Multi-generational talent pool

How to Build a Multi-Generational Talent Pool Through Skill-Based Mentoring

3/23/2010

CIE offers a wealth of professional development opportunities for workers and organizations seeking to improve performance, advance careers or explore new options. The newest workshop opportunity, based on extensive research by CIE’s Pat Schnee, is called Building Your Talent Pools through Skill-Based Mentoring. Pat explains, “Managing the multi-generational workforce has never been more important and more challenging. Today’s technology changes so rapidly that workers scramble just to keep up with what’s coming next.” The digital 21st century demands change and we depend on our employees to make and manage that change.

Pat offers the following points:

  • Be willing to rethink the whole concept of the "new worker" and what the word "job" means.
    With the technology revolution, social media, web and phone applications, the newest worker often knows more about the latest work methods than their manager. This will require managers to facilitate rather than direct. Mobile applications have also made these workers more apt to think about work outside the constraints of a typical office job. They will want to work in various environments throughout the day. Technology has made it easy and attractive to do just that.

  • Continuously learning new skills will become critical.
    To keep a job, add value and stay relevant, workers must learn, unlearn and relearn. Organizations must make learning opportunities for staff a strategic priority. Managers must understand and acknowledge that every generation brings distinctive values and skills to the workplace. Research shows that younger workers want to learn in the workplace. If they aren’t learning on the job, they are apt to leave. Seasoned workers need to continue learning to stay up-to-date and productive in the face of new technologies. Success depends on staying nimble to new technologies, new work methods and the expectations they create.

  • Match to skills not to people.
    Consider creating a mentoring program based on your workers’ skills and not their function or seniority in the organization. This new and different approach gives any employee from any generation a way to transfer or receive a new skill. For example, an employee might want to learn how to “tweet,” another employee may want to learn how to coach. Whoever possesses that skill within the organization, on any level, can share that information with their co-workers. This model allows all generations to learn together in a way that doesn’t threaten anyone’s position, because it centers on learning different skills from a variety of co-workers. Organizations benefit from this model because it strengthens the talent pool, the team’s interpersonal relationships, and overall morale. All workers come away empowered with new skills and the ability to share their expertise with others.

Additional information about this workshop, including how to register, is found online. Don’t miss future “how to’s” for managers. Subscribe to this blog today

 

Tags: workers, skills, multi-generational, mentoring, learning, how to, collective or organizational knowledge, business,