I just returned from the fall IACPR (International Association for Corporate and Professional Recruitment) conference. I must say that the agenda was very strong (not one item I actually wanted to skip). One of the most pleasant surprises was the presentation by Ellie Hollander, an Executive Vice President from AARP. The presentation title was Baby Boomers and Shifting Intergenerational Values. I think we have all heard presentations on the four generations that are in the workplace today. The approach she took was one of the best I have heard - and worth recapping here. Just so you have the breakdown in front of you, the birth years of the four generations are:

• 1928 - 1945: Traditionalists
• 1946 - 1964: Baby Boomers
• 1965 - 1980: Generation 'X'
• 1980 - 2000: Generation 'Y' (Millennials)

Everything I Need To Know I Learned In Kindergarten (book by Robert Fulghum)

This was one of my favorite books. It was a 'quick read' and a great reminder of the basis lessons taught to us as children. Its simplicity was wonderful - as were the lesson reminders. Two of my favorites:

• Live a balanced life (learn some and think some and draw and paint and sing and dance and play and work every day some).
• When you go out into the world, watch out for traffic, hold hands, and stick together.

The reason I bring this up . . . . . . most presentations on the four generations are about differences. This presentation ended with a focus on strong management techniques and the similarities in treating the generations. The lessons were basis and important - great reminders of solid people leadership skills that are not as common as one might hope.

Best Practices (practices that are best for 50+ workers - but are actually best for all ages)

• Create a work environment where employee opinions are valued
• Offer multiple possibilities for continuous learning and re-careering
  • provide tuition reimbursement to encourage continuous development
• Develop ways to transfer knowledge
  • create a mentoring program (reverse mentoring was on the list as well)
• Encourage flexible work options
• Publicize your company's career opportunities
• Offer benefits suited to an employee's stage of life
• Promote health and wellness programs

The presentation ended with an interesting conclusion - that a mass exodus of workers is coming and that companies need to be prepared. The exodus was based on the pending retirements of many in the most senior of those generations. Organizations that fail to adopt some of the above approaches and fail to adapt to the coming workforce chances will be at risk for their survival.