by Scott A. Scanlon, Dale M. Zupsansky, and Stephen Sawicki
Originally published: March 19, 2017
The mass migration of baby boomers from the workplace is beginning. While their full departure will take years to set in, the transition is unquestionably underway and it is creating a significant puzzle for every company and those in charge of staffing them to solve.
“The dilemma is twofold,” said Paul Croteau, managing partner of talent management solutions provider Legacy Bowes Group, who shared his latest thinking on the shifting demographics predicament by outlining eight strategies to stay ahead of the problem.
“First, it is well known that the incoming new generation of leaders, (typically in the ages of 35 to 49), do not have the skills or experience of more senior leaders,” said Mr. Croteau. While this to be expected, recent research conducted by i4cp, a Florida-based research firm, identified that younger generation leaders were lacking skills in five critical leadership areas. These included critical thinking, the ability to create a vision and engage others, the ability to collaborate with other areas of a business and manage change, overall leadership and understanding how different business sectors needed to work together.