高管發展趨勢
全球領導者正在響應社會潮流，積極尋求變革，助力企業調整策略應對信任、知識轉移和文化動態這三大關鍵問題。第五版《2020年高管發展八大趨勢》探討了多種嶄新的領導形式，將變革融入到了企業的各個層級。
Global leadership is answering the call of a world that is demanding change。 Change in the way business approaches three key things： trust， knowledge transfer and cultural dynamics。 Now in its fifth edition， the Eight Executive Trends for 2020 explores the new forms of leadership that stem from the idea of integrating transformation at every level in business。
本期內容我們將與您探討
商界人才不再以資歷論長短的職場現狀。
文章為雙語，約3000字，閱讀時間大約7分鐘。
This article shares about
Talent Has No Age In Today’s World Of Business
It‘s bilingual with 3000 words in total。
和過去相比，現如今員工隊伍能夠同時彙集三代人。企業正在有條不紊地尋找最優秀的管理人才。高管招聘人員與他們的企業客戶透過提升自身對領導者特質（與招聘需求）的認識，大大豐富了企業文化，提高了多元性與包容性。
For the first time in history， our workforce is uniting three generations of employees。 Companies are logically looking for the best talent to fill their leadership roles。 Executive recruiters and the businesses they work with are making giant leaps in enriching company cultures and establishing diversity and inclusion by evolving what it means to talk about （and hire for） leadership profiles。
企業高管逐漸捨棄固定思維，以成長的心態看待人才，從而動搖了根本的“代際”基礎，並使得員工能夠運用其獨特的技能，發揮更大的影響。那麼，怎樣才能找到擁有正確心態、能夠管理多代團隊的高階領導者呢？
Executives across the board are moving from a fixed mindset about talent to a growth mindset， shaking the very foundation of what being a “generation” is – and empowering employees to bring unique skill sets， and greater impact， to the table。 So， how can you find senior leaders with the right mindset to manage the multigenerational workforce？
企業高管技能分享
人類壽命和職業生涯同步延長
We’re All Living And Working Longer
彭博新聞社的研究顯示，到2026年，65-74歲的人群中，有30%將和年輕一代共同在職場工作。事實上，辦公室可能是代際溝通合作最普遍的地方。學會相互理解，避免對某代人可能的行為方式產生偏見，這對於有效合作至關重要。
Research by Bloomberg reveals that by 2026， 30% of people aged 65–74 will be employed in the workplace， side by side with younger generations。 In fact， the office is the most likely place to find various generations interacting under one roof。 Learning to understand each other and avoiding prejudices about how people of certain generations are likely to behave is essential to work effectively together。
在確定、增加與整合高效領導者時尤應如此。
This is especially true when it comes to identifying， on-boarding and integrating effective leaders。
“我們發現客戶在招聘高階領導者時，通常更傾向於選擇處於職業上升階段的候選人，而不是後續階段的候選人。這樣做有時並不正確，我們會根據對每位候選人的評估，向客戶提出建議。”
“For senior hires， we notice that our clients are generally more interested in candidates that are on the upward trajectory in their career， rather than the latter stages。 This isn’t always the right decision and we will challenge them with a recommendation based on our assessment of each individual。”
—— Jessica Whitehead
Page Executive全球人力資源領域總監
Global Head of HR Practice
Page Executive
人力資源領域總監分享行業趨勢
Page Executive歐洲合夥人Raphael Asseo非常認同這一觀點。他表示：“年齡常常被錯誤地與職業發展階段捆綁在一起，比如30歲的人無法勝任CEO，成為一把手後就不能降級為二把手。高管合作伙伴可以在這方面提供更多見解和視角。職位不分優劣。領導者決定承擔新職責時，不過是開始迎接下一個巨大的挑戰罷了。”
Raphael Asseo， Partner Europe， agrees。 “Age is often wrongly associated with steps： you cannot be CEO at 30， nor can you step down to a number 2 role when you have already reached number 1。 Age is often wrongly associated with steps： you cannot be CEO at 30， nor can you step down to a number 2 role when you have already reached number 1。 This is where an executive partner can offer added insight and perspective。 There are no greater or lesser roles anymore。 There is only a leader’s next great challenge， in the moment that they are ready to rise up to it，” he says。
無數的研究已經證明，各代人的工作態度幾乎相同。Culture Amp發現，不同年齡層的員工在職業機會、對領導層的信心、個人學習和發展、溝通等方面幾乎沒有差異。
Countless studies have proven that work attitudes are similar across generations。 Culture Amp found that there are few or no differences across generations in career opportunities， confidence in leadership， personal learning and development， communication， etc。
警惕意識中的代際資訊
Watch Out For Subliminal Generational Messages
多元化的員工隊伍對企業大有裨益。
Diversity can be a lifesaver。。
Asseo解釋道：“不同背景和年齡的高階領導者能夠貢獻獨特的觀點、想法和經驗，幫助企業提高適應力和應變力，使其績效超過未大力投資建設多元化隊伍的企業。”
Asseo explains， “Senior leaders with diverse backgrounds and ages can contribute unique perspectives， ideas and experiences， helping to build resilient， resourceful organisations that outperform those that do not invest heavily in diversity。”
波士頓諮詢公司在2018年的一項研究顯示，擁有多元化管理團隊的企業，即隊伍中包括女性、少數民族人士、不同年齡段和教育背景的成員，其營業收入要比其他企業高19%，這主要歸功於多元化管理團隊的創新能力。
According to a 2018 Boston Consulting Group study， companies with diverse management teams， i。e。 those including women， minorities， different ages and educational backgrounds， have 19% higher revenues – thanks to their capacity for innovation。
高管招聘
Whitehead表示：“高管招聘人員需要向客戶強調多代領導的優點，特別是當客戶對招聘目標有著明確期望時尤其如此。”
As Whitehead explains， “Executive recruiters need to assert the benefits of multi-gen leadership to their clients， especially when those clients have a clear expectation regarding who they are or are not looking for。”
應該避免哪些成見
Roll With The Changes
成見一：60後不瞭解何為CTO
Boomers don’t know what CTO stands for。
皮尤研究中心的資料顯示，40-60後不僅精通電子產品，他們使用技術的速度也不比年輕一代慢，特別是在平板電腦市場，他們的平板裝置使用比例高出90後20%。
Not only are Boomers gadget-savvy， they are consuming tech at a pace equal to – or faster than – their younger counterparts， especially in the tablet market， where Boomers use tablet devices 20% more than Gen X – according to Pew Research。
成見二：70後具有批判精神，以玩世不恭的態度對待創新和文化轉變
Gen X are sceptical people who approach innovation and cultural shift with cynicism and contempt。
Whitehead認為，70後並不像人們想的那麼死板。她表示：“招聘高管時，我們看重的不僅僅是運營專業知識。70後努力向新世界遷移和過渡的同時，也帶來了商業經驗、管理經驗等等。”
Whitehead believes that Gen X are less rigid than their reputation implies。 “When we recruit for a C-suite position， we look for more than just operational expertise。 The Gen X learned to move and transition into a newer world， but they also bring business experience， managerial experience， and more，” she says。
成見三：千禧一代缺乏積極性和韌性
The millennial snowflake generation lacks motivation and resilience。
根據IBM商業價值研究院的一項研究，千禧一代與年齡較大的員工區別並不是很大。希望對組織產生正面影響的千禧一代人數（25%）約與70後（21%）和60後（23%）相同。
According to a study by the IBM Institute for Business Value， Millennials are not that different from their older colleagues。 Around the same number of Millennials （25%） want to make a positive impact on their organisation as Gen X （21%） and Boomers （23%）。
人才招聘
那麼，這對高管招聘而言意味著什麼？Asseo解釋道：“想要成功整合多代領導者，就必須積極鼓勵跨代合作。高階領導者可以傾聽和迴應不同世代的觀點、願景與想法，然後進行交叉培訓，實現優勢最大化。”
So， what does this mean for executive recruitment？ As Asseo explains， “Successfully integrating leaders of different generations means actively encouraging cross-generational collaboration。 Senior leaders can help by listening and responding to the views， visions and voices the different generations bring， then implementing cross-training to maximise strengths。”
改變心態，擺脫年齡束縛
Change Your Mindset： See Past The Number
Asseo也深信候選人當前的能力至關重要。他表示：“我們所處的環境決定了自身行為和選擇。各代人或許採取的方法不同，但觀點通常是一致的。”
According to Gartner， while almost half of global financial services organisations are still at a very early stage of their digital transformation journey， a third of financial services CIOs identified digital as their top business priority for 2019， up by more than 8% on 2018。
人生所有階段都能學習到知識。Carol Dweck博士花費數十年對“成長型思維”進行了突破性研究，許多心態開放的領導者受到啟發，開始培養更加健康的公司文化，推動各個年齡段的團隊成員追求知識。
Knowledge comes from all life stages。 Dr Carol Dweck’s decades of ground-breaking research into The Growth Mindset has inspired open-minded leaders to push the envelope on cultivating a healthier company culture， in which， regardless of age， every team member is in pursuit of knowledge。
只需簡單幾步，便能獲得長足發展。企業可以成立多代諮詢委員會或資源小組，讓成員相互交流想法並利用彼此的獨特技能，從而幫助消除偏見並提高包容性。相互指導也能促進互利共贏。
Simple steps can go a long way。 Multigenerational advisory boards or resource groups where members exchange ideas and benefit from each other’s unique skill sets can help banish bias and foster inclusivity。 Mentorships and reverse mentorships can also offer mutual benefits。
Whitehead解釋到：“如果僱主能夠組織優秀的員工隊伍、關注個人價值並幫助改善職場體驗，那麼員工將會創造豐厚的利潤。”
And as Whitehead explains， “If employers can assemble meaningful groups of employees， see all of them as individuals， and help to improve the workplace experience， their bottom-line business results will truly blossom。”
專業獵頭顧問
目前，Page Executive 團隊共有170名顧問，遍佈於30個國家和地區，竭誠為企業領導者出謀劃策，助力企業繁榮發展。我們隨時都可以根據您不斷變化的業務目標，幫助您改進業務戰略。
As your business goals and objectives evolve， Page Executive’s team of 170 consultants in 30 countries are ready to drive your business strategy forward how we know best： through the leaders who help your business thrive。