From Working Across Generations to Liquid Leadership to Daring Lead, everyone in the nonprofit and corporate communities is talking about to harness and build multi-generational leadership. With four generations in the work place today it can be a challenge to learn and implement strategies that will get the most out of each generation to reach your organizational goals and serve your mission. Luckily, there are resources available that explain the characteristics of each generation, what motivates them, and strategies that leverage the best leadership qualities no matter the age. Join us for Nonprofit Leadership Across Generations to learn practical ways to build up current leaders in your organization and prepare the path to new leadership.

1. Nonprofit Leadership Across
Generations
Emily Davis
June 13, 2012
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2. INTEGRATED PLANNING
Advising nonprofits in: www.synthesispartnership.com
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• Planning (617) 969-1881
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3. Affordable collaborative data
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4. Today’s Speaker
Emily Davis
President,
EDA Consulting
Assisting with chat questions: Hosting:
Jamie Maloney, Nonprofit Webinars Sam Frank, Synthesis Partnership
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5. NONPROFIT LEADERSHIP ACROSS
GENERATIONS
Emily Davis, MNM
EDA Consulting LLC
June 13, 2012

6. MEET THE PRESENTER: EMILY DAVIS
– President of EDA Consulting
– Author, Fundraising & the Next
Generation
– 21/64 Consultant
– Author, Preparing the Path to
Leadership Research
– Founder of YNPN San Diego
– Member of The Gordian Fund &
Women Give San Diego
– Associate Partner, Social Venture
Partners of Boulder County
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7. OUTCOMES
• Understand leadership dynamics & challenges
among the four generations.
• Identify strategic and attainable solutions to bringing
the gap among generations.
• Find a more inclusive approach to working with next
generation leadership.
• Learn how to motivate staff and volunteer leadership
across generations.
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8. HOW DO YOU DEFINE INCLUSIVITY?
• Experience
• Ethnicity
• Culture
• Gender
• Sexual
identity/preference
• Handicapped/
able-bodied?
• Age?
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9. GENERATIONAL ASSUMPTIONS
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10. HOW HAS THIS AFFECTED YOUR ORG?
• Work ethic • Staff recruitment &
• Time management retention
• Office environment • Professional priorities
• Internal • Personal priorities
communications • Staff management
• External communication • Motivations
• Investment in
technology
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11. GENERATIONAL
EXPERIENCES
INFLUENCE
MOTIVATIONS,
MANAGEMENT, AND
WORK STYLES.
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12. WHO ARE THE GENERATIONS?
GENERATION TRADITIONALISTS BOOMERS GEN XERS MILLENIALS
(1900-1945) (1946-1964) (1965- (1981-1999)
1980)
ALSO KNOWN Veterans, Silent Baby Xers Gen Y, Nexters,
AS… Generation, WWII Boomers Nintendo
Generation Generation
INFLUENCERS World wars, The Television, Internet, Social media,
Depression Vietnam War, Madonna, Bill iPods, 9/11,
Civil Rights Gates, American Idol
Movements Friends,
Rodney King
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13. GENERATIONS IN US POPULATION*
* Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada
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14. US WORKFORCE BY GENERATION
* Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada
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15. MULTIGENERATIONAL NONPROFITS:
MANAGEMENT STYLES
GENERATION TRADITIONALISTS BOOMERS GEN XERS MILLENIALS
(1900-1945) (1946-1964) (1965-1980) (1981-1999)
MANAGE- • Top down • Hierarchy • Flexible • Mutual
MENT STYLE • Conformist • Pay your • Inclusive respect
• Respect for dues • Self-reliant • Shared
authority • Emphasize • Direct leadership
• Emphasize respect communication • Interactivity
loyalty • Appreciate • Independent & • Collaborative
recognition collaborative
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16. MULTIGENERATIONAL NONPROFITS:
WORK STYLES
GENERATION TRADITIONALISTS BOOMERS GEN XERS MILLENIALS
(1900-1945) (1946-1964) (1965- (1981-1999)
1980)
WORK STYLE • Separate home • Flexibility • Self-reliant • Question
& work • Optimistic • Quick fixes status quo
• Hard-working & idealistic • Results- • Multi-
• Loyal • Struggle oriented taskers
• Thrifty with • Multi-taskers • Global focus
• Little work/life • Job • Digital
customization balance movement & natives
• Work for work’s • Strong work flexibility • Mutual
sake ethic • Direct respect
communicati
ons
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17. MULTIGENERATIONAL NONPROFITS:
MOTIVATORS
GENERATION TRADITIONALISTS BOOMERS GEN XERS MILLENIALS
(1900-1945) (1946-1964) (1965- (1981-1999)
1980)
MOTIVATORS • Authority • Hierarchy • Healthy • Interaction
• Work itself, less • self- work/life • Challenges
personal improvement balance, • Feedback
meaning • Materialism • Flexibility • Causes
• Acknowledge • Symbols of • Money • Money
what they know recognition • Results • Customiz-
AND do • External ation
recognition • Acknowled
• Instant gment of
gratification value
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18. WHAT TENURED PROFESSIONALS WANT
Next Gen Training
Acknowledgment
Engagement
Respect for legacy
Dialogue
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19. WHAT THE NEXT GEN WANTS
Advice
Acknowledgment
Shared ownership
Opportunity to lead
Flexibility
Sector history
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20. WHAT DO WE HAVE IN COMMON?
Commitment to the nonprofit
sector
High hopes for the future
Value recognition &
relationships with our peers
Want to share stories about
nonprofit work and history
Desire mutual respect & trust
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21. QUESTIONS?
Has this had
an impact on
your
organization?
If so how?
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22. SO WHAT IS THE LEADERSHIP GAP?
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23. DEFINING THE LEADERSHIP GAP
• The period of time when executive Boomers
are preparing to leave their leadership roles to
when new leadership is installed.
• Describes not only temporal gaps, but
perceptual gaps in what well-qualified leaders
look like.
• The lack of communication, preparation, and
support available among multiple generations
of leaders.
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24. DEFINING THE PROBLEMS*
• Replacement Theory
• Staying On Top
• Redefining the Position
• Recognition Problem
• New Structures and Practices
*Working Across Generations, 2009
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25. REPLACEMENT THEORY
Not enough people to fill
leadership gaps so we need to
develop a pipeline.
SOLUTION:
If we recruit and train enough people we won’t
have a problem. Develop a pipeline.
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26. STAYING ON TOP
Little to no room for the next gen
to lead & advance the sector.
Boomer-led orgs will continue as
usual & next gen will start new
orgs.
SOLUTION:
Find ways to integrate new ideas into the sector.
Shift Boomer leadership roles in the sector.
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27. REDEFINING THE POSITION
The traditional idea of the
Executive Director is no
longer appealing or
effective.
SOLUTION:
Try new leadership models that share executive
director responsibilities.
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28. RECOGNITION PROBLEM
There is a generation ready to
step up to the plate that feels
invisible to the current
leadership.
SOLUTIONS:
•Search internally when recruiting
•Acknowledge value & contributions of next gen
leaders
•Shift mental models – inclusiveness, mentorship
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29. NEW STRUCTURES AND PRACTICES
Current organizational
structures are
outdated.
SOLUTION:
Evaluate current models and redefine
structures.
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30. TEN WAYS TO LEVERAGE EVERY GENERATION
1. Acknowledge each generation’s value.
2. Recruit & retain emerging leaders into leadership roles.
3. Encourage work/life balance – be flexible.
4. Invest in diverse strategy development process.
5. Revise performance recognition systems.
6. Encourage peer coaching.
7. Invest in professional development.
8. Prepare to share leadership/succession planning.
9. Be flexible & innovative.
10. Engage in multi-generational dialogue.
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31. RESOURCES
Publications Organizations
• Working Across Generations • Young Nonprofit
• Good in Theory, Problems in Professionals Network
Practice (YNPN)
• Ready to Lead? • Building Movement Project
• Stepping Up or Stepping Out • Emerging Practitioners in
• Daring to Lead Philanthropy (EPIP)
• Next Generation and • 21/64
Governance
• CompassPoint
• Passing the Torch
• Liquid Leadership
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32. THANK YOU!
Emily Davis, MNM
EDA Consulting LLC
(720) 515-0581
emily@edaconsulting.org
www.edaconsulting.org
www.edaconsulting.org/blogs
www.Facebook.com/edanpoconsulting
Twitter: @edaconsulting
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33. Find listings for our current season
of webinars and register at:
NonprofitWebinars.com
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