dc14 8. should development programmes take generational differences into consideration (kpmg &...
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Should development programmes take generational differences into consideration?
Impact International & KPMG
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Introductions
Will give examples of how a variety of organisations are creating programmes that fit the preferences and needs of the freshest talent on their books. She will also describe how some companies are running “multi-generational” programmes, with senior leaders rubbing shoulders with their newest recruits, in order to speed up mutual learning.
Will share some of the insights and learnings from their Smart Development programme which focuses on equipping new student joiners with the skills to integrate into the workplace and progress on their journey to manager.
Liz Wilson, Impact International Georgina Kvassay & Laura Birch, KPMG
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Who cares?
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The world is changing…
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Source: TMP Worldwide
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Engagement – Gives employers an edge…
Source: TMP Worldwide
50%
33%
27%PR
OF
ITAB
ILITY
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OD
UC
TIV
ITY
CU
ST
OM
ER
S
TAT
ISFA
CT
ION
50%
EM
PLO
YE
E
RE
TE
NT
ION
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Question…
What challenges do you face in engaging with and developing this
new generation?
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Practical takeaways
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400+
globalclients
Impact International
400+
globalclients
250
talentedpeople
1980founded in
Windermere
17 officesworldwide
21 different
languages
37
countriesper year
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Current client LOGO’s
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Impact runs new talent development programmes for…
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I am currently delivering new talent development programmes for…
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…and this is what I have come to believe is
important...
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1. Start at the very beginning
Behaviour is something that “exists”
It can be seen by others
You can choose how to behave, moment by moment
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2. Keep it real
Take the learning experience into the business and take the business into the learning experience
Take the learning experience into the business and take the business into the learning experience
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3. Make a difference
Take the learning experience into the wider world and bring the wider world into the learning experience
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4. Focus on creating committed and independent learners
You are liberating their brilliance!
And helping them to realise that they need other people too
Provide constant, challenging, personal feedback
Instil techniques for learning from experience – critical review / facilitation / disclosure / observing / getting and giving feedback
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5. Watch your ego state
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PARENT
ADULT
CHILD
PARENT
ADULT
CHILD
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This is what I have come to believe
1. Start at the very beginning
2. Keep it real
3. Make a difference
4. Create committed, independent learners
5. Watch your ego state
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And what about mixing the generations up?
"Our leadership programmes have traditionally always been grouped according to seniority and so we were initially a bit sceptical about a multi-generational programme.
But the reality for us is that we have leaders at all levels of our organisation and they each have something different to bring to the table.
And the feedback from our participants was that they loved the chance to learn and share from such a mix of people rather than be limited to just their peer group.”
Jen Wrigley, Senior L&D Partner, Pentland Brands
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KPMG - Smart Development
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Smart Development – What’s it all about?
Flexibility
One Firm
Communication
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Smart Development - our offering
Smart Development
Consistent messaging in Induction and in pre-joiner communication
Bite-sized learning via portal.
Quarterly themes, podcasts, Webex
recordings
Networking opportunities
Smart Moves – encouraging mobility across functions and
markets
Smart Ambassadors – 85 D&E Grades on the ground to spread the
message
Sharing best practice across business areas
Internal Social Collaboration Tool ‘The
Hub’
Highlighted in the Vision for KPMG
Strong support from Sponsor Group – (functional COOs
and people partners)
Excellent links with L&D both centrally and across functions
Fully engaged steering group with People Management
Leaders, L&D specialists and functional representatives
Aligned to the four pillars of the KPMG strategy
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Example Smart Development Collateral
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It’s not easy…
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Top 5 tips for all organisations
1) Know who your stakeholders are and get them onboard
2) Enlist Gen Y ambassadors to help shape your development programme and communications
3) Balance the business needs with the needs of the people
4) Remember a good development programme doesn’t necessarily need a big budget
5) Create opportunity to network and for different generations to learn from each other
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Discussion
Based on what you have seen and heard today, how can you turn your challenges into opportunities?
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