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dWho is Developing Our Future Leaders?The Boomer Leader LegacyInfographic available

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Today (%)

Traditional-ists Boomers

Gen XGen Y

05

10152025303540

5

40

2530

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2020 (%)

Tradi-tionalists Boomers Gen X Gen Y Gen Z

0

10

20

30

40

50

1

2220

50

7

3

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So - the Challenge?

Expertise and knowledge drain as boomers exit from the workforce.

Which expertise and knowledge is critical and important to retain?

Which expertise and knowledge is not required for future leaders in these roles?

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And - The Solution?

Keep the expertise by transferring the knowledge and skills.

Human Resources takes a leadership role in addressing the pending expertise gap by creating a culture and environment that guarantees leadership continuity planning.

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The Boomer Leader Legacy(a demographic gift)

• Boomer Leaders accountable

• Critical roles and skills surfaced and documented.

• Risk assessment

• Measures of success (ROI)

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How Do You Start?

First - Educate Yourself

1. Conduct researchGain a sound understanding of the generations in your workplace

2. Evaluate the differences and similarities3. Develop an appreciation for both –

Become knowledgeable

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Differences Influences & Styles

Traditionalists Boomer Gen X Gen Y

Defined by WWII Born into an abundant, healthy economy

‘Latchkey kids & kids of divorce – shadow of boomers

Empowerment years – everyone is rewarded

Loyal, dependable, work toward a common goal

EgocentricWork defines self worth & others

Independence, resilience, adaptability

Make own choices, question authority

Live to work Live to work Work to live Balance

Dependable, believe in sacrificing for others

Expect others to have the same work ethic & work the same hours

View world with some cynicism and distrust

Everyone should get more from their employers 8

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DifferencesExpectations of Work

Traditionalists Boomer Gen X Gen Y

Loyal, respect authority

Competitive Self-reliance Everyone is equal

Focused on common goals

Optimistic, team-oriented

Sceptical, career-oriented

Self importance, loyalty to colleagues

Focused on performing

Results focus Results focus with fun

Hard work & career aspirations

Compensated for doing job

Reward for results Reward for outcomes

Seek rapid success

Put aside their own needs for company. Job security

Seek promotion & career growth – job security

Achieve work/life balance

Sense of community, work is part of life continuum

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Differences Communication Preferences

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I was visiting my son-in-law and daughter last night when I asked them if I could borrow a newspaper.

“This is the 21st century, old man,” he said. “We don’t waste money on newspapers. Here, you can borrow my iPad.”

I can tell you, that fly never knew what hit it…

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Learning Styles

Digital Immigrants Digital Natives

Linear acquisition of information Nonlinear (hyperlinked) logic of learning

Focused mainly on facts and knowledge acquisition

Focused more on learning how to learn

Guided learning Autonomous learning

Learning in specified time periods Learning 24/7

Face-to-face learning Interactive virtual learning

Learning as duty Learning as fun

Rote learning Analogical learning

11*Conference Board of Canada, Bridging the Gaps.

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Second – Create Your Strategy

• What knowledge and expertise needs to be transferred?

• What process is best suited to learning styles of intended

future leaders?

• Which knowledge transfer methodologies should be

applied?

• What is the timing? 12

‘’An effective LDL program needs structure to give it some intentionality.” Human Capital Institute, 2010

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What is the cost of ‘lost knowledge’?

Prepare a risk assessment

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Third- Build the BLL Process1. Establish your cross functional team –

include future leaders2. Evaluate current and future requirements3. Select knowledge transfer methodologies 4. Build the project plan5. Measures of success (ROI)6. Implement with current and future leaders7. Evaluate8. Reward and recognize

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The BLL Process -First Steps

1. Review your employee population 2. Conduct your critical skills assessment3. Establish your team.

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Start your planning process NOW!

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This is your ‘Demographic gift’ -

OPEN IT!

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dWho is Developing Our Future Leaders?The Boomer Leader Legacy

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