Senior Spotlight: Planning For Next-Gen Leaders

Age and wisdom have long gone together like peanut butter & jelly! As the youngest Baby Boomers approach retirement age, businesses (and really all of us!) should be asking one question: how will we fill these leadership and knowledge gaps in the workforce as Baby Boomers retire?

Just today, Forbes released an article titled ‘12 Tips For Developing Next-Gen Leaders As Baby Boomers Retire.’ This article addresses the reality that Generation-Z workers will soon be filling the roles that Baby Boomers have held and acknowledges that preparation & planning are needed as senior professionals exit the workforce. 

The Bobbi Decker Real Estate Team has outlined the 3 of the 12 planning practices that stood out to us and turned them into action items that seniors can DO. After all, contributing, growing and guiding is what life is all about, right? 

#1: Succession Planning. Businesses of all sizes, across industries need to consider the strengths that will be missed and gaps that need to be filled as senior leadership members retire. For all of us, this means identifying those admirable and measurable qualities (and while we’re at it – showing gratitude for them!).

#2: Embrace Generational Diversity. Forbes also summarizes this under the blanket of ‘democratizing leadership development’, but what it all comes down to is being willing to give growing leaders access to the tools, relationships and experiences that will empower them to solidify skills. With individuals working longer into their lifespan, it also means promoting generational diversity and collaboration, rather than getting caught up in competition. The action item here, at least to us, is to actively live the notion that we really are better together! Be open to learning from each other, sharing what you know and admitting what you don’t. 

#3: Nourish Next-Gen Leaders. Even more important than making a carbon copy of yourself is to help create a 2.0 version. The Forbes Coaches Council advises: “Instead of patching up a hole you see today, plan and build for the holes that may come. This work will require your care, courage and creativity.” Consider what challenges next-gen leaders may face that you did not, and help prepare them for it.

Are you inspired to help support the next generation of leaders? Have you ever considered mentoring, coaching or starting an intergenerational networking group? Our team firmly believes that the best things come to those who believe in each other, learn from the past & look forward to the future. May the exit of senior leadership create endless opportunities to do just that. 

Bobbi Decker
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Broker Associate
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www.bobbidecker.com
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