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A River Runs Through It Keeping the Talent Stream Flowing Through Your Enterprise Patricia M. Nazemetz March 31, 2011
Keep a river of talent flowing through your organization <ul><li>Natural, organic flow </li></ul><ul><li>Too fast =  talen...
How do you keep this  river of talent flowing? <ul><li>Talent selection </li></ul><ul><li>Preparation </li></ul><ul><li>Mo...
Who is in your talent pool? Who is in your talent pipeline?
Today, “multi-” is the new normal <ul><li>Generational </li></ul><ul><li>Geographic </li></ul><ul><li>Cultural </li></ul><...
 
Generational Cohort Key Traits Recruit Motivate Retain <ul><li>Matures </li></ul><ul><li>Age: 66+ </li></ul><ul><li>“ Work...
Needed:  A talent and leadership  development strategy that builds  on each generation’s strength <ul><li>Required ingredi...
<ul><li>Is your organization’s talent engine effective? </li></ul><ul><li>What do you stand for? </li></ul><ul><li>What ar...
Is your enterprise: <ul><li>Growing, changing, opportunistic? </li></ul><ul><li>Flexible, agile, resilient? </li></ul><ul>...
Your culture – your employment brand – will determine: <ul><li>Who you bring into your talent pool </li></ul><ul><li>How y...
Ten tips for successful leadership development across the enterprise and the generations: <ul><li>Know your talent </li></...
Questions <ul><li>? ? ?  ? </li></ul><ul><li>? ? ? </li></ul>
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Intergenerational Leadership

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How to keep talent of all ages engaged in your organization.

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Transcript of "Intergenerational Leadership"

  1. 1. A River Runs Through It Keeping the Talent Stream Flowing Through Your Enterprise Patricia M. Nazemetz March 31, 2011
  2. 2. Keep a river of talent flowing through your organization <ul><li>Natural, organic flow </li></ul><ul><li>Too fast = talent drain </li></ul><ul><li>Too slow = stagnation </li></ul>
  3. 3. How do you keep this river of talent flowing? <ul><li>Talent selection </li></ul><ul><li>Preparation </li></ul><ul><li>Movement </li></ul>
  4. 4. Who is in your talent pool? Who is in your talent pipeline?
  5. 5. Today, “multi-” is the new normal <ul><li>Generational </li></ul><ul><li>Geographic </li></ul><ul><li>Cultural </li></ul><ul><li>Ethnic </li></ul>Multiple generations in the workplace and the rules of engagement are changing
  6. 7. Generational Cohort Key Traits Recruit Motivate Retain <ul><li>Matures </li></ul><ul><li>Age: 66+ </li></ul><ul><li>“ Work first!” </li></ul><ul><li>Conservative </li></ul><ul><li>Loyal </li></ul><ul><li>Disciplined </li></ul>Reputation Allow to contribute Respect experience <ul><li>Boomers </li></ul><ul><li>Age: 47-65 </li></ul><ul><li>“ Live to work.” </li></ul><ul><li>Idealistic </li></ul><ul><li>Independent </li></ul><ul><li>Testing authority </li></ul>Independence Variety of assignments Give them a voice <ul><li>Gen X </li></ul><ul><li>Age: 34-46 </li></ul><ul><li>“ Work to live.” </li></ul><ul><li>Pragmatic </li></ul><ul><li>Entrepreneurial </li></ul><ul><li>Self-sufficient </li></ul>Honesty Do their own thing Opportunity to grow <ul><li>Millennials </li></ul><ul><li>Age: 33 & younger </li></ul><ul><li>“ Live, then work.” </li></ul><ul><li>Confident </li></ul><ul><li>Live in the present </li></ul><ul><li>Socially conscious </li></ul>Being connected Having an impact Flexibility
  7. 8. Needed: A talent and leadership development strategy that builds on each generation’s strength <ul><li>Required ingredients for effective talent flow: </li></ul><ul><li>Growth </li></ul><ul><li>Organization change </li></ul><ul><li>Talent Assessments </li></ul><ul><li>Development Action Planning </li></ul><ul><li>Mentoring and coaching </li></ul><ul><li>Communities of practice </li></ul><ul><li>Risk taking </li></ul><ul><li>Bridges, transitions, safe landings </li></ul>
  8. 9. <ul><li>Is your organization’s talent engine effective? </li></ul><ul><li>What do you stand for? </li></ul><ul><li>What are you known for? </li></ul><ul><li>Do you foster leadership potential? </li></ul>
  9. 10. Is your enterprise: <ul><li>Growing, changing, opportunistic? </li></ul><ul><li>Flexible, agile, resilient? </li></ul><ul><li>Forward-looking and thinking? </li></ul><ul><li>Leading the marketplace and forging new markets? </li></ul><ul><li>Or is it: </li></ul><ul><li>Hierarchical? </li></ul><ul><li>Cost-based and reduction oriented? </li></ul><ul><li>Risk averse? </li></ul><ul><li>Bolt-on and legacy-laden? </li></ul>
  10. 11. Your culture – your employment brand – will determine: <ul><li>Who you bring into your talent pool </li></ul><ul><li>How you help them achieve their goals and yours </li></ul><ul><li>If / how long your retain them </li></ul>
  11. 12. Ten tips for successful leadership development across the enterprise and the generations: <ul><li>Know your talent </li></ul><ul><li>Help people find their passion </li></ul><ul><li>Build general management capability </li></ul><ul><li>Take risks early and often </li></ul><ul><li>Leverage experiential learning </li></ul><ul><li>Build “multi” teams as well as communities of practice </li></ul><ul><li>Be transparent about opportunities </li></ul><ul><li>Be respectful of tenure but not constrained by it </li></ul><ul><li>Avoid winner-loser scenarios </li></ul><ul><li>Invest in transitions </li></ul>
  12. 13. Questions <ul><li>? ? ? ? </li></ul><ul><li>? ? ? </li></ul>

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