Howick Associates has recently joined Patina Solutions, forming and leading Patina's new Leadership and Organizational Development Practice. Patina Solutions provides proven, accomplished professionals with 25+ years of experience for key projects and engagements – helping companies solve problems, leverage opportunities and fill expertise and resource gaps… all leading to improved results.
For over 26 years, Howick Associates has been a trusted advisor and collaborative partner to leading organizations in developing talent, driving change and delivering results. Howick Associates is pleased to join Patina Solutions, and the team will continue to provide expertise in leadership development, designing and facilitating planning sessions, helping organizations implement strategic changes, coaching leaders and more.
Patina's new Leadership and Organizational Development practice provides services including change management, succession planning, strategic planning, executive coaching, and 360° feedback. Also available are courses such as the Engaging Leader Series, Driving Change for Results and Internal Consulting for Results. In addition, Patina's new Mentor Bank service offering, which involves external mentoring of companies' high potential and future leaders, will become part of the Leadership and Organizational Development practice.
The practice will be operating out of Patina's Madison and Corporate (Milwaukee area) locations, serving all of the company's offices including Chicago, Cleveland, Boston and Tampa.
For more information about Patina's Leadership and Organizational Development practice, contact:
Madison area: Drew Howick, National Practice Director, 608.819.4961
Milwaukee area: Jeff Hanan, National Practice Director, 262.754.2247
To read more about Patina Solutions, click here!.
73 million retiring ... are you ready?
Did you know, as of January 1, 2011, 10,000 Baby Boomers will turn 65 each day for the next 20 years. The potential loss of experience and institutional knowledge by many Wisconsin organizations is staggering.
For example, a recent internal assessment by one of our clients illustrates the dilemma:
- A high percentage of key personnel will be retiring in the next 5 years
- Over 66% of the departments in the organization do not have a plan to support knowledge transfer
- Over 70% currently do not have the time nor the resources to attach the problem.
This all raises questions about knowledge transfer and how that's going to work in your organization. Some of the common challenges organizations could face include:
- No sense of urgency
- Generational differences
- Concerns over job security
- Lack of technology support and resources
- Lack of leadership support
- Lack of engagement, buy-in or commitment
- Organizational culture non-conducive to knowledge sharing
- Lack of trust
- Locations or distance between groups/individuals
- Language issues or technical jargon
- Internal conflicts between groups, departments and divisions
- Identify the critical knowledge holders within the organization
- Motivate knowledge holders to share
- Design the sharing mechanisms & plans to facilitate the transfer
- Execute and monitor the plan
- Measure to ensure the transfers were successful
- Help people apply the knowledge transferred