The “boomers” will be leaving behind a huge gap in the workforce, in terms of sheer numbers of people in jobs but more critically in terms of the organizational and market place knowledge walking out the door to the golf course. As one of those boomers, I grew up in a workforce culture that based its promotions on what you knew. As a result, you hoarded that knowledge in order to best compete for those rare promotions. As graduates you may have experienced similar competition -- for scholarships and those top spots on the class list. Yet what our organizations absolutely need in order to survive is a culture that shares knowledge and experience at every opportunity.

I recall the recent story about a successful automotive company that almost went under because the guy who knew what temperature paint adheres to metal had retired and no one else knew that key bit of information. Your role as a new employee will be to ensure you tap in to that type of unwritten knowledge and experience that builds with maturity and longevity. Don't expect that to happen automatically through a training course or on-the-job learning. If your employer doesn't assign a mentor for you, then find one yourself. Look for that person that others tend to go to with problems to help solve. Who gets listened to in meetings? Whose ideas are most readily adopted? Who is that person who others like working with? Cultivate those relationships and present yourself as an eager and patient learner, ready to do what is needed to get the job done with quality and on time. What you will gain from those mentoring relationships will benefit you and your organization.

Most of those “boomers” will be retiring earlier then their parents and with better financial resources. They will be, for the most part, very savvy consumers. They will have high standard demands for client service, for quality and will be looking for accountability from those that provide products and services of every type, including health care and the political front. They will be the activists that will have the time, the money and the experience to deal with a wide range of issues. And they will be looking to the younger work force to meet those demands. Your successful career will depend on your meeting the needs of your employer and your clients by demonstrating critical behaviors and skills that build your reputation in the workplace. Take the time now to decide how you can best put those key building blocks in place to meet the goals you have for a successful and happy life and career plan.

Judy Baker has worked in human resources for about 25 years, the last 10 as a Staffing Consultant for a large Canadian public sector organization.