The dilemma now is how to capture the wealth of knowledge that these leaders possess, and help them pass it on.
In the overall workforce picture, the most expansive next generation of potential leaders are the Millennials.
He sounded perfectly pleasant so we met up for a date in Manchester. For 17 years my sex life wasn’t up to much, so it was nerve-racking when I first got into bed with someone else. The first man I slept with after my husband was someone I met through a tennis club. I knew I didn’t want a long-term relationship with him — he wasn’t my type — but I did find him attractive, so we booked a proper date. Everyone who posts their picture online will have used one from at least ten or 15 years ago. I’ve turned up to several dates where I’ve walked into a restaurant, seen the man I’m supposed to be meeting, but he looks more like his father.
I learned of the phenomenon of “good enough” marriage, a term social anthropologists use to describe marriages that were less about finding the perfect match than a suitable candidate whom the family approved of for the couple to embark on adulthood And along with the sociologist Eric Klinenberg, co-author of my new book, I conducted focus groups with hundreds of people across the country and around the world, grilling participants on the most intimate details of how they look for love and why they’ve had trouble finding it.
He quickly deduced that she was the appropriate height (finally! First I texted four friends who travel and eat out a lot and whose judgment I trust. Finally I made my selection: Il Corvo, an Italian place that sounded amazing. (It only served lunch.) At that point I had run out of time because I had a show to do, so I ended up making a peanut-butter-and-banana sandwich on the bus.
I checked the website Eater for its Heat Map, which includes new, tasty restaurants in the city. The stunning fact remained: it was quicker for my dad to find a wife than it is for me to decide where to eat dinner.
Turning a Brain Drain into a Brain Trust One of the best methods for moving beyond the fear of brain drain to the opportunity to build a brain trust is to optimize the synergy between the two generations.
Research conducted by Ben Rosen, Ph D, professor of organizational behavior for the University of North Carolina Kenan-Flagler Business School, found that Baby Boomers and Millennials share some of the top five expectations of their employers—a dynamic which can be used to build a foundation for knowledge transfer: Strategic Steps to Make it Happen If you give Baby Boomers the opportunity to provide insights and experience—while continuing to develop their talents and strengths—they’ll get exactly what they need to thrive.