Latest news with #DaveUlrich
Forbes
15-05-2025
- Business
- Forbes
The Four Pillars Essential To Work After Retirement
The colonnade and arches on the Stamford University campus, a 19th century building, Stanford ... More University, California, 1943. (Photo by Smith Collection/Gado/Getty Images) It is hard for many people to know when to retire. While I believe there is a shelf life for leaders, most of us struggle with letting go. Unless there is an early retirement incentive package with a deadline, there is often not a definite date to retire. For my monthly podcast 'Becoming a Sage,' I interviewed Dave Ulrich, the Rensis Likert Professor at the Ross School of Business, University of Michigan. He is the author of The Why of Work. We talked about how retirees miss the social aspect of working. His experience has informed him that 'retirees miss the people more than the work.' Yet even if we don't miss our day jobs, retirement can be uncomfortable because we often don't know what to do next. Ulrich described it this way: 'We thought the 60s and 70s would be an age of certainty, but it is an age of absolute uncertainty. The 20s are more certainty because you have a pattern of college, work, and life patterns.' He continued, 'Most [retired] The key is to be pulled into something meaningful rather than feel pushed out. The question becomes: What are we being pulled into? Since retirement and how we spend our time is personalized, it takes time and intentional thought to figure out what's next. In The Why of Work, Urich describes four Bs or pillars of why people work. Retirees, he argues, would be smart to know these pillars so they can replace them outside of work. We are not retiring from life, but we are moving onto something else. After you leave your career, you must go somewhere, but where are you going? Where will you belong, and what will you believe? Through my work, I've learned that fulfilling the next phase of life is not about being smart or having a lot of money. It is about being intentional with how you allocate your resources of time, energy, and money. And the most precious resource is time and where we put our attention. Several tools have helped me decide how to spend my time and attention. First, I evaluated my values to help me create a personal mission statement which I use as a sieve. When I am asked to do something that requires my time and attention, I drop the ideas into my 'sieve.' If they fit my values and mission statement, I am likely to agree to do them. If not, the sieve is there to block them. Second, I look for role models. I seek out people who are living a life in ways that is attractive to me. Then I ask myself, 'What is it about how they are spending their resources that interests me?' I may or may not know these role models, but I can learn a lot through observation. Urich said he has learned to stop chasing the uncertainty to focus on about what he is certain. He is certain, for instance, that he is 'committed to learning to grow.' His personal mission statement is: 'Learning that creates value for others.' He does this through his consulting, teaching, and writing. Then he asked me about what I was certain. I told him we were soul mates as my personal mission statement is: Continue to learn and share what I am learning with others. I do this through writing, a monthly podcast and newsletter, teaching, workshops, speaking, and coaching. I am certain about continuing to learn and grow. This requires me to be curious, proactive, and engaged. At heart, I am a seeker who learns by asking questions of others. For most of my life, I've been fortunate to have mentors and Sages from whom I have learned and I want to continue this pattern. When I asked Ulrich for his definition of legacy, he responded, 'Legacy is about certainty. Find certainty for yourself. Help people discover their certainty.' After people leave their jobs, Urich advises them to: Be safe. Become. Belong. Believe. In every presentation, he ends with this question: What is the best year of your life? His answer: If you follow the four Bs, the next 12 months will be the best.
Associated Press
07-05-2025
- Business
- Associated Press
The RBL Group Concludes Human Capability Exchange 2025, Uniting Global Leaders Around the Power of Human Capability
The RBL Group successfully hosted the virtual Human Capability Exchange 2025, drawing over 800 leaders from 45 countries to explore human capability. 'Unlike traditional conferences, we start with the value your external stakeholders feel and work backward to the capabilities that create it'— Norm Smallwood PROVO, UT, UNITED STATES, May 7, 2025 / / -- The RBL Group, a global leader in elevating human capability to deliver business results, today announced the successful completion of Human Capability Exchange 2025, a two-day virtual summit that convened more than 800 senior leaders and HR professionals from 45 countries. Across 12 interactive sessions, executives from organizations such as Global Partners, Savage, the Singapore Public Service, Sonova, and Coca-Cola Hellenic shared evidence-based practices for turning human capability into measurable value. 'HR is at an inflection point,' said Dave Ulrich, Co-Founder of The RBL Group. 'When the context around us changes, we must change with it—so that people, organizations, and society all win.' Key Highlights Organization: Eric Slifka (President & CEO) and Catie Kerns (CS&TO), Global Partners – How a capability-first roadmap is transforming a legacy fuel distributor into a diversified energy company. Leadership: Kirk Aubry, retired CEO of Savage – Building a culture playbook that aligns 3,000 team members behind one leadership narrative. Talent: Ioanna Vasilakopoulou, Coca-Cola Hellenic – Scaling a pan-regional talent engine across 29 markets. Human Resources: Peck Kem Low, Singapore Public Service – Using predictive analytics and AI to cut hiring cycle time by 40 percent while deepening diversity. 'Use AI responsibly—if the machines end up interviewing each other, where does the human come in? Our HR job will never go out of fashion.' – Peck Kem Low 'Unlike traditional conferences, we start with the value your external stakeholders feel and work backward to the capabilities that create it,' added Norm Smallwood, Co-Founder of The RBL Group. 'Participants leave with tools they can apply Monday morning—no theory without action.' On-Demand Access Full session replays, slide decks, and resource kits are now available at About The RBL Group The RBL Group elevates human capability to accelerate stakeholder value. Through decades of research, data analytics, and hands-on collaboration, RBL helps leaders, HR teams, and organizations build the capabilities that drive measurable business impact. Learn more at Julio Zelaya The RBL Group [email protected] Visit us on social media: LinkedIn Legal Disclaimer: EIN Presswire provides this news content 'as is' without warranty of any kind. We do not accept any responsibility or liability for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this article. If you have any complaints or copyright issues related to this article, kindly contact the author above.
