Archives for the month of: September, 2008

First, let me apologize for the gap between substantive posts. I recently completed the Managing Successful Programs course from the OGC and it was quite a time stealer. But, I’m back (for now.)

I’m sitting at my computer at the end of the workday and take a few minutes to browse the news headlines from various sources I’ve subscribed to via iGoogle. What appears to have been slapping everyone else in the world across the face has eluded me for an entire day.  The US House of Representatives failed to pass the obnoxiously large bailout plan sending world markets plummeting.  One news story mentioned the collapse of my own bank (Wachovia) as an aside – guess I’m getting a new ATM card.

What did knock me across the noggin was the surrealness of the moment.  This is super-major news and I’m watching it unfold like a tickler strip across the bottom of my television capturing only a partial amount of my attention.  I’ve spoken to a bunch of people today in both work and personal life and no one mentioned it to me.  Did they also avoid the hand to face impact and living their own surreal life?  To me it comes down to the fact that I’m personally not feeling the sting of the needle.  My “voluntary” retirement is many years away. I’m not directly employed in the financial sector. No one in my immediate circle of friends and family have been hurt deeply by this.

My struggle is trying to shake the fog of disconnect that surrounds me and grasp the intensity of the moment. Watching Onion News doesn’t help, trust me!

[Excerpt from “From the Annointed Few to the Collective Many: How Workplace Communities Will Transform Your Business”, January 2008, Mzinga]

“Talent Management” has become an entire industry and is inclusive of subjects such as competencies, skills, and performance appraisals. At a more basic level, though, talent management is about finding, developing, and retaining key talent within the organization. Framed this way, it’s clear that talent management has always been and will always be the cornerstone of corporate success.

In the next 10-15 years, this issue will take on increased significance as the Baby Boomer generation etires. Between 2000 and 2020, 75 million Boomers will reach retirement age. Generation X, with only 45 million workers, lacks the sheer numbers to make up the gap. While these numbers are daunting, the percentages are actually much worse in most other developed countries, particularly in Europe, where over 43% of the population will be 65 or older by 2030 (Kinsella & Velkoff, 2001). For global organizations, therefore, this demographic shift and its impacts will be felt globally, not just in the United States.