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UTILITY WEEK | 14TH - 20TH OCTOBER 2016 | 15 for the design and construction of public art installations that also pro- vide large-scale clean energy genera- tion. Once built, each sculpture will continuously input clean energy into the grid at a utility scale. Five of the designs are shown here; for a complete listing and details of each proposal, visit: http://landartgenerator.org/ If you have an asset or project you would like to see featured in this slot, email: paul.newton@fav-house.com Pipe up Chris Wood W ho are Generation Z? Born between 1995 and 2010, they're following maturing millennials into higher education. Or would be if they didn't doubt the return they'll get on their tuition fees. Predisposed to different ways of getting educated, including in the workplace, they should grab the attention of an industry with a chronic skills shortage. However, this generation witnessed a global economic collapse in their formative years. They are sceptical of companies and not naturally loyal employ- ees. What's more, attracting them to a job – or getting their attention at all – is difficult. With an eight-second attention span, their focus flows across multiple screens and devices. The generation gap in the sector is already acute – but the challenges for recruitment, training and employ- ment are profound. So how do young people who have never lived without the internet learn practical skills? We believe training must change. First, Generation Z need a reason to want to learn – career advancement, know- ing their work has purpose, clear pathways to achieve- ment, and opportunities to make a difference. That done, we must help them to help themselves. They know how to find information, watching lessons on YouTube, work- ing with classmates online and reading textbooks on tablets, for example. So let's make information available in formats they want, such as short form video. In the world aer the 2008 crash, Generation Z doesn't depend on previous generations for guidance, so we should look at making the learning environment collaborative and engaging. Used to 24-hour digital access to information, the citizens of Generation Z expect to get what they want quickly, which means they need frequent feedback and approval, and personal attention. This has potential benefits. Their rapid results mindset should make them more efficient. They don't want a boss, they want a coach. They want to be judged on their results, not time spent on the clock. More flexible working practices in a non- authoritarian, nurturing environment look like a natural solution. Generation Z will challenge businesses to think about their operational models, but adapting could have a wider pay-off, helping organisations to tap into the tal- ent pool across other generations. Chris Wood, chief executive, Develop Training "Companies can exploit the strengths of today's young people – if they tailor the training correctly." In the world after the 2008 crash, Generation Z doesn't depend on previous generations for guidance Operations & Assets