What is it going to take to motivate our leadership to invest in enriching…

…the lives of those in our workplace environments?

How will our leaders begin to earn the trust of their workers again? How will our leaders truly thank the workers for staying the course? How will our leaders start doing what they say they will do?

How will their voice be heard by the five generations in the work force today? How will the leadership begin to reach the over-extended and average performer? And what programs are designed for the high potential workers? Are there actually under-performing workers left in the workplace today? Will we address the elephant in the room that all business is personal and yes that it is emotional?

What are the concerns these employees have? How can our leadership address their concerns? What are the leaders concerns? Will the status quo kick in and remain?

As the economy improves how will the leadership and management enable their workers to rejuvenate and to work on personal and business skills that may have been put on the back burner over the past few years? What truly is at the heart of enabling the American worker to truly begin to cross the chasm?

The personal and social aspects are that the multi-generational talent in the workplace today is very challenging (September 3, 2009 – Pewsocialtrends.org). “Older adults are staying in the labor force longer, and younger adults are staying out of it longer…. According to one government estimate, 93% of the growth in the U.S. labor force from 2006 to 2016 will be among workers ages 55 and older.

A new nationwide survey by the Pew Research Center’s Social & Demographic Trends project finds that a majority of workers ages 65 and older say the main reason they work is they want to.” (September 3, 2009 – Pewsocialtrends.org). Additional data on leadership skill development assessments from Myers-Briggs, Emotional-Intelligence (EI) and other assessment vehicles are available, and are they are still valid today? Have there been updates and different assessments to address the differences in new technologies and the different learning needs of the younger generations?

What will it take for our leadership, our management, and our workers to truly embrace the next wave of change as we move into the 21st century?

Taylor, P. Editor. Recession turns a graying office grayer: america’s changing work force. (2009) Pew Research Survey (pp.1-6) Available from HBR, The Daily Stat: Accessed October 27, 2009. http://pewresearch.org/pubs/1330/american-work-force-is-graying.

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About Linda Savanauskas

An accomplished talent management professional with experience in curriculum design, development of learning strategies, and professional skills development training programs for the workplace. Collaboration in training programs includes small and medium size businesses (SMB) to larger organizations from Raleigh to Charlotte, North Carolina. Virtual instructor led training can be offered to any location.


 
 

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