December 2011 Newsletter

December, 2011

Two Major Demographic Predictions Underscore the Importance of Maximizing Every Individual

My work over the years, looking at the complexities of today’s workplace and the challenges that organizations face understanding and harnessing different values and behaviors within their workforces, often comes back to two major demographic trends that occurred during the last century-- falling birthrates and lengthening life expectancy. These, according to the late management guru Peter Drucker, would be more important than technology, globalization or any other headline grabbing force.

Indeed they are proving to be the defining trends which are challenging today’s businesses to look at their talent management procedures and develop strategies that allow for a shift in the traditional demographic trends of the past.

Current trends that will affect corporate planning include:

1. The average number of children born is decreasing world wide – even in places well above replacement levels.

2. The global population will flatten at 10 billion this Century and may even begin the decline.

3. Significant shifts within the workforce will bring diversity challenges by geography, gender, age and generation.

4. There is a new adult life stage that follows child rearing adulthood.

5. Many individuals are willing and able to work decades beyond the traditional retirement age.

These trends have been predicted for years and we are seeing their effects today. Companies can expect to see heightened competition for talent and face the pressure of changing traditional workforce policies to accommodate the dramatic changes in diversity.

Enjoy reading my article in Diversity Executive, “Demography Shapes Destiny.”

Have falling birthrates and lengthening life expectancy affected your talent management practices? Please chime in on my Facebook page with your thoughts and comments.

Warm wishes for a happy holiday season,

Tammy

Tammy’s 2012 Research – Join the Consortium!

Tammy has an exciting research agenda planned for next year. Working with her team at Moxie Insight, she will continue her ground-breaking work on the influence of new technology and shifting workforce values on the changing organization. Her research will challenge century-old assumptions about organizational design, management practices, and the relationship between workers and corporations. Three major research themes for 2012 include:

• Reshaping organizations – the impact of mobility and the possibilities for new ways of working

• Management practices that drive new behavior – social learning, performance management, and collective intelligence

• New motivations and work preferences – the impact of Boomers working longer, the powerful influence of the next generation poised to enter the workforce (and dominate the consumer market), and workers who are contingent by choice.

Your organization can be part of the research process – with early access to new ideas and the ability to interact with Tammy and her team frequently throughout the year, as described in this brochure.

To find out more, contact Tammy and let her know of your interest. She’d love to tell you more and would greatly appreciate your support.

Meet Our Team

Meghan Fennell of Monitor Talent manages Tammy’s speaking and workshop engagements. Tammy is regularly invited to talk to executive leadership and organizational development audiences on a variety of business issues. Her newest compilation of speech and workshop offerings includes two popular new topics:

• Ten Assumptions that Are No Longer True . . . But Still Shape Our Organizations Today: Many of our most cherished management practices are based on old assumptions that are no longer relevant in today’s business environment. Tammy contrasts the conditions that supported these old assumptions with the new reality in which organizations operate.

• Get Ready for the Next Wave: The Re-Generation: The next demographic wave is almost ready to hit the shore. In this talk, Tammy leads a thoughtful discussion on the newest generation -- children who are 15-and-under today -- and what they will bring to the work force.

Meghan and the team at Monitor Talent take a holistic approach to matching thought leaders in business, innovation, and science with companies' most pressing issues. “It is very exciting for us to be able to bring the right expert to help our clients tackle complex challenges,” Meghan says. “We are thought partners with our clients and speakers. We work with both to create customized programs ranging from leadership development, marketing and sales, executive level meetings and senior advisory boards. Working with Tammy is inspiring. She has an exceptional ability to help organizations think about the future - how to navigate generational shifts, engage employees, manage teams and build powerful experiences. Tammy has a '21st Century Leadership Story,' an 'Innovation Story,' and a strong 'Talent Management Story.' We consistently hear how relevant her perspective and research is for our clients in nearly every industry.”

Ask Tammy

A reader asks: What are the emerging issues in Operation Design (OD), and what trends do you foresee in the future of OD?

Tammy's response: New technologies are making their way into the workplace, offering significant improvements in generating, capturing, and sharing knowledge, finding helpful colleagues and information, tapping into new sources of innovation and expertise, and harnessing the “wisdom of crowds.” Over time, these collaborative technologies will change the way work is done and the way organizations function. They will shift the way we interact with people on our teams, find external expertise when it’s needed, and share ideas and observations more broadly. Read more...

Recent Broadcasts

Harvard Business Review Webinar: The Employee Value Proposition

In November, Tammy presented The Employee Value Proposition to over 800 online attendees. If you couldn't attend live, you can still view the archived version of the webinar here; download the Key Learnings Summary (PDF) here.

Click through to learn more about the importance of understanding generational differences in your organization and their value propositions; and how to leverage these generational differences to craft an employee value proposition that works to attract and retain top talent.

Books and White Papers

Media Inquiries