Talent Management - Bridging the Generation Gap - NABA Keynote 2015
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Transcript of Talent Management - Bridging the Generation Gap - NABA Keynote 2015
www.blionline.org
Talent Management - Bridging the Generational Gap
Tom Hood, CPA,CITP, CGMA@tomhood
CEO of the Maryland Association of CPAs and the Business Learning Institute
• We don’t see ourselves as the trophy generation.• We don’t expect coddling.• We need leadership and guidance.• We want a chance to excel…our way.• You don’t “get” us, we don’t get you.• Now What?
www.blionline.org
Source: CPA.COM Insight into the CPA of the Future Study 2014
Only 8% of CPAs are Future Ready
Future Ready is the capacity to be aware, predictive, and
adaptive of emerging challenges, tech innovations, and trends and changes in business, population,
and social environment.
Two of the world’s biggest oil and gas groups are set to deploy artificial intelligence software to do the work of back-office accountants and call-centre workers, in the latest sign that white- collar jobs could be under threat from the rise of smart machines.
'If the rate of change on the outside exceeds the rate of change on the inside, the end is near.’ – Jack Welch
In the next five years we will TRANSFORM
How we market, sell , communicate, collaborate, innovate, and educate
– Dan Burrus
Common Workplace Conflicts• Conflicts frequently have generational issues as their cause• “He is not committed to his job”• “She does not listen to my ideas”• “He has a poor work ethic”• “He does not follow direction”• “I can’t believe the way he/she dresses”• “She treats me like my parents”• “What do you mean I can’t work from home on Friday’s”• “She does not listen to my ideas”
Consider the following:“What happens when generations define success differently?” “How do the conflicting definitions of success affect how we motivate, coach and encourage in the workplace?”
When Miranda (Meryl Streep) tells Andy (Anne Hathaway) that she is like her, Andy walks away and happily tosses her mobile
phone into a fountain
The Devil Wears Prada
ü Flexibility ü Team cohesion ü Collabora4on ü Supervisor support and
apprecia4on ü A clear career path ü Social responsibility
What do millennials want?
Workplace of the Future recognizes and supports generational diversity
New generation(born after 1980)
Mid- career(Age 35 – 50)
Experienced workers(Age 50 +)
social networking email instant messaging
growing as % of workforceshrinking as % of workforcegrowing as % of workforce
wisdom and intellectual capital of the organization
essential professionals and middle managers
critical to long-term viability and future growth
Source: IBM
Cost of Turnover• Lowered productivity• Overworked Remaining Staff• Lost knowledge• Training Costs• Recruiting Fess
150% to 400%
What do you want from your employer?
1. Flexibility & Work/Life Balance2. Resources for Growth (training &
development)3. Job Security4. Diversity & Inclusion5. Mentorship
What’s Keeping young CPAs up at night? 1. Not enough 4me 2. Being reac4ve vs. proac4ve
3. Talent development 4. Keeping up 5. Growth (and opportunity) 6. Doing more with less 7. Informa4on overload
11 things young professionals want you to know
1. More collabora4on. 2. More transparency. 3. Encourage ini4a4ve. 4. Focus on strengths. 5. Expect the unexpected. 6. Take 4me to save 4me. 7. Look beyond the billable hour. 8. Engage your team in your vision. 9. Be realis4c. 10. Train your staff and expect accountability. 11. Take a financial risk on leadership.
• Continued emphasis on the baby boomer values related to work and leisure patterns is a guaranteed recipe for failure.
• Current role modeling continues to support the image of the partner that take everything onto their shoulders with super human levels of hours devoted to work. Slow to leverage and slow to develop those coming up behind them.
• Current role models are one of the primary reasons firms suffer from turnover of top talent and a lack of interest in the partner track.
Current partner role modeling is driving top talent out of firms
Generation Gap or Generation LapIn 1997, young people for the first time were recognized by adults as
being authorities on something truly revolutionary – digital
technology, interactive media, and COLLABORATION.”
- Don Tapscott Grown Up Digital
"The speed of change makes you uncomfortable on a regular basis," he says. “ You want to feel confident in the last 15 years of your career that after 25 or 30 years of effort, it's just going to work," he says. "But it isn't so. And I don't think you ever get over the fear of not knowing.” – Doug Gould, Ad Exec WSJ
Generation Gap or Lap?
The challenge & opportunity is to make the shift from the first curve to the second curve at the right time and with the
right strategy
From: To:Hierarchy NetworkTransactions RelationshipsEfficient EffectiveWell managed Well ledCommand & Control Connect & Collaborate
Push PullGood Great
Leadership
Work is not a place you go, it is what you do…
ANDWhat you do while
working is fundamentally different…
Workplace
TWA���Tailored Work Arrangements
• Flexible Work Schedules• Compressed Workweek• Part-Time Schedule
Beware of the Guilt Vampires
Purpose Driven Great Leadership
Inspiring Workplace
GrowthCulture
Vision, Purpose and Values based
Transparent and Inspirational Leadership
Flexible and Open Work Environment
Learning Culture- Self and Formal Development
Focus on Strengths and Positivity
Build Consensus and Commitment
Work/Life Balance Career & Growth Orientation – Career Paths
Hire for Culture Fit Leadership Development at all levels
Time to think Inclusive and Diverse
Performance Management
Coaching and Feedback
Effective Technology Tools
Collaborative
Winning the War for Talent
1. Align Talent & Leadership Strategy to Business (Culture)2. Define the Career path3. Prioritize Critical Competencies (Technical & Success Skills)4. Create a Curriculum Matrix & Map Content5. Define and Develop Governance and Accountability6. Communicate & Inspire
MACPA Generational Symposium1. Build cross-generational work
teams (collaborate, include, fun)2. Communication & feedback3. Involve in organizational purpose4. Define work-life success in your
organization5. Embrace technology
If there is a conversation about the future of the profession, you're bound to hear Hood's name mentioned as one of the people leading the way. – Accounting Today
Tom Hood, CPA, CITP, CGMA
• CPA Practice Adviser Accounting Hall of Fame • Named the Second Most Influential in Accounting by
Accounting Today Magazine 2013• Top 150 Influencer by Linked-In• Top 25 Influencers in Learning & HR by HR Examiner• Top 25 Public Accounting Thought Leaders by CPA Practice
Adviser• Working on Learning Management with AICPA/CPA2Biz,
Cloud Curriculum, Performance Management /XBRL, Leadership & Generations
CEO Maryland Association of CPAs (MACPA) www.macpa.org Business Learning Institute (BLI) www.blionline.org
http://www.linkedin.com/in/tomhood/