- David Foot, Professor Emeritus of Economics at the University of Toronto, author of the best-selling books, Boom Bust & Echo: How to Profit from the Coming Demographic Shift and the updated paperback, Boom Bust & Echo: Profiting from the Demographic Shift in the 21st Century
- Eric Kingson, Professor of Social Work at Syracuse University’s School of Social Work, also a Co-Director at Social Security Works
- Rose Macfarlane, General Manager of Human Resources, DairyNZ
- Mark Steurer, Human Resources Director, Home Sales Company, Inc.
- Organizations are unprepared for the loss of employees who hold key roles, resulting in the loss of valuable knowledge, core business relationships, and profits.
- Mitigate the inherent risks of Baby Boomer retirement by carefully planning to transfer knowledge to incumbents.
- Flexible work arrangements are an effective way to retain Baby Boomers while transferring knowledge.
Impact and Result
- Analyze key roles, current incumbents, and potential successors to help assess and identify key role incumbent risk factors as well as potential successor readiness.
- Plan for the transfer of critical knowledge held by key role incumbents.
- Define formal transition plans for employees in at-risk key roles and their successors, leveraging your workforce and succession planning outputs, knowledge transfer strategy, and selected flexible work arrangements.
This guided implementation is a six call advisory process.
Guided Implementation #1 - Workforce planning for key roles
Call #1 - Discuss the key roles identified in the Workforce Planning Worksheet.
Guided Implementation #2 - Succession planning for key roles
Call #1 - Obtain advice on how to have career planning conversations with your employees.
Call #2 - Discuss how to complete individual risk assessments.
Guided Implementation #3 - Risk mitigation: knowledge transfer
Call #1 - Discuss how to select and implement the most appropriate knowledge transfer method for your situation.
Guided Implementation #4 - Risk mitigation: flexible work arrangements
Call #1 - Discuss how to choose mutually beneficial flexible work arrangements.
Call #2 - Review your finalized Role Transition Plan Template.
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Conduct Workforce Planning for Key Roles
- Discover your key roles and their impact on the organization.
- Identify employees within key roles.
Key Benefits Achieved
- Business priorities are understood based on the organization’s strategic plan.
- Key roles and key role incumbents are identified.
Identify business priorities based on the business’ strategic plan
- Business priorities are determined and understood
Identify key roles that support the business focus
- Key roles are set
Identify current incumbents in all key roles
- Current incumbents are identified
Module 2: Assess At-Risk Key Roles and Plan for Their Successful Transition
- Understand the risks and gaps that need to be addressed.
- Identify potential successors and determine how the knowledge will be transferred.
Key Benefits Achieved
- Model of succession plan knowledge transfer is set.
- Successors are identified and gaps between successors and incumbents have been assessed.
- At-risk key roles identified
Identify potential successors and assess their readiness
- Complete list of potential successors and their readiness to assume to the key role
Assess gaps between key role incumbents and potential successors
- Gaps are determined and assessed
Determine knowledge-transfer method
- Knowledge-transfer methods are discussed and identified
Identify potential flexible work arrangements
- Applicable flexible work arrangement options are identified