The document discusses the urgent need for businesses to adapt to generational shifts in the workplace, particularly as millennials become the dominant workforce. It emphasizes the importance of leadership, collaboration, and flexibility to attract and retain talent while addressing common intergenerational conflicts and differing values. Strategies for creating a supportive work environment include understanding generational needs and fostering a culture that embraces change and innovation.

1. www.blionline.org
Talent Management - Bridging the
Generational Gap
Tom Hood, CPA,CITP, CGMA
@tomhood
CEO of the Maryland Association of CPAs and the Business Learning Institute

2. • We don’t see ourselves as the trophy generation.
• We don’t expect coddling.
• We need leadership and guidance.
• We want a chance to excel…our way.
• You don’t “get” us, we don’t get you.
• Now What?

3. Goodbye Boomers, Welcome Millennials!

5. Why?

7. www.blionline.org
Source: CPA.COM Insight into the CPA of the Future
Study 2014
Only 8% of CPAs are Future Ready
Future Ready is the capacity
to be aware, predictive, and
adaptive of emerging challenges,
tech innovations, and trends and
changes in business, population,
and social environment.

8. Only 13% of CPAs Ahead of Curve

10. Gradual then Sudden

11. Gradual then Sudden

12. More Uber cars than yellow taxis on the road in NYC

13. AirBnB Rooms available surpasses Hilton Marriott

15. Two of the world’s biggest oil and gas groups are set to deploy artificial intelligence
software to do the work of back-office accountants and call-centre workers, in the
latest sign that white- collar jobs could be under threat from the rise of smart
machines.

17. Will your job be done by a machine?
Source: NPR Planet Money, May, 2015

18. 'If the rate of change on the outside exceeds
the rate of change on the inside, the end is
near.’ – Jack Welch

19. In the next five
years we will
TRANSFORM
How we market, sell ,
communicate,
collaborate, innovate,
and educate
– Dan Burrus

20. The Shift Change
1. Leadership!
2. Learning!
3. Technology!
4. Generations!
5. Workplace!

21. Millennials Become the Largest Generation at Work

23. Why all the fuss?

24. What is the #1 issue facing Business
Today?

25. From: Recruit Retain
To: Attract Engage
# 2 Issue = Retention

26. 12,000 CPAs, 75,000
Comments over 15 years

29. Common Workplace Conflicts
• Conflicts frequently have generational issues as their cause
• “He is not committed to his job”
• “She does not listen to my ideas”
• “He has a poor work ethic”
• “He does not follow direction”
• “I can’t believe the way he/she dresses”
• “She treats me like my parents”
• “What do you mean I can’t work from home on Friday’s”
• “She does not listen to my ideas”

30. Consider the following:
What happens when generations define success
differently?
How do the conflicting definitions of success
affect how we motivate, coach and encourage in
the workplace?

31. When Miranda (Meryl Streep) tells Andy (Anne Hathaway) that
she is like her,Andy walks away and happily tosses her mobile
phone into a fountain
The Devil Wears Prada

32. The Danger Zone

33. Danger
Zone

34. The Research

36. ü Flexibility
ü Team
cohesion
ü Collabora4on
ü Supervisor
support
and
apprecia4on
ü A
clear
career
path
ü Social
responsibility
What
do
millennials
want?

37. Workplace of the Future recognizes and supports generational diversity
New generation
(born after 1980)
Mid- career
(Age 35 – 50)
Experienced workers
(Age 50 +)
social
networking
email
instant
messaging
growing as % of workforceshrinking as % of workforcegrowing as % of workforce
wisdom and intellectual capital of the
organization
essential professionals and middle
managers
critical to long-term viability and future
growth
Source: IBM

38. Cost of Turnover
• Lowered productivity
• Overworked Remaining Staff
• Lost knowledge
• Training Costs
• Recruiting Fess
150% to
400%

39. Accounting
Students

40. What
do
you
want
from
your
employer?
1. Flexibility Work/Life Balance
2. Resources for Growth (training
development)
3. Job Security
4. Diversity Inclusion
5. Mentorship

41. What’s
Keeping
young
CPAs
up
at
night?
1. Not
enough
4me
2. Being
reac4ve
vs.
proac4ve
3. Talent
development
4. Keeping
up
5. Growth
(and
opportunity)
6. Doing
more
with
less
7. Informa4on
overload

42. 11
things
young
professionals
want
you
to
know
1. More
collabora4on.
2. More
transparency.
3. Encourage
ini4a4ve.
4. Focus
on
strengths.
5. Expect
the
unexpected.
6. Take
4me
to
save
4me.
7. Look
beyond
the
billable
hour.
8. Engage
your
team
in
your
vision.
9. Be
realis4c.
10. Train
your
staff
and
expect
accountability.
11. Take
a
financial
risk
on
leadership.

44. • Continued emphasis on the baby boomer values related to work
and leisure patterns is a guaranteed recipe for failure.
• Current role modeling continues to support the image of the
partner that take everything onto their shoulders with super human
levels of hours devoted to work. Slow to leverage and slow to
develop those coming up behind them.
• Current role models are one of the primary reasons firms suffer
from turnover of top talent and a lack of interest in the partner
track.
Current partner role modeling is
driving top talent out of firms

45. Generation Gap or Generation Lap
In 1997, young people for the first
time were recognized by adults as
being authorities on something
truly revolutionary – digital
technology, interactive media, and
COLLABORATION.”
- DonTapscott Grown Up Digital

46. The speed of change makes you
uncomfortable on a regular basis, he
says.“You want to feel confident in
the last 15 years of your career that
after 25 or 30 years of effort, it's just
going to work, he says. But it isn't so.
And I don't think you ever get over
the fear of not knowing.” – Doug
Gould,Ad Exec WSJ
Generation Gap or Lap?

47. # What Now

49. The challenge opportunity is
to make the shift from the first
curve to the second curve at
the right time and with the
right strategy

50. The 5 C’s to Make the Shift Change
1. Culture
2. Career Paths
3. Competencies
4. Curriculum
5. Cloud

51. From: To:
Hierarchy Network
Transactions Relationships
Efficient Effective
Well managed Well led
Command Control Connect Collaborate
Push Pull
Good Great
Leadership

52. Learning
• Social
• Mobile / Nano
• Cloud
• Collaborative
• Competency-based

53. Technology• Social
• Mobile / Nano
• Analytical
Cloud
• Collaborative

54. How Generations View the
Workplace
Source: Jones, Lang LaSalle

55. Work is not a place you
go, it is what you do…
AND
What you do while
working is fundamentally
different…
Workplace

56. In other
words…
What got you
here won’t get
you there

57. Work/Life Integration

59. The 5th Generation

61. From Career Ladder to Career Lattice

62. TWA
Tailored Work Arrangements
• Flexible Work Schedules
• Compressed Workweek
• Part-Time Schedule
Beware of the Guilt
Vampires

63. The talent war is over, the talent won!
- Josh Bersin

64. Creating the Magnetic Firm

65. Purpose Driven Great
Leadership
Inspiring
Workplace
Growth
Culture
Vision, Purpose and
Values based
Transparent and
Inspirational
Leadership
Flexible and Open
Work Environment
Learning Culture
- Self and Formal
Development
Focus on Strengths
and Positivity
Build Consensus and
Commitment
Work/Life Balance Career Growth
Orientation – Career
Paths
Hire for Culture Fit Leadership
Development at all
levels
Time to think Inclusive and Diverse
Performance
Management
Coaching and
Feedback
EffectiveTechnology
Tools
Collaborative

66. Winning the War for Talent
1. Align Talent Leadership Strategy to Business (Culture)
2. Define the Career path
3. Prioritize Critical Competencies (Technical Success Skills)
4. Create a Curriculum Matrix Map Content
5. Define and Develop Governance and Accountability
6. Communicate Inspire

69. MACPA Generational Symposium
1. Build cross-generational work
teams (collaborate, include, fun)
2. Communication feedback
3. Involve in organizational purpose
4. Define work-life success in your
organization
5. Embrace technology

70. In times of disruption,
the bridge builders win!
- Nicholas Carr

71. If there is a conversation about the future of the
profession, you're bound to hear Hood's name
mentioned as one of the people leading the way.
– Accounting Today
Tom Hood, CPA, CITP, CGMA
• CPA Practice Adviser Accounting Hall of Fame
• Named the Second Most Influential in Accounting by
Accounting Today Magazine 2013
• Top 150 Influencer by Linked-In
• Top 25 Influencers in Learning HR by HR Examiner
• Top 25 Public Accounting Thought Leaders by CPA Practice
Adviser
• Working on Learning Management with AICPA/CPA2Biz,
Cloud Curriculum, Performance Management /XBRL,
Leadership Generations
CEO
Maryland Association of CPAs
(MACPA) www.macpa.org
Business Learning Institute (BLI)
www.blionline.org
http://www.linkedin.com/in/tomhood/