Link: http://acetalentnet.com.au/docs/the_elephant_in_the_room.pdf

According to Ken Wood of Banyan Management Services...

There are several dynamics at play which need our urgent attention if we are to address major generational problems today and in the coming years.

Firstly we are witnessing the execution of choice by Baby Boomers, including a desire to reduce their exposure to stressful positions around the age of fifty years onwards. There has been a significant increase by the BB generation to take extended breaks or sabbaticals (ala the growth of the Grey Nomads). A change of thinking regarding their commitment to one employer, with many deciding to reduce their hours and engage in alternative non related employment.

The reality is they are cashing in on the wealth created in the sustained growth of our economy over two decades. The biggest issue that is emerging is the failure of organisations to recognise generational differences that are occurring between the Baby Boomers and the
following generations. A reluctance to accept new thinking and resistance to change is clearly being evidenced.

The resultant outcome being a lack of skills transfer, a vital component in the future sustainability of companies considering the continuing skills shortage... These problems are with us today and certainly we will experience further pain well in advance of 2035, the date when the last Baby Boomers will leave the workforce... read on

What thought have you given the skills transfer issue raised by Ken?
Is it something you are actively reviewing?
and building processes for?
How is the mentoring program going?
If not, why not?
How else will you be able to transfer the skills between parties?
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