As the baby boomer generation ad-

vances into the age of normal retire-

ment, there will be a significant de-

cline in the proportion of our popula-

tion in the prime working years of

15 to 64.

Rick Miner, Jobs of the Future, 2012

WHO IS DEVELOPING OUR FUTURE LEADERS?

THE BOOMER LEADER LEGACY

Baby Boomer 1947 to 1966

Generation Y

1980 to 1995

40% 30%

Generation X 1967 to 1979

Traditionalist

pre 1947

25%5%

2020 Cohort sizes change

7%

Generation Z post 1995

1% 20% 22%

50%

Skills gaps

Leadership

gaps

Technology

Workforce age

Technical &

non technical

skills

expertise

leadership

knowledge

global &

national

experience

Traditionalist Boomer Generation X Generation Y

Hold Boomer leaders accountable for developing new leaders

Assess ability of your Boomer leaders to develop new leaders

Train Boomer leaders to teach, coach and mentor new leaders

Recognize Boomer leaders who effectively develop new leaders.

1. Educate Yourself

Demographic makeup of your organization Similarities and differences of cohorts Working and communication styles

How to Get Started….

Review your potential leadership population

Conduct knowledge and learner evaluation

Assemble a cross functional team

THEN...

The Challenge?

As the boomers prepare to retire

and exit the workforce, this is a

great opportunity for HR Experts to

take on a business leadership role

and develop the plan to grow the

next generation of leaders.

The Solution!

Boomer Leader Legacy The Process

2. Build Leadership Development Strategy

Business risk assessment

Knowledge transfer requirements

Cross functional team

3. Design the BLL process

Select knowledge transfer methods

Confirm leader selection, current and new

Develop coaching and mentoring tasks

Assemble the project plan

Implement and evaluate

Learning Styles

Critical factor

Matching Talent to Need

Boomer Match to Business

match@bm2b.ca 905.662.5130 www.bm2b.ca