The document discusses the aging of the baby boomer generation and the need to develop new leaders from younger generations as boomers retire. It notes that as boomers retire, there will be a decline in the proportion of the population that is of prime working age. This creates both leadership and skills gaps that must be addressed. The solution proposed is for HR experts to take a leadership role in developing a "Boomer Leader Legacy" process. This process would involve educating leaders about generational differences, assessing leadership needs, designing a leadership development strategy, and implementing a plan to transfer knowledge from boomers to newer generations of leaders.

1. As the baby boomer generation ad-
vances into the age of normal retire-
ment, there will be a significant de-
cline in the proportion of our popula-
tion in the prime working years of
15 to 64.
Rick Miner, Jobs of the Future, 2012
WHO IS DEVELOPING OUR FUTURE LEADERS?
THE BOOMER LEADER LEGACY
Baby Boomer
1947 to 1966
Generation Y
1980 to 1995
40% 30%
Generation X
1967 to 1979
Traditionalist
pre 1947
25%5%
2020
Cohort sizes change
7%
Generation Z post 1995
1% 20%
22%
50%
 Skills gaps
 Leadership
gaps
 Technology
 Workforce age
 Technical &
non technical
skills
 expertise
 leadership
knowledge
 global &
national
experience
Traditionalist Boomer Generation X Generation Y
Hold Boomer leaders accountable for developing new leaders
Assess ability of your Boomer leaders to develop new leaders
Train Boomer leaders to teach, coach and mentor new leaders
Recognize Boomer leaders who effectively develop new leaders.
1. Educate Yourself
 Demographic makeup of your organization
 Similarities and differences of cohorts
 Working and communication styles
How to Get Started….
Review your potential leadership population
Conduct knowledge and learner evaluation
Assemble a cross functional team
THEN...
The Challenge?
As the boomers prepare to retire
and exit the workforce, this is a
great opportunity for HR Experts to
take on a business leadership role
and develop the plan to grow the
next generation of leaders.
The Solution!
Boomer Leader Legacy
The Process
2. Build Leadership Development Strategy
 Business risk assessment
 Knowledge transfer requirements
 Cross functional team
3. Design the BLL process
 Select knowledge transfer methods
 Confirm leader selection, current and new
 Develop coaching and mentoring tasks
 Assemble the project plan
 Implement and evaluate
Learning Styles
Critical factor
Matching Talent to Need
Boomer Match to Business
match@bm2b.ca 905.662.5130 www.bm2b.ca