A multi-dimensional look at careers, retirement, and purpose
What’s it all about? When it comes to succession planning, the generational focus too often is viewed in stark, simplistic terms. Meaning, there’s a belief that a Baby Boomer cluster of leaders is clutching power, harboring expertise, and preventing successive generations from bringing their aspirations to the table. In truth, many baby boomers as well as those earlier in their career are trying to define their purpose and next chapter, and this group will likely increase in the decade ahead, particularly in the aftermath of this world turned upside down. We’ve invited a trio of HR thinkers to dispel some of this mythology – Deb Hicks, former Chief People & Culture Officer at Dana Farber in Boston and founder of Deb Hicks & Associates LLC; Ron Schneider, a labor-management attorney at Bernstein Shur in Portland, and Tom Wilson, Founder and Principal, The Wilson Group, and author of “Next Stage: In Retirement, Create the Life You Want.”
The idea for this workshop started with an idea in Jonathan Rauch’s book, “The Happiness Curve,” which discusses changes aligned to age and showing evidence of a U-shaped curve and upward trend. Since then there have been an explosion of articles and books about ‘the new retirement” and the next chapters of professional and personal opportunities.
What can/should employers put in place to understand these trends and align them with the organization’s vision and goals? This session promises to be an engaging look at the human dynamic and how we think about talent, ability, the aging process, and new work paradigms. These trends point to new considerations for succession planning, workforce engagement initiatives, continuity, and strategic planning.
Why you’ll want to participate in this session.
- Discuss a shift away from traditional models to one that better considers how the generations view leadership, power, and the creative use of their talents.
- Position yourself to lead a more human, life-based talent planning platform, understanding the resources required – both financial and developmental.
- Become a strategic thinker about the aging process and how it impacts the direction of your talent strategy.
- Then consider your own journey now and in the future.
Applying for SHRM Credit and HRCI Business Credit.