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| |  | | | How to Reduce the Cost of Skills Gaps in Complex IT Projects | | Leaders must take at least three steps to reduce the risk of critical skill shortages that can send major IT initiatives over a fiscal cliff. | DAVID
For DMV leaders and industry partners collaborating on large IT projects, this blog post suggests steps that should be taken to avoid major problems due to inadequate staffing. |
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| |  | | | Lost Knowledge: Confronting the Threat of an Aging Workforce | | Lost Knowledge will help senior executives in organizations both large and small think strategically about the threats and opportunities posed by changing workforce demographics and how to formulate responses. But readers in other roles will also find help here. | DAVID
Here's a link to the Introductory Chapter of my "Lost Knowledge" book, which is a great resource for anyone who wants to think more strategically about the retention of critical knowledge in their organization. It also provides a useful framework for diagnosing the risks and designing solutions for knowledge retention. |
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| | | | | Tech's Human Bottleneck: A Shortage of Ready-To-Promote Leaders Could Be Hampering Growth at Technology Companies | For all of its incredible innovation and impact on our world, the technology industry has put itself into a conundrum around talent. On the one hand, executives fret about the shortage of leaders who are ready and able to help them grow their organizations. But most of these same executives can explain in depth the myriad reasons the industry doesn’t focus heavily on developing their own talent.
The experience of top technology firms suggests that when a company needs to shift or expand, having ready-to-promote leaders in the pipeline is crucial. By hiring and developing people who can change, those companies don’t have to change out their people.
Our belief is that in order to both attract and retain top talent to fuel growth, the industry on the whole needs to reconsider where it places leadership and talent development in the list of priorities. If some of the same enthusiasm and brilliance put toward product development were applied to talent development, who knows to what heights these companies could climb.
[More] | DAVID
Korn Ferry report identifies classic leadership development weaknesses in high tech companies |
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| |  | | | How To Engage Both Millennials & Boomers | Visual.ly | Member-based organizations can tap two generous, cause-minded groups
— Millennials and Baby Boomers — at the same time by knowing what
makes eac | DAVID
Like many types of organizations, trade and industry associations are struggling with how to communicate with members from different generations today. This graphic summarizes some of the differences leaders face with some non-cliched insights. |
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David DeLong
"Accelerating Leadership Development" slides from David DeLong's keynote talk
