August 19 and 20, 2013 the Boomer Technology Circles Summit will
take a wonderful twist when it adds the Talent Development Advantage (TDA)
track to its agenda at this valuable annual event. Talent in our firms continues to grow in
importance and every firm attending in 2013 should have representation in this
area. Why? Let’s take a look at the top talent
challenges almost every firm in our profession is dealing with today.
Attraction and Retention of Staff: We want our employees and new hires to be
motivated to stay with us and grow into future leaders. In order for this to happen, we must commit
resources to training and mentoring. The crunch is upon us and it is not going
Generational Struggles: Creating a firm value proposition that
appeals to multiple generations is tough, especially when we are still
struggling with simply understanding what each generation really wants. With
four generations in today's workplace, most firms are struggling to create an
employee experience that appeals to individuals with diverse needs, preferences
and assumptions. How are you creating a compelling employee value proposition
for the firm?
The Top Talent Pipeline: One of the biggest potential threats to firms
today is a lack of future leaders. This
is in part a numbers issue—the Gen X cohort is small and, as I like to say,
precious. But it's also an interest issue—many members of Gen X are simply not
particularly excited about being considered for these roles. In the leadership
academy I teach, there is a lack of participants who have a desire to move to a
Intellectual Capital Transfer: The
looming retirement of a significant portion of today’s leaders in our
profession leaves many wondering, how are we going to replace their
knowledge? Client relationships,
technical expertise, rainmaking capabilities and sheer knowledge of how to run
the firm is hanging in the balance. Most
firms are struggling with how to make this transfer of knowledge happen.
The Departure of the Mid-Level
Manager: Every firm I know has
had one of their "best and brightest” leave.
Some firms are still suffering from these departures. While some mid-level
managers are indeed going to other firms, many are leaving for private industry
or even completely new careers. These managers
are who the firm has invested in heavily and have planned to move to higher
level roles with the hope that they will be future firm partners.
New Benefits for A New Generation: Firms must re-design their strategies to
attract and retain the younger staff members.
The challenge of calibrating talent management practices and programs to
attract and engage our young interns and staff is critically important. The
most important words to wipe out of our vocabulary are "we did not do it like
that when we were getting started in this profession.” Just two words, "move on!”
Creating New Opportunities for Second
Careers: Many firms are creating
a workplace that is open to Boomers in their "second careers." I am not talking about keeping partners on the
payroll indefinitely, but finding creative ways to allow them to use their years
of wisdom to stay productive and bring value to the firm could be a huge lift
for the firm. Age prejudice still
exists, but smart firms are looking for ways to incorporate the talents of
Boomers. In many cases, this requires
rethinking roles and work relationships.
the Professional Administrative Team:
Nothing is more frustrating to me than to hear a firm talk about their
professional staff and then say, "oh yeah, and our administration
department”. The lack of knowledge for
what professional Operations, Human Resources, Marketing, Learning/Training and
Project Managers can do for our firms is sad. Firms that understand this really
have a strategic advantage. The
development of these administrative professionals will elevate your firm and take
you to entirely new levels of success.
should you be registering one or more people to attend the Talent Development Advantage on August 19-20, 2013 in Kansas City, MO? Just re-read #1 through #8 above!