barometer showed the true fear becoming endangered or heading of redundancy being closer to 25%; towards extinction and if you were often coming suddenly, which can be concerned about your own place in emotionally diffi cult to accept. your company’s evolution. Our industry is not invincible, yet EXTINCTION FOR OTHERS there are ways to future proof and According to analysis by McKinsey elongate your relevance within & Co, approx. 60% of all jobs could the market. It’s about evolving, have at least 30% or more activities retraining, re-evaluating and, most automated. Which means automation importantly, re-energising, to become will change the majority of occupations what has emerged as the most desired to some degree, requiring signifi cant executive we are tasked with fi nding job redefi nition and transformation of at the Lighthouse – the highly prized business processes. ‘Evolved Leader.’

7thelighthousecompany.com @shippingreport5 experience, as leading head-hunters THE EVOLVED: THE ELITE FORCES in this space, would gauge 10-15% to be a more realistic number. Th e Evolved leadership has become a advertising services along with self-awareness compass may be a term ever-present in the briefi ngs airtime and Th e&Partnershiplittle faulty. we attend at the Lighthouse for delivering a truly full service the numerous C-level searches off ering to clients such as TalkTalk, Th ose who are evolved are engaged undertaken in the last year. Not the urgent need for hybrid leaders and erudite operators whose just for the highly visible CEO who can hold not just CMO but conversations can elegantly cover positions, but across the wider CEO level conversations (and to both brand strategy and buying C-Suite we now service from the be frank, organically grow the capability, the potential societal CMO, CRO and CFO roles we capability spectrum and therefore impact of data breaches, fake news have become so familiar with, to fees from their clients) is rising fast. or the metamorphosis of retail – the growing number of CCO, even bringing wisdom and insight CDO and CTO executives now to the broader conversations around sought. Clients and partners “Th e evolved welcome the future of human consumption alike are demanding a clear and and mobility. transparent understanding of the the possibilities which network agency group capabilities, come with the advances Th ey’ve evolved from being a media owners are seeking to create classic suit, marketing director, data more direct to consumer pathways in technology, they lead, commercial or fi nance and the high profi le marketers are director, brand planner or now expected to be conversant in converse about the investment director to being a all platforms and routes to market. business of the business” fully-rounded operator at leader- ship level beyond media or Hiring clients are ambitious to advertising. Th ey welcome the seek individuals who can cultivate Th e New World Talent survey possibilities which come and retain relationships built highlights 80% of respondents with the advances in on off ering higher strategicacknowledge there is a demand technology and they and deeper executional business for evolved leaders, yet at the converse about advice, along the entire customer Lighthouse, we have noticed a the business of journey via the complete sizeable divide between the good the business, communications spectrum. It has solid global client ambassadors become increasingly apparent, with their specialist creative, media these are the ‘Elite Forces’ any or CRM knowledge, versus the management team or executive Evolved leaders we seek. Rather board now need – to talk cross disconcertingly, 74% of function, cross platform and cross respondents believe they vertical with ease and authority. are Evolved leaders and yet our With the likes of IPG acquiring lived Acxiom, Dentsu now embedding Merkle, ITV off ering creative

6 @shippingreport not just the sales and marketing in our industry right now. Th ere are end result being a workforce fi t for or specialisms of their simply not enough in quantum to the future, rather than harbouring business. Th ey can talk to any purely rely on poaching them from 25% facing inevitable extinction. client with empathy and insight competitors. Th e survey response about the running of their clearly demonstrates that in order to INVESTMENT CONUNDRUM business – something many agency acquire these Evolved leaders, you’ve We appreciate, in reality, your and media owner leaders struggle got to retrain current employees. highest performing leaders will with if they have never themselves be focussed on delivering current been exposed to matters such Th e beauty of the candid responses business. Th erefore disrupting their as manufacturing, cash-fl ow or focus with retraining them to further geographical economic impact. LESS THAN their breadth may present confl ict, which results in them potentially Th e Evolved are willing to be % not being retrained. Th is is a vulnerable in venturing into somewhat myopic approach, given the unknown, in being able to sit 30 the need to cultivate management in the discomfort of accepting OF BUSINESSES teams to become further evolved. whilst they hold world-class ARE RETRAINING specialist knowledge, they start as On the fl ip side, you’re less inclined novices again in other sectors, with LESS THAN to invest in retraining those not an appetite for learning, retraining demonstrating the highest level of and acquiring new skills. Th is % promise or ability, for fear of failure takes both healthy self-esteem, 10 and low ROI, and so they slowly combined with great humility. OF THEIR become extinct. An evolved leader Th ey are embracing this change WORKFORCE will fi nd ways of evolving others – because the new and broader world they appreciate they have a duty to. view is stimulating, enriching and, to be honest, more fun. from our participants in this year’s PERSONAL EVOLUTION report reveals less than 30% of IS CRITICAL At the World Economic Forum businesses in our sector are retraining Be honest with yourself. Take this year, it was concluded that under 10% of their workforce. time to work out how evolved you continuous learning lies at the heart Many people don’t want to be actually are – despite short-term of thriving in the context of the retrained, citing “my personal pressures, your evolution is critical. Fourth Industrial Revolution. With ego and pride” or “fears of being Waste no time deciding if you are an estimate that 35% of the skills unable to keep up” as the emotional simply going to comfortably drift demanded for jobs across industries barriers. Th is chimes truthfully towards the jagged rocks in your changing by 2020, it is clear at the Lighthouse, but given the familiar craft, taking on water, or enabling and empowering workers need for both Exotic and Evolved whether you’re going to seek to to transform and update their skills leaders, strong focus must come. acquire the knowledge necessary is a key challenge for businesses and It’s important that leaders realise to adroitly navigate across shipping markets across the globe. the duty of care to their people lanes, bringing longevity and who do want to be retrained. adventure to your voyage. RETRAIN TO REINVENT Not only will this reap fi nancial Th e view from the Lighthouse is of rewards for the company, it will also a fi nite number of Evolved leaders develop and evolve the culture. Th e

9thelighthousecompany.com @shippingreport 7 THE IMPACT OF #METOO ON OUR INDUSTRY BRINGS STRONG OPINION

WE WILL NO LONGER ACCEPT THE“ UNACCEPTABLE ”

THERE’S A FEAR OF POLITICAL CORRECTNESS “GOING TOO FAR AND ime was indeed up last year when seen to be creating somewhat sterile PEOPLE NOT WILLING the brave and exasperated fi nally environments (reported by both male TO SPEAK UP demanded a long overdue change and female respondents) and early Tin behaviour from those who had abused warning signs of growing subverted ” their position of power to compromise discussions or cliques where people felt and, at times, violate people’s human safe to share what might now be seen as WE WILL GAIN A rights. Whilst many individuals and controversial opinion. SENSE OF HUMAN organisations made incremental progress DECENCY, RESPECT “ to highlight the unacceptable tolerance Th ere is an overall realisation that AND COMMON SENSE across the globe, occurrences continued although we want to be the same, we are ” to be reported and frustrations rose. in fact not the same, and the future is Both #MeToo and #TimesUp created in our individuality. It is in considering an unprecedented push to tackle the audience, context and appropriateness WE WILL LOSE THE injustices existing within the industry and that we can fi nd a way forward to our CAMARADERIE, OPENNESS OF COMMUNICATION society as a whole, waiving anonymity to new narrative. “ speak up en masse and call out the high AND FRIENDSHIP profi le perpetrators, it encouraged many FINDING THE NEW NARRATIVE others to break their silence and a corner Th e entire industry is obsessed with ” was fi nally turned. authentic leadership, yet we suspect there are huge compromises to people’s NICE TO NOT HAVE OUT WITH THE SALACIOUS OLD authenticity in this space. By example, THE WHITE MAN Th e Lighthouse research thankfully Trump will be given a unanimous eye “ DINOSAURS WHO confi rms a lessening tolerance of roll within a board meeting and yet RAVAGE THE LAND inappropriate conduct in the workplace, 63 million people voted for him, be it derogatory remarks, intoxicated with many individuals privately ” behaviours or stereotyping. Th e good holding elements of admiration for his news is, as an industry, we are experiencing achievements – an opinion often stifl ed EQUALITY AND greater awareness of what is acceptable for fear of disapproval. FAIRNESS SHOULD or not. Evidence shows the industry “ BE INBUILT, NOT has gained a fairer, more transparent, As we look towards a new, more inclusive A HASHTAG trusting and respectful workplace which narrative, let’s remember it is healthy the majority have embraced. to hold diff ering opinions, and whilst ” imperative and admirable to lobby, STERILE TO SUBVERTED campaign and call out unacceptable IT WILL BE A COMPLETELY Underlying evidence in this year’s survey behaviour, leaving our colleagues feeling DIFFERENT WORLD suggests that whilst we have gained at best uncomfortable and at worst no “ FOR MY DAUGHTER much, there is an emerging danger of longer able to express healthily opposing COMPARED TO MINE falling into a parallel state of paralysis opinions needs to be addressed. – one where we become so fearful of ” off ence, we either say nothing at all We bring to attention the subtle WE’RE GOING TO LOSE or fi nd subverted cohorts in which to but enlightening responses our survey OUR SENSE OF FUN. speak liberally. Evidence of respondents illuminates, simply as a duty of care, rather “ FUELLING CREATIVITY, questioning inner thoughts, or holding than to naively collude in the subversion SHOULD NOT BE CONFUSED a fear of being attacked or exposed for ourselves. Let us speak our truth – with WITH NASTINESS sharing an alternative opinion, was respect and compassion.

8 ” @shippingreport that whilst we are better aware, we are not being honest about the investment and eff ectiveness THE ACTION required to make change? Our concern was especially drawn towards the quantum of verbatim OF INACTION answers solely mentioning unconscious bias training. If this is oncluding the survey this less than half felt proud of the representative of the main activity in year, we focused on the work that had been done so far any company, it shows an industry importance of inclusivity within their organisations and 70% still gravely behind the curve. Cacross diversity and mental health. of participants felt they had seen Critical facets of the inclusivity With the survey overwhelmingly too many businesses talk the talk agenda such as disability, age, pointing to an evolution in our this year, with very little action. neurodiversity and social diversity workforce, the need to feel happier Th is was especially true when we appear to be a far greater challenge and an ambition for greater studied the data around the mental with incredibly low scores. acceptance of individuality, it seems health arena. appropriate to look at what the A LITTLE MORE ACTION… industry is actually achieving. Delivering a wellness week, training Inclusivity of all types in the a handful of mental health fi rst workplace is no longer a nice to have, THE CONVERSATION aiders, or inviting in motivational but a must have. When we hear of HAS STARTED… speakers on diversity was a a company willing to drop a point For the fi rst time, the survey looked common response across the survey of margin to invest in meaningful at equality for all levels of diversity, and is a start. However hundreds of and actionable programmes around from gender and ethnicity to people the Lighthouse interviewed, both the diversity and mental neurodiversity, those regarded as felt mental health support was health agendas, we may start to see socially and sexually diverse, along only provided, in practice, for the level of change required. with general mental and physical a conspicuous crisis and loose health. Given we are still correcting intentions on diversity are creating As we write the 2020 forecast in the well-documented gender a silent epidemic of those struggling 12 months, we will be seeking imbalance at senior levels within our with feelings of exclusion, anxiety to discover behavioural changes industry, catalysed by the inaugural and depression, with no consistent in place to dispel the myths and publication of the Government or normalised pathway to support. associated stigmas, such as visible Equalities Offi ce Gender Pay conversations, visible role models, Report, we are painfully aware of Could the clue lie in the data? focused programmes, in-house the sheer hard work and focus the Less than 20% of leaders were therapists and internal mental industry must now undertake to “willing to share a mental illness health groups and a truly top down create the inclusive environment with colleagues”, maintaining the open dialogue about the spectrum we aspire to provide and be part of. leadership masking and distancing, along which we all oscillate, with whilst paying lip service to the feelings of inclusion and our own Th e good news is, nearly 80% of mental health agenda. Can we infer, mental health. our respondents felt they had made strong headway on the high profi le areas including Gender (70%), 8 HOW MUCH DO YOU AGREE WITH THESE LGBTIQ (60%) and Ethnicity DIVERSITY, HEALTH & WELLBEING STATEMENTS? (50%), with 78% feeling they had 21 % made some headway on mental % WANT TO DO 47 MORE, NO health and wellbeing. Equally INCREDIBLY FUNDING encouraging was participants PROUD OF THE % WORK WE 71 reporting CEOs taking the lead on HAVE DONE BUSINESSES TALK the diversity agenda (not diverting THE TALK, BUT % THERE IS VERY 78 the issue to HR departments) LITTLE ACTION MADE A START, % BUT THERE IS and that funding was neither 22 MORE TO DO preventative nor blocking progress. DON’T KNOW HOW TO % DO MORE AT BEST A 31 DISTRACTION LIKELY TO A LITTLE LESS SUPPORT IF CONVERSATION… % PERSONALLY 4 RESONATES However, with credit to the candour of our survey participants,

11thelighthousecompany.com @shippingreport9 Our New World Talent Survey serves to identify an

EncouraginglyGiving this year, atheir number Manifesto speeches of factors indicate that our top talent pool is in a healthy position at• Th Firstly thee Shippingneed Forecast to broaden experience We(up 9%are delighted and honoured to welcome ten exceptionally talented leaders to the Shipping ForecastSUB HEADLINE this year, 2 each off ering their personal three-minute manifesto, focused on what they 2016’sfeel we fi ndiought to be aware of, concerned about or inspired by in 2019. From a poet to a brain surgeon and a teacher to an MP – with some necessary media moguls in between, we hope they off er you a wider and evolved perspective as we collectively look to the year ahead.

Th ese speeches can be viewed at thelighthousecompany.com/new-world-talent-survey

Colin Light is a Partner in PwC’s UK Kate Ward is Executive Vice President for Consulting practice with over 18 years global Refi nery29’s international business, the experience, specialising in digital services leading digital-media and entertainment specifi cally designing and building new company focused on women, where business model services with ecosystem/ she oversees the company’s growth and partnership/JV development for our clients’ expansion across both programming and front-offi ce and revenue growth priorities. commercial.

He started off Engineering strategy and start- In November 2015, Kate launched ups (setting up and running a joint venture Refi nery29 UK, the company’s fi rst between Hutchison and the BBC), and international edition, headquartered in DR COLIN LIGHT then moved to PwC. He recently returned KATE WARD London. Since launch, the UK edition has from China where he led digital consulting consistently grown its community, with a 50 services including the establishment of Experience Centres and the rollout percent increase in the number of users on Refi nery29.uk in 2017 alone, of their Business-Experience-Technology (BXT)s. and has been most recently recognised by Digiday’s Media Europe Awards as Publisher of the Year. Kate expanded the international offering In his UK role Colin has established the Experience Centre with iconic in 2016 with the launch of Refi nery29’s German offi ce and .de site. Prior creative industry hires and integration of existing talent to bring together to Refi nery29 Kate spent 8 years at the Endemol Shine Group in a variety over 350 experts from ethnographic research to brand/marketing of roles from Associate Director of Business Development to Head of strategy, creative and experience design, and platform-neutral digital Commercial and Strategy at Shine TV. technology design/execution. In 2017, Kate was named as one of Ad Age’s Class of Women to Watch Colin has specialised in new start-ups or joint ventures, and notably for three Europe, and was listed in Management Today’s 35 Women Under 35. of them he was seconded as launch CEO/COO to take from paper to market. Kate is also a regular speaker at industry events, and serves alongside He has a Masters and PhD in Electrical Engineering, contributes extensively to other industry experts in various roles including judging The Drum Online international publications and makes press and TV appearances for the likes Media Awards, and previously sitting on the Advisory Committee of the of Wall Street Journal, Bloomberg, and Financial Times. Edinburgh International TV Festival.

Ed Smith grew up on a sheep and cropping Tulip Siddiq is the Labour Member of farm in Western Victoria in rural Australia. Parliament for Hampstead and Kilburn, He has worked and lived in Melbourne, having been re-elected in June 2017. Sydney, Beijing, Luxembourg, London and the Alps in industries as diverse as banking, Joining the Labour Party at the age of 16, media, technology, advertising and tourism. Tulip has run campaigns that prioritise the interests of local people since her fi rst Ed is currently EU General Manager of cross- election in 2015. channel marketing for Amazon. In Australia he led sales and marketing for Foxtel, the From her stance against Brexit and HS2, local equivalent of Sky. Before that, he was to demanding better funding for local ED SMITH group marketing director for News Corp. TULIP SIDDIQ MP schools and health service Tulip is a truly local representative. She is a member of the In 2016 Ed moved to London with his family for a change and an Women and Equalities Select Committee. She is the Chair of the All Party adventure. He took a year off and travelled to 100 UK towns and Parliamentary Group on Childcare and Early Education and the Vice- cities, talking with at least fi ve people in each place. He blogged Chair of the All Party Parliamentary Group against Anti-Semitism. his adventure at talledsmith.com writing and fi lming as he strove to understand the people of the UK. He has an MBA from Monash Tulip is also a governor at Emmanuel Primary School, a trustee of the university and is a director of the Make-A-Wish foundation. Holocaust Memorial Day Trust and a patron of the charity Leaders Plus.

10 @shippingreport Our New World TalentBetween Survey the grit of serves East London to identify and the an Sanjay Nazerali is an international media charisma of Essex sits the unassuming town strategist. After graduating from Oxford in named Ilford, home to the internationally 1985, Sanjay started his career in political recognised poet, Hussain Manawer. Having communications, working with Peter Encouragingly this year,been inspireda number by a school teacher who urged Mandelson and Philip Gould to redefine the of factors indicate himthat to enterour a toppoetry competition, he now Labour Party brand. talent pool is in a healthytravels positionglobally delivering raw performances that pack an emotional punch. Following an MBA at INSEAD, Sanjay • Firstly the need went on to lead marketing at MTV Europe, to broaden Carvingexperience out a new genre of socially taking the fledgling channel from 17 to 70 (up 9% @Rankin Credit: conscious art for the masses, the ‘Original million homes. Sanjay then founded a Top HUSSAIN MANAWER Mummy’s Boy’ has just released his latest SANJAY NAZERALI 50 international insight agency, The Depot, work ‘Homemade’, a 4-track poetry grief which he sold in 2006, to join his most cycleSUB through HEADLINE Universal Music 2 Virgin Emi. Hussain recently launched the beloved client, BBC News, as their first Global Director of Marketing. UK’s largest mental health festival in partnership with Twitter UK at Hackney During his tenure at the BBC, Sanjay’s obsession was the opportunity to Empire2016’s andfindi received an Honorary Fellowship from the prestigious Kings reinvent news through digital media and technology. College London. His poetry has garnered regular airtime on radio and he has supported Ellie Goulding, iconic actress, Cher, and was requested to In 2013, Sanjay joined Dentsu Aegis Network as the Global Chief curate a poem by London Mayor Sadiq Khan, entitled ‘London’s Legacy’ Strategist at Carat. In 2017, he was appointed as Dentsu X’s first Global to celebrate the launch of the first night tube. Chief Strategy & Development Officer, responsible for building the network out of Asia. In his role at Dentsu Aegis Network, he is also a Hussain is challenging the stigma existing around mental health. He member of the World Economic Forum’s network of thought leaders. previously set a Guinness World Record for the ‘World’s Largest Mental Health Lesson’ and appeared at Global Citizen Live alongside the late Outside of work, Sanjay is a trustee of a few charities, including NAZ, a Kofi Annan, Emelie Sande, Maya Jama and Professor Green. sexual health charity, and Index on Censorship.

Mr Kevin O’Neill is Consultant Neuro- Caroline Casey, an award-winning social surgeon at Charing Cross Hospital, Imperial entrepreneur, is both an adventurer and a College London. He qualified in medicine business woman. Subject of the National from St Mary’s Hospital Medical School and Geographic Documentary Elephant Vision, Imperial College London in 1989, having Ashoka Fellow, Eisenhower Fellow, obtained an intercalated BSc in neuroscience Counsellor for One Young World, Young in 1986. Global Leader of the World Economic Forum, TED speaker, past advisor for the Kevin embarked on basic surgical training, Clinton Global Initiative and unwavering obtaining his FRCS in 1994 and then went campaigner, Caroline’s passion and on to a career in neurosurgery, obtaining ambition for leading a life without limits and KEVIN O’NEILL his final fellowship in 1998 and becoming CAROLINE CASEY labels is truly contagious. a consultant in 1999. He is now head of neurosurgery after specialising in neurovascular and neuro-oncology, Since taking a life changing decision at 28 to leave her successful career where his main research interest is in developing new technologies as a management consultant and travel across India on an elephant, and treatments. Caroline has been committed to building a global movement on inclusive business to build an equal society for the 1 billion people in the world Mr O’Neill’s focus is on brain tumour research. He heads up the brain with a disability. Caroline has set up several organisations and initiatives tumour clinical service at Imperial College and a centre of excellence centred on disability business inclusion. #Valuable, her most recent translation research programme aimed at developing and testing new campaign, launched in August 2017, was a global call to action for treatment strategies. He particularly enjoys the application of science and business to recognise the value of the 1 billion people with disabilities technology to medicine, utilising new technologies and approaches to across their supply chain, reached 810 million people. Now, #Valuable solving the complexity of disease states of which brain tumours are one is working with the world’s most influential CEOs, brands and platforms to of the most complex. put disability on the global business leadership agenda.

Andria Zafirakou is the 2018 Varkey Global Sir Martin Sorrell is Executive Chairman of Teacher prize winner ’Best teacher in the S4Capital, a newly funded vehicle with the World‘. Andria, a teacher at Alperton objective of building a new age, new era, Community School in Brent, is the first ever digital advertising and marketing services UK winner of the Varkey Foundation Global platform for clients. S4Capital completed its Teacher Prize, with a US$1million award. first acquisition of MediaMonks recently and is scheduled to be reversed into a UK-listed Andria was born in north-west London to company, Derriston. Derriston has now been Greek-Cypriot parents and state-educated renamed S4Capital PLC and has a market in Brent and Camden. She has worked capitalization of over €250 million. her entire teaching career of 13 years at ANDRIA ZAFIRAKOU Alperton Community School and was SIR MARTIN SORRELL Prior to this, Sir Martin was CEO of WPP for promoted to Deputy Head of Art within a 33 years, building it from a £1 million “shell” year of her arrival. She is now Associate Deputy Headteacher leading on company in 1985 into the world’s largest advertising and marketing staff professional development. services company, with a market capitalisation of over £16 billion, revenues of over £15 billion and profits of approximately £2 billion. Using the prize money awarded by the Global Teacher prize, Andria has recently founded a charity called Artists in Residence (AiR) with an aim to He supports a number of leading business schools and universities, improve arts education in schools. Andria was recently nominated to be in including his alma mater, Harvard Business School and Cambridge the top ten of the Evening Standard’s Progress 1000 Londoners list. University and a number of charities, including his family foundation.

13thelighthousecompany.com @shippingreport 11 TRANSMISSIONS FROM THE TOWER

WATCHTOWER VISIBILITY

GroupM (June 2018) forecasts $24B in net new PwC’s Global Entertainment & Media Outlook 2018- advertising investment this year, with total advertising 2022 (June 2018) suggests total spending will rise at investment to grow by 3.9% in 2019. a compound annual growth rate (CAGR) of 4.4% over (GroupM 2018) the next fi ve years, but with sharp differences among industry segments and sectors within them and across Zenith (September 2018) predicts global advertising territories. The fastest growth will be in digitally driven expenditure growth of 4.6% in 2018, reaching segments, with virtual reality leading the way, followed US$579 billion by the end of this year. This forecast by over-the-top content (OTT). is substantially ahead of the 4.1% growth rate they (PwC 2018) forecasted last December. They also predict an 8% annual growth in paid-search advertising spend The IPA Bellwether Report (July 2018). Growth for the between 2017 and 2020. Social media, however, is year as a whole is expected in at around 1.1% (revised growing faster than paid search. In fact, it is growing from 0.8%), while 2019 growth was also upwardly at twice the rate, by 16% through 2020. revised to 0.7% (from 0.4%). Ongoing uncertainty (Zenith Media, MediaPost 2018) around Brexit continues to remain a primary risk. (MarkitEconomics 2018) Dentsu Aegis Network (June 2018) forecast global advertising expenditure to rise 3.9% in 2018, primarily Credos, part of the Advertising Association, reports that due to consumer packaged goods companies almost 6% (556) of every 10,000 LinkedIn members returning to higher levels of spend and an “uptick” in the London area are employed in the advertising from the FIFA World Cup. Digital advertising spend is and marketing industry – equivalent to one in every expected to rise 12.6% to $231bn, equalling approx 18 people. The current advertising and marketing 38% of all media spend, and will be greater than TV workforce in London who have migrated here in the last for the fi rst time globally. 12 months is three times as high as the corresponding (Carat, Dentsu Aegis Network 2018) fi gure in New York, as well as Paris and Amsterdam. Without such diversity in the workforce, creativity and customer service would suffer dramatically. (Advertising Association 2018)

COLLABORATION, COLLISIONS AND CONSOLIDATION

And fi nally, this year we asked our survey respondents for their view on which companies should merge in the year ahead. Whilst we were amused by some responses, the following eight pairings were the most common conclusions. You predicted well with your fi rst suggestion. Th e question is, will the others follow in 2019?

The Lighthouse Company is an executive search company specialising in the media, creative, advertising and tech industry. We are also founding partners of Advertising Week Europe, the industry’s annual thought leadership event. Our sister company Psyched offers coaching, psychoeducation training and seminars and leadership programmes to individuals and corporate boards.

12 @shippingreport Our New World Talent Survey serves to identify an

Encouragingly this year, a number of factors indicate that our top talent pool is in a healthy position • Firstly the need to broaden experience (up 9%

SUB HEADLINE 2 2016’s findi Man cannot discover “ new oceans unless he has the courage to lose sight of the shore ”

15 @shippingreport Circus House 131 West 33rd Street thelighthousecompany.com 26 Little Portland Street Suite 800 London New York @shippingreport W1W 8BX NY 10001 The Lighthouse Company