April 15 Webinar: Succession Planning for the 21st Century

Most succession plans are irrelevant to today’s business challenges. Demographic shifts, globalization, emerging communication technologies and rising economic uncertainty have changed the playing field and what’s required of leaders. Succession plans have not kept up. Generic competency models and complex processes set companies that have systems in place up for failure. Those organizations, large and small, that haven’t engaged in succession planning are also at great economic risk.

There has been much talk of the new normal in American business but little practical discussion on how to retool succession planning and leadership development to meet new and future challenges facing companies. This online seminar will cover future trends and practical insights to guide successful and results-oriented succession planning practices for the coming decade. Learning outcomes include:

• Key pitfalls to today’s succession planning initiatives
• The impact of future trends on succession planning practices
• A framework for assessing what tomorrow’s business and roles should look like
• Leadership competencies necessary to compete in the next decade
• Key steps to retool succession planning and leadership development for simplicity and success

The quality and depth of an organization’s leadership pipeline will be key drivers of competitive advantage in the future. It’s time to take a fresh look at succession planning in your organization.

Click Here To Register

Do You Know Where Your Gen Xers Are?

In the next two decades Generation X will be in the position to assume leadership roles left behind by older workers. Some industries, like the federal government and aerospace, are already having to fast-track succession plans to address talent shortages caused by retiring workers. Traditional succession planning, however, is based on the faulty assumption that the next generation of leaders is willing to assume the roles planned for them. Here is why this is not the case for Gen X:

• Gen Xers have grown up to feel marginalized and ignored as a cohort. This trend has continued in the workplace, as the needs of Gen Xers are consistently dwarfed by those of the Baby Boomers and Millennials.
• Work-Life balance is a high priority for Gen Xers, who chose jobs closer to home over higher salaries and freelance work over full-time employment. Many are opting for entrepreneurial paths to be able to control their work day.
• Gen Xers consider themselves fast trackers and now feel stuck in their careers as older workers stay in their jobs longer. Massive layoffs, pay freezes and turbulent restructuring have only fueled existing resentments, causing engagement levels among high performing Gen Xers to plummet in recent times.

When the economy recovers, Gen Xers will be the first to be lured away from organizations, resulting in a crippling brain drain. Most succession planning initiatives do little to address this imminent crisis. What have you done for Generation X lately? Isn’t it time you paid attention?

To learn how to retool your succession planning for sustainability and success, join us for our April 15 online seminar, “Succession Planning for the 21^st Century: Future Trends & Practical Guidelines for Building the Talent Pipeline.”

Reactions to "TOM BROKAW REPORTS: BOOMER$"

On March 4, CNBC premiered a two-hour documentary called, "TOM BROKAW REPORTS: BOOMER$." While it was marketed as a landmark telling of “history’s wealthiest and most influential generation,” many felt it missed the mark. Here are some of the most common sentiments recently expressed in the blogosphere:

• The fact that the Boomer generation is the richest in history (3/4 of Fortune 500 CEOs are Boomers) contradicts the economic realities facing most Boomers during this current recession
• Brokaw’s claim that Boomers haven’t realized the changes they promised to the world negates the progress they’ve made through civil, women’s and environmental movements
• While the recession’s impact on this cohort is significant, it pales in comparison to the emotional and economic burdens facing Boomers as they care for their own aging parents

To summarize any generation in a 2-hour segment is overly ambitious, but the flurry of passionate commentary the show generated highlights the power Boomers have in our society. The Baby Boomer generation will continue to drive economic, social, political and workplace agendas for years to come. It will be important for members of every generation to have an informed opinion.

BOOMER$ will be airing several more times this month. For more information visit http://classic.cnbc.com/id/34840866/.

Workforce Trends for 2010

The Great Recession. The Reset Decade. Call it what you like, employers and employees in the U.S. are ready for a change. While the economy shows modest signs of improvement, job growth continues to stagnate. Predictions point to a slow overall job recovery peppered with a demand for highly skilled, flexible labor. As a result, companies are making strategic investments this year in HR initiatives that will help them stay competitive and reposition themselves for growth. Here are some workforce trends we see for 2010.

• Expansion of flexible work arrangements, including telecommuting, shorter work weeks and reduced work schedules
• Investment in workforce analytic tools to ensure better data and decision making on top performers and high potential employees
• Targeted skill development for managers on coaching and performance feedback
• Proliferation of social networking technology for collaboration and training
• Spread of career pathing initiatives as recruitment and retention tools for highly skills workers

The Interchange Group is helping organizations rethink workforce models to be more flexible and respond to the diverse needs of a multi-generational labor market. What can you do in 2010 to be an agent of change?

Intergenerational Daycare

In the United States, children and elderly people increasingly live in age-segregated worlds. In response to this trend over 300 daycare centers now offer an intergenerational component. ONE Generation in Van Nuys, California is considered a national role model for providing services for both seniors and children. Their intergenerational approach to aging and child development has made them a leader in building programs that enhance the lives of both generations.

At the Interchange Group, intergenerational relationships are a core value and drive our work in organizations. As our holiday gift to our clients and community, we have chosen to donate funds to ONE Generation to help provide critical services and life enriching programs for children and seniors. We invite you to learn more about the intergenerational care facilities in your own community!

Happy Holidays from the Interchange Group Team!

Generational Differences in Volunteerism: Recruitment & Retention Strategies for Nonprofits

On November 19, the Interchange Group will be hosting its popular online seminar, "Generational Differences in Volunteerism - Recruitment & Retention Strategies for Nonprofits." The 45-minute session is designed to equip nonprofit executives and boards with new insight and techniques for recruiting, retaining and engaging top quality board members and volunteers. Key learning includes:

• Tap into the unique values and motivations for volunteering that each generation possesses
• Optimize the skills, experience and resources of older generations to increase participation and effectiveness
• Harness the energy of younger generations and the power of social online networking in nonprofit fundraising and advocacy
• Identify the best communication channels and messages for each generation to maximize recruitment impact and to increase volunteer engagement

Nonprofit executive directors, board members and development professionals are especially encouraged to attend!

Details and registration

Attracting Younger Workers to Public Service

The U.S. federal government is estimated to lose 600,000 of its aging workers to retirement and thousands more of its top mid-career performers to private sector jobs over the next 5 years. America needs a capable and sophisticated government, and its current system of recruiting, compensating, training and managing people is poorly aligned with the expectations of younger workers. To address the needs of a new workforce and upgrade its existing one, the government must:

• Create a simple, transparent process for applying for civil service jobs
  
• Develop onboarding programs for entry level and mid-career employees
• Revamp the classification and pay structure to compete with the private sector
• Invest in robust leadership development and succession planning programs
• Hire qualified human capital experts to champion 21^st century recruitment and talent management efforts

Without a systematic way of recruiting and keeping younger talent, the federal government will be unable to staff mission critical positions with qualified, competent personnel. While out of touch, it is not the only U.S. employer with antiquated human capital processes. Most private and nonprofit organizations report being ill-equipped to handle the upcoming demographic shifts in the labor market. How prepared are you?

Want more insight into managing the different generations in your workplace? Contact us at www.interchange-group.com or join us for our November 19 webinar, Generational Differences in Volunteerism.