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BM2B - Matching Talent to Need

The
Intergenerational
Workplace
- and its’ impact on the future of our organizations

1
Which generational cohort do
you belong to?

Boomers - 1947 to 1966

Generation X - 1966 to 1979

BM2B - Matching Talent t...
Today

30

25

30

20
10

5

0
Traditionalists

Boomers

Gen X

BM2B - Matching Talent to Need

40

40

Gen Y
3
50
40
30
20
10
0
22
20

1
7
BM2B - Matching Talent to Need

Tomorrow

50

4
Multiple cohorts with
differing views of the
workplace – creates
conflict
Dominant boomer cohort
on the way out - creates
...
Boomer exodus = Expertise Gap
 vacancies rise
 forces up training & development costs
 Creates skills and knowledge gap...
Gen Y @
2x

Boomers @

1/2
BM2B - Matching Talent to Need

The impact

7
What we want
Generation
Y

Loyalty, respect for
authority

Company
loyalty, competition

Self
reliance, independence

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

I can t...
What current leaders want
Concerns

Motivators
%

Do not enjoy mentoring or
coaching

53

Afraid of redundancy

56

No one...
The solution
• Boomer Leaders are accountable

Boomer
• Risk assessment is completed (ROI)
Leader
• Knowledge transfer pro...
Learning styles
Digital Immigrants

Digital Natives
Nonlinear (hyperlinked) logic of
learning

Focused mainly on facts and...
Knowledge Transfer Process

transferred?
2. What process is best suited to learning styles of
intended future leaders?

3....
BM2B - Matching Talent to Need

Aligning Boomers and GenY

14
How we communicate
Gen X

Gen Y

Boomer – 22%

Gen X – 28%
Gen Y – 27%

Boomers = 20%
GenX = 30%
GenY = 39%

BM2B - Matchi...
BM2B - Matching Talent to Need

Attracting interest

Research

16
Attracting interest

BM2B - Matching Talent to Need

Research
Network

17
Research
Network
Mind your

and

‘s

BM2B - Matching Talent to Need

Attracting interest

18
Research
Network
Mind your
and
‘s
Think about your audience

BM2B - Matching Talent to Need

Attracting interest

19
Research
Network
Mind your
and
‘s
Think about your audience
Build a professional profile

BM2B - Matching Talent to Need

...
Multiple cohorts with
differing views of the
workplace – working
together
Dominant boomer cohort
on the way out; effective...
BM2B - Matching Talent to Need

The
Intergenerational
Workplace
- and its’ impact on the future of our organizations

22
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The Intergenerational Workforce - and the impact on your organization

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It's not only about managing the expectations of Generation Y or Millenials, it's also about managing the dominance of boomers.

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The Intergenerational Workforce - and the impact on your organization

  1. 1. BM2B - Matching Talent to Need The Intergenerational Workplace - and its’ impact on the future of our organizations 1
  2. 2. Which generational cohort do you belong to? Boomers - 1947 to 1966 Generation X - 1966 to 1979 BM2B - Matching Talent to Need Traditionalists - pre 1947 Generation Y - 1980 to 1995 2
  3. 3. Today 30 25 30 20 10 5 0 Traditionalists Boomers Gen X BM2B - Matching Talent to Need 40 40 Gen Y 3
  4. 4. 50 40 30 20 10 0 22 20 1 7 BM2B - Matching Talent to Need Tomorrow 50 4
  5. 5. Multiple cohorts with differing views of the workplace – creates conflict Dominant boomer cohort on the way out - creates an expertise gap BM2B - Matching Talent to Need The challenges 5
  6. 6. Boomer exodus = Expertise Gap  vacancies rise  forces up training & development costs  Creates skills and knowledge gaps BM2B - Matching Talent to Need Boomers leaving 6
  7. 7. Gen Y @ 2x Boomers @ 1/2 BM2B - Matching Talent to Need The impact 7
  8. 8. What we want Generation Y Loyalty, respect for authority Company loyalty, competition Self reliance, independence Community loyalty, equity Company goals Team and personal goals Career goals Learning and growth Company performance Personal and company performance Personal results and fun Speed of career movement For doing the job Reward for results, recognition for contribution Reward for outcomes Reward for learning and knowledge acquisition Job security, company success, live to work Work defines self worth, live to work Work/life balance, work to live Lines between personal and work blurred. Pack orientation BM2B - Matching Talent to Need Boomer Generation X Traditionalist 8
  9. 9. “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… BM2B - Matching Talent to Need I was visiting my son-in-law and daughter last night when I asked them if I could borrow a newspaper. 9
  10. 10. What current leaders want Concerns Motivators % Do not enjoy mentoring or coaching 53 Afraid of redundancy 56 No one needs their knowledge 35 Not interested in giving their knowledge away 30 Reason % Organization views skills transfer as a priority 73 Will receive reward/recognition for doing it 20 Skills transfer part of retirement planning 38 Get satisfaction from teaching others 64 Reverse mentoring in place 18 BM2B - Matching Talent to Need Reason 10
  11. 11. The solution • Boomer Leaders are accountable Boomer • Risk assessment is completed (ROI) Leader • Knowledge transfer process is developed Legacy Process BM2B - Matching Talent to Need • Critical roles and skills are identified 11
  12. 12. Learning styles Digital Immigrants Digital Natives 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 *Conference Board of Canada, Bridging the Gaps. BM2B - Matching Talent to Need Linear acquisition of information 12
  13. 13. Knowledge Transfer Process transferred? 2. What process is best suited to learning styles of intended future leaders? 3. Which knowledge transfer methodologies should BM2B - Matching Talent to Need 1. What knowledge and expertise needs to be be applied? 13
  14. 14. BM2B - Matching Talent to Need Aligning Boomers and GenY 14
  15. 15. How we communicate Gen X Gen Y Boomer – 22% Gen X – 28% Gen Y – 27% Boomers = 20% GenX = 30% GenY = 39% BM2B - Matching Talent to Need Boomer 15 – 45% 15
  16. 16. BM2B - Matching Talent to Need Attracting interest Research 16
  17. 17. Attracting interest BM2B - Matching Talent to Need Research Network 17
  18. 18. Research Network Mind your and ‘s BM2B - Matching Talent to Need Attracting interest 18
  19. 19. Research Network Mind your and ‘s Think about your audience BM2B - Matching Talent to Need Attracting interest 19
  20. 20. Research Network Mind your and ‘s Think about your audience Build a professional profile BM2B - Matching Talent to Need Attracting interest 20
  21. 21. Multiple cohorts with differing views of the workplace – working together Dominant boomer cohort on the way out; effectively closing the pending expertise gap BM2B - Matching Talent to Need The challenges 21
  22. 22. BM2B - Matching Talent to Need The Intergenerational Workplace - and its’ impact on the future of our organizations 22

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