As Boomers retire, and don't worry, they will eventually retire, they will create a shortage of prime-aged (25-54) talent. Further, as they enter the "twilight" of their careers, they are redefining their values to consider their legacy and contribution. The Gen Xers and Millennials (Gen Y) have already entered the workforce with radically different expectations, experiences and values, so the organizations they choose to work for will need to address these emerging needs and expectations. Technology and communications continue to reshape how we work and the companies we work for. Dynamic, adaptive network organizations, with porous boundaries and virtual, telecommuting workforces will be the norm. And finally, the pressure for greater social responsibility and sustainability is rapidly becoming a strategic mandate. What this means is that the future business model will be very different from the traditional model we find in most organizations today. It also means that one of the over-riding strategic priorities will be the ability to attract and retain the very best people.
There are many firms out there that can help with this or that claim to focus on this issue, but we believe that while many firms offer point solutions - training, coaching, recruiting, incentives, compensation, etc., people will only remain fully engaged within an organization if the whole business model is perfectly suited for emerging environment. That is why we have launched a new company, Dragonfly Organization Resource Group, to address this opportunity.
This blog will be an avenue to share our thoughts and beliefs about the issue of the organization of the future. But it will also be about our experience starting a new venture in the depths of a recession. To date, we have connected with a lot of you and we are already on our journey. So we hope that you join us on this path, contribute and get involved. We also hope that this is fun and entertaining.... God knows it has been for us.
Scott
