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Surviving the Baby Boomer Exodus: Capturing Knowledge for Gen X and Gen Y Employees

Book Description

This book examines the phenomenon of the "knowledge vacuum" that is occurring in the business world as experienced Baby Boomers retire or leave the workplace and take with them their soft skills, practical knowledge, and business acumen. By examining various aspects of this phenomenon the authors provide a practical guide for capturing and retaining Baby Boomers' advanced skills and expertise before they retire so that knowledge can be transferred to Gen X and Y employees. This book examines methods for assessing a company's knowledge gaps and creating a knowledge transfer and storage plan. Readers will find scenarios, case studies, tips, templates and checklists that will help managers capture and retain intellectual capital as Baby Boomers leave the workplace.

Table of Contents

  1. Copyright
    1. Dedication
  2. Gina Gotsill’s Acknowledgments
  3. Ken Ball’s Acknowledgments
  4. About the Authors
  5. Introduction
    1. A Common Sense Approach to a Complex Problem
    2. What We Learned
    3. Our Message
    4. Who This Book Is For
    5. Companion Web Site Downloads
  6. 1. When Boomer Brains Walk
    1. Impending Retirements Raise Tough Questions
    2. Why Act Now?
    3. Taking Time to Transfer Knowledge
    4. Seeing Opportunity in a Slumping Economy
    5. Why Should Organizations Transfer Knowledge?
    6. Playing the Numbers Game
    7. When Will They Retire?
    8. There Is No Crystal Ball
    9. Taking the First Step
  7. 2. Defining the Generations
    1. Who Are the Boomers?
      1. Boomer Characteristics
      2. Boomer Cross-Generational Dynamics
      3. How Boomers Learn Best
    2. Small and Mighty: Generation X
      1. Generation X Characteristics
      2. Gen X Cross-Generational Dynamics
      3. How They Learn Best
    3. Pushing the Envelope: Generation Y
      1. Gen Y Characteristics
      2. Gen Y Cross-Generational Dynamics
      3. How They Learn Best
    4. What Do All Three Generations Have in Common?
    5. How Can Understanding Generational Differences Help Knowledge Transfer?
    6. Remember the Recipient
  8. 3. Knowledge in the Workplace
    1. Data—Diamonds in the Rough
    2. Information—Give Data Some Shape
    3. Knowledge—Transforming Data and Information
      1. Explicit Knowledge—It’s on the Shelf
      2. Implicit Knowledge—It’s Still in Your Head
      3. Tacit Knowledge—Too Deep to Articulate?
      4. The Debate over Tacit Knowledge
    4. Other Types of Knowledge
      1. Declarative and Procedural Knowledge
      2. Political Knowledge
      3. Cultural Knowledge
    5. Knowledge Within Your Organization
    6. Where Does Knowledge Management Fit?
    7. Looking Back, Looking Forward
    8. “There Has to Be a Need”
    9. Barriers to Knowledge Transfer...and Solutions
    10. Culture and Attitudes
    11. Going Forward
  9. 4. Trouble on the Horizon as Boomers Step Away
    1. The Pain Behind the Numbers
      1. Oil and Gas—Boom or Bust
      2. Utilities—A Perfect Storm
      3. Manufacturing—Partly Cloudy Weather Ahead
    2. The Future in Focus
  10. 5. Boarding the Knowledge Train
    1. Planning for Tomorrow
    2. The Business Case for Knowledge Retention
    3. Building a Project Charter
    4. Elements of a Project Charter
      1. Section I. Project Overview
        1. 1.1. Problem Statement
        2. 1.2. Project Description
        3. 1.3. Project Goals and Objectives
        4. 1.4. Project Scope
        5. 1.5. Project Metrics
        6. 1.6. Assumptions and Critical Success Factors
        7. 1.7. Constraints
      2. Section 2. Project Authority and Milestones
        1. 2.1. Funding Authority
        2. 2.2. Project Oversight Authority
        3. 2.3. Project Milestones
      3. Section 3. Project Organization
        1. 3.1. Project Structure
        2. 3.2. Roles and Responsibilities
        3. 3.3. Project Facilities and Resources
        4. Additional Sections to Include
    5. The Law and Analysis
    6. Testing the Waters
    7. Communications Makes an Appearance
    8. Methods for Communicating in the Early Stages
    9. Building a Knowledge Council
    10. More than a Snapshot
      1. Demand Forecast—The “What” and the “How”
      2. Supply Analysis—See Today, Project Tomorrow
      3. Gap Analysis—Comparing Demand and Supply
      4. Audience Analysis—A Profile of Recipients
      5. Supplements to Workforce Planning Analysis
      6. Social Network Analysis—Who Talks to Whom?
    11. The Goal of Planning and Analysis
  11. 6. Knowledge Retention by Design
    1. What Kind of Knowledge to Transfer?
    2. Follow the Needs of Your Audience
    3. The Method Behind Mentoring
      1. Many Reasons to Choose Mentoring
      2. Making Time for Mentoring
      3. The Nature of the Informal Mentoring Relationship
      4. Informal Versus Formal Mentoring
      5. Making Mentoring Work
      6. Should Supervisors Serve as Mentors?
      7. Setting Goals and Objectives for Formal Mentoring
      8. Use Training to Set the Stage
      9. Helping Mentees Articulate Their Needs
    4. Social Networks and Social Media
      1. Motorola Paves the Way
      2. Cerner Corp. Creates New Connections
      3. Crossing the Generation Gap Barrier
      4. Creating a Social Media Network for Everyone
        1. Resist the Technology Temptation
        2. Make It Fun
        3. Make It Personal
        4. It’s the Employees’ Community
        5. Expertise Isn’t Always Where You Expect It to Be
        6. Seed the Community with Valuable Content
        7. Lead by Example
        8. Make It Transparent
    5. Communities of Practice
      1. Mapping CoPs to Business Goals
      2. No Two Communities Are Alike
    6. Designing a Community of Practice
      1. Identify the Audience
      2. Design and Plan
      3. Pilot
      4. Go-Live
      5. Expand and Sustain
    7. Storytelling
      1. What Is a Story?
      2. The Multi-Faceted Art of Storytelling
      3. Practical Use of Stories
      4. Storytelling Structure
        1. Method 1: Assess, Craft, and Deliver
        2. Method 2: Ask Your Audience for Material
        3. Method 3: Reconnecting Your Audience to the Topic
        4. Keeping Stories Accessible
    8. After Action Reviews
      1. Planning
      2. Preparing
      3. Conducting
      4. Following-Up
    9. The Design Document
  12. 7. Ready, Set, Develop!
    1. The Value of the Pilot
    2. Develop a Pilot
    3. Communications and Development
    4. Your Thoughts, Please
    5. Let Yourself Be Surprised
  13. 8. Rolling Out Your Knowledge Transfer Program
    1. Linking the Program to Staff Goals
    2. Keeping a Watchful Eye
      1. Managing Risk
      2. Managing Momentum
      3. Next Steps for Knowledge Transfer
      4. Asking Your Audience What They Need
    3. Communications and Implementation
    4. Overcoming Challenges
    5. Spread the Work and Opportunities Around
  14. 9. A Long View of Evaluation
    1. Reasons Why Organizations Don’t Evaluate
    2. Make Metrics a Priority
    3. Use Data to Evaluate Success
      1. If You Skip a Step…
      2. Specific Evaluation Methods
      3. The Value of Numbers, Stories, and Graphics
    4. Since We’re Talking ROI...
  15. 10. Nurturing a Knowledge Culture
    1. New Management Style Eases the Shift
    2. Who’s the Customer?
    3. Rewriting the Job Description
    4. The Generational Factor
    5. Making the Change
      1. Senior Leadership Support
      2. Communications and Recognition
      3. Training
      4. Measurement
    6. A Sound Investment
  16. Bibliography
    1. Books
    2. Selected Reports, Articles, and Other Documents