DC14 8. should development programmes take generational differences into consideration (kpmg &...

Should development programmes take generational differences into consideration?

Impact International & KPMG

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A different generation…

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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%

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Question…

What challenges do you face in engaging with and developing this

new generation?

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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