Why Leaders Won’t Share
And the implication for
Organizations have done little to prepare themselves for the baby boomer exodus.
The primary reason for this lapse (in leadership development continuity) is the
boomers themselves. The boomer group refuses to pass on their expertise, won’t
make the effort to mentor or coach the next generation of leaders and claims to be
too busy ‘doing’ so no time for ‘developing’.
Summarized from comments made by HR professionals at HRPAO events
Skills Transfer as a Priority—73%
Get Satisfaction from Teaching
If they share knowledge, they will
no longer be needed—56%
Worked hard to gain expertise, do
not want to give it away—30%
No employees with whom they
want to share knowledge—35%
Do not enjoy mentoring or coach-
Key Points from Comments:
Company culture does not promote knowledge transfer
Senior leaders do not have the time to transfer knowledge
Develop skills transfer program which includes
identification of critical skills to be transferred, the
senior leaders whom have the skills, and the future
leaders who need the skills—76%
Provide senior and future leaders
with time, support, resources to
make the skills transfer happen
within the workplace—76%
Develop a culture of coaching,
mentoring and teaching others
within the organization—79%
Baby boomers are the largest
employee segment of the survey
Skills transfer should be a priority. This process includes :
time and resources provided
reward and recognition tools and programs.
Assure senior leaders of employment continuity.
Demonstrate their value by helping them build a legacy.
Develop coaching, mentoring and teaching skills in senior leaders.
Offer lifestyle and financial retirement planning for boomers.
Offer leadership development opportunities to future leaders.
Report based on ‘Why Leaders Won’t Share’ Survey Results
Authors: Donna Stevenson and Faye Wales