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Who is Developing                           BM2B - Matching Talent to NeedOur Future Leaders?The Boomer Leader Legacy     ...
Today (%)                          4040                                                 BM2B - Matching Talent to Need    ...
60                            40                    20             0                 1                       22           ...
So - the Challenge?Expertise and knowledge drain as boomers exitfrom the workforce.Which expertise and knowledge is critic...
And - The Solution?Keep the expertise by transferring the knowledgeand skills.                                            ...
The Boomer Leader Legacy                    (a demographic gift)• Boomer Leaders accountable• Critical roles and skills su...
How Do You Start?First - Educate Yourself1. Conduct research                                               BM2B - Matching...
DifferencesInfluences & Styles  Traditionalists        Boomer              Gen X              Gen YDefined by WWII     Bor...
DifferencesExpectations of Work  Traditionalists        Boomer               Gen X                Gen YLoyal, respect     ...
DifferencesCommunication PreferencesI was visiting my son-in-law and daughterlast night when I asked them if I couldborrow...
Learning Styles            Digital Immigrants                                Digital NativesLinear acquisition of informat...
Second– Create Your Strategy                  ‘’An effective LDL program needs structure to give it                  some ...
What is the cost of ‘lost knowledge’?                                        BM2B - Matching Talent to NeedPrepare a risk ...
Third- Build the BLL Process1. Establish your cross functional team –   include future leaders2. Evaluate current and futu...
The BLL Process -First Steps 1. Review your employee population                                              BM2B - Matchi...
This is your ‘Demographic gift’ -                                    BM2B - Matching Talent to Need         OPEN IT!      ...
Who is Developing                           BM2B - Matching Talent to NeedOur Future Leaders?The Boomer Leader Legacy     ...
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Who is developing our future leaders version 9 2 updated october 12 2012

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Updated presentation on how to transfer expertise from current boomer leaders to future leaders by creating a boomer leader legacy.

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Who is developing our future leaders version 9 2 updated october 12 2012

  1. 1. Who is Developing BM2B - Matching Talent to NeedOur Future Leaders?The Boomer Leader Legacy 1
  2. 2. Today (%) 4040 BM2B - Matching Talent to Need 25 3020 5 0 Traditionalists Boomers Gen X Gen Y 2
  3. 3. 60 40 20 0 1 22 20 50 7 2020 (%) BM2B - Matching Talent to Need3
  4. 4. So - the Challenge?Expertise and knowledge drain as boomers exitfrom the workforce.Which expertise and knowledge is critical and important to BM2B - Matching Talent to Needretain?Which expertise and knowledge is not required for futureleaders in these roles? 4
  5. 5. And - The Solution?Keep the expertise by transferring the knowledgeand skills. BM2B - Matching Talent to NeedHuman Resources takes a leadership role inaddressing the pending expertise gap by creatinga culture and environment that guaranteesleadership continuity planning. 5
  6. 6. The Boomer Leader Legacy (a demographic gift)• Boomer Leaders accountable• Critical roles and skills surfaced and documented. BM2B - Matching Talent to Need• Risk assessment• Measures of success (ROI) 6
  7. 7. How Do You Start?First - Educate Yourself1. Conduct research BM2B - Matching Talent to Need Gain a sound understanding of the generations in your workplace2. Evaluate the differences and similarities3. Develop an appreciation for both – Become knowledgeable 7
  8. 8. DifferencesInfluences & Styles Traditionalists Boomer Gen X Gen YDefined by WWII Born into an ‘Latchkey kids & Empowerment abundant, healthy kids of divorce – years – everyone economy shadow of is rewarded boomers BM2B - Matching Talent to NeedLoyal, Egocentric Independence, Make owndependable, work Work defines self resilience, choices, questiontoward a common worth & others adaptability authoritygoalLive to work Live to work Work to live BalanceDependable, Expect others to View world with Everyone shouldbelieve in have the same some cynicism get more fromsacrificing for work ethic & work and distrust their employers 8others the same hours
  9. 9. DifferencesExpectations of Work Traditionalists Boomer Gen X Gen YLoyal, respect Competitive Self-reliance Everyone is equalauthorityFocused on Optimistic, team- Sceptical, career- Self importance, BM2B - Matching Talent to Needcommon goals oriented oriented loyalty to colleaguesFocused on Results focus Results focus with Hard work &performing fun career aspirationsCompensated for Reward for results Reward for Seek rapiddoing job outcomes successPut aside their Seek promotion & Achieve work/life Sense ofown needs for career growth – balance community, workcompany. Job job security is part of life 9security continuum
  10. 10. DifferencesCommunication PreferencesI was visiting my son-in-law and daughterlast night when I asked them if I couldborrow a newspaper. BM2B - Matching Talent to Need“This is the 21st century, old man,” he said. “We don’t wastemoney on newspapers. Here, you can borrow my iPad.”I can tell you, that fly never knew what hit it… 10
  11. 11. Learning Styles Digital Immigrants Digital NativesLinear acquisition of information Nonlinear (hyperlinked) logic of learningFocused mainly on facts and Focused more on learning how toknowledge acquisition learn BM2B - Matching Talent to NeedGuided learning Autonomous learningLearning in specified time periods Learning 24/7Face-to-face learning Interactive virtual learningLearning as duty Learning as funRote learning Analogical learning*Conference Board of Canada, Bridging the Gaps. 11
  12. 12. Second– Create Your Strategy ‘’An effective LDL program needs structure to give it some intentionality.” Human Capital Institute, 2010 • What knowledge and expertise needs to be transferred? BM2B - Matching Talent to Need • What process is best suited to learning styles of intended future leaders? • Which knowledge transfer methodologies should be applied? • What is the timing? 12
  13. 13. What is the cost of ‘lost knowledge’? BM2B - Matching Talent to NeedPrepare a risk assessment 13
  14. 14. Third- Build the BLL Process1. Establish your cross functional team – include future leaders2. Evaluate current and future requirements3. Select knowledge transfer methodologies BM2B - Matching Talent to Need4. Build the project plan5. Measures of success (ROI)6. Implement with current and future leaders7. Evaluate8. Reward and recognize 14
  15. 15. The BLL Process -First Steps 1. Review your employee population BM2B - Matching Talent to Need 2. Conduct your critical skills assessment 3. Establish your team. Start your planning process NOW! 15
  16. 16. This is your ‘Demographic gift’ - BM2B - Matching Talent to Need OPEN IT! 16
  17. 17. Who is Developing BM2B - Matching Talent to NeedOur Future Leaders?The Boomer Leader Legacy 17

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