From Working Across Generations to Daring to Lead harnessing multi-generational leadership is a clear and present priority. Four generations in the work place present a challenge for getting the most out of each generation to serve your mission.
7. What is the Generational Mix?
GENERATION TRADITIONALISTS
(1900-1945)
BOOMERS
(1946-1964)
GEN XERS
(1965-1980)
MILLENIALS
(1981-1999)
ALSO KNOWN
AS…
Veterans, Silent
Generation, WWII
Generation
Baby Boomers Xers Gen Y, Nexters,
Nintendo
Generation
INFLUENCERS World wars, The
Depression
Television,
Vietnam War,
Civil Rights
Movements
Internet,
Madonna, Bill
Gates, Friends,
Rodney King
Social media,
iPods, 9/11,
American Idol
MARKETING Conservative
imagery, legacy,
family, well-known
brands
Healthy
lifestyle, hard
work, team
work
Inclusive,
straight talk,
environment
images, multi-
channel
Multi-ethnic,
green, sexier,
celebrity
8. Turn to your Left
1. Name and generation you are.
1. What were two
social/economic/political/world
experiences that influenced you?
1. How did one of those experiences shape
your professional life?
10. How has this affected your Org?
• Work ethic
• Time management
• Office environment
• Internal
communications
• External
communication
• Staff recruitment &
retention
• Professional priorities
• Personal priorities
• Staff management
• Motivations
• Investment in
technology
11. Generations in US Population*
* Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada
12. US Workforce by Generation*
* Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada
13. Let’s Take a Poll
How many generations are involved in your
organization?
One?
Two?
Three?
Four?
14. Multigenerational Organizations:
Management Styles
TRADITIONALISTS
(1900-1945)
BOOMERS
(1946-1964)
GEN XERS
(1965-1980)
MILLENIALS
(1981-1999)
• Top down
• Conformist
• Respect for
authority
• Emphasize
loyalty
• Hierarchy
• Pay your
dues
• Emphasize
respect
• Appreciate
recognition
• Flexible
• Inclusive
• Self-reliant
• Direct
communication
• Independent &
collaborative
• Mutual
respect
• Shared
leadership
• Interactivity
• Collaborative
15. Multigenerational Organizations:
Work styles
TRADITIONALISTS
(1900-1945)
BOOMERS
(1946-1964)
GEN XERS
(1965-
1980)
MILLENIALS
(1981-1999)
• Separate home &
work
• Hard-working
• Loyal
• Thrifty
• Little
customization
• Work for work’s
sake
• Flexibility
• Optimistic &
idealistic
• Struggle with
work/life
balance
• Strong work ethic
• Self-reliant
• Quick fixes
• Results-oriented
• Multi-taskers
• Job movement
& flexibility
• Direct
communications
• Question status
quo
• Multi-taskers
• Global focus
• Digital natives
• Mutual respect
16. Multigenerational Organizations:
Motivators
TRADITIONALISTS
(1900-1945)
BOOMERS
(1946-1964)
GEN XERS
(1965-
1980)
MILLENIALS (1981-
1999)
• Authority
• Work itself, less
personal
meaning
• Acknowledge
what they know
AND do
• Hierarchy
• Self-improvement
• Materialism
• Symbols of
recognition
• Healthy work/life
balance,
• Flexibility
• Money
• Results
• External
recognition
• Instant
gratification
• Interaction
• Challenges
• Feedback
• Causes
• Money
• Customization
• Acknowledgmen
t of value
18. What the Next Gen Wants
Advice
Acknowledgment
Shared ownership
Opportunity to lead
Flexibility
History
19. What do we have in common?
– Commitment
– High hopes for the future
– Value recognition &
relationships with our peers
– Want to share stories
– Desire mutual respect & trust
20. Turn to Your Right
– Your name
– How have you seen
others approach this
challenge?
– What is one thing you
can do to approach
the challenge?
22. 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.
23. Defining the Problems*
– Replacement Theory
– Staying On Top
– Redefining the Position
– Recognition Problem
– New Structures and Practices
*Working Across Generations, 2009
24. 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.
25. Staying On Top
Little to no room for the next
gen to lead.
Boomer-led orgs will continue as
usual & next gen will start new
orgs.
SOLUTION:
Find ways to integrate new ideas.
Work side-by-side, not top down.
26. Redefining the Position
The traditional idea of
leadership is no longer
appealing or effective.
SOLUTION:
Try new leadership models that share
responsibilities.
27. 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, coaching
28. New Structures and Practices
SOLUTION:
Evaluate current models and redefine
structures.
Current
organizational
structures are
outdated.
30. 10 Ways to Work with Every Gen
1. Know each gen’s value
2. Recruit & retain emerging leaders
3. Learn individual & generational motivations
4. Be flexible for work/life balance
5. Encourage peer learning
6. Invest in talent development
7. Develop trust to advance the work
8. Encourage emotional connection and intelligence
9. Communicate what accountability looks like
10. Understand & communicate work’s relevance
31. Are You Ready to Rock?
How many of you feel
ready to take the
first step toward
meaningful
engagement across
generations?
32. 5 Things To Do Today
1. Make a plan
2. Watch others
3. Attend trainings &
ask for support
4. Invite participation
5. Support new ideas
33. Resources
– Working Across Generations
– Liquid Leadership
– From Boomers to Bloggers
– Ready to Lead?
– 5 Leadership Toys for the
Multigenerational Workplace Sandbox
– Stepping Up or Stepping Out
– Daring to Lead
– Building Movement Project
– 21/64
– Annie E. Casey Foundation
34.
35. Emily Davis, MNM
EDA Consulting LLC
(720) 515-0581
emily@emilydavisconsulting.com
emilydavisconsulting.com
emilydavisconsulting.com/blog
Who
Nonprofits & Philanthropy
What
Charitable Advising
Communications
Governance
Philanthropy
How
Speaking
Training
Consulting
Facebook.com/emilydavisconsulting
twitter.com/edaconsulting
linkedin.com/in/emilylariedavis
Notas del editor
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What do you really want to know today? What are you looking to get out of this? CNA Fall Conference emilydavisconsulting.com EDA Consulting LLC
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Write down the assumptions about each generation on a piece of flip chart paper. Good and Bad.
What are positive ways you have seen companies address this? CNA Fall Conference emilydavisconsulting.com EDA Consulting LLC
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GENERATION X: Self-reliant: bend rules if they need to, Striving for work life balance, Lives for today, Distrust of corporate america, The boomers are a hard act to follow, More self reliant – like to solve own problems Quick fix – sound-byte processing and instant gratification Collaborative and independent – they work well independently, but also on teams You will find more movement between jobs with this group Direct communicators – don ’t want to read between the lines. Just tell me what you want to say. Financially-motivated – huge amounts of debt from school loans, housing, etc. Motivations: Money; Balancing work and home/family; Results; Efficiency; Money; Challenge; Flexibility; Healthy lifestyle; Hybrids – making things their own Messaging: Straight talk; Get to the benefit or result; No B.S or unsubstantiated claims; Informal; Reduce sexism; Increase Environmentally friendly verbiage; Humor; Thought provoking comments Imagery– Inclusive Bill Gates, internet, Rodney King, Berlin Wall, Apartheid, Madonna, children of divorced parents, Seinfeld, Friends MILLENIALS Digital natives, Independent but interactive, Questions the status quo, Desire mutual respect, Celebrate diversity, Express to express -- not impress, Acknowledgement for being her, Civically-minded 9/11, Facebook, ipods, American idol Millenials are going to be second in size to Boomers – could rival the size depending where we call the end of the generation Digital natives/Civic minded- think globally because they have more global community access than any other generation. Use their practical know-how to make an impact, Independent but interactive – collaborative as well as independent, Multi-taskers, want customization Motivations: Relationships; Varied experiences; Celebrity; Feedback; Mutual respect; Happiness; Materialism; Cause; Creativity; Community; Environment; Money; Having experiences Messaging: Green and NOT green washing; Sexy Imagery: Multiracial imagery
GENERATION X: Self-reliant: bend rules if they need to, Striving for work life balance, Lives for today, Distrust of corporate america, The boomers are a hard act to follow, More self reliant – like to solve own problems Quick fix – sound-byte processing and instant gratification Collaborative and independent – they work well independently, but also on teams You will find more movement between jobs with this group Direct communicators – don ’t want to read between the lines. Just tell me what you want to say. Financially-motivated – huge amounts of debt from school loans, housing, etc. Motivations: Money; Balancing work and home/family; Results; Efficiency; Money; Challenge; Flexibility; Healthy lifestyle; Hybrids – making things their own Messaging: Straight talk; Get to the benefit or result; No B.S or unsubstantiated claims; Informal; Reduce sexism; Increase Environmentally friendly verbiage; Humor; Thought provoking comments Imagery– Inclusive Bill Gates, internet, Rodney King, Berlin Wall, Apartheid, Madonna, children of divorced parents, Seinfeld, Friends MILLENIALS Digital natives, Independent but interactive, Questions the status quo, Desire mutual respect, Celebrate diversity, Express to express -- not impress, Acknowledgement for being her, Civically-minded 9/11, Facebook, ipods, American idol Millenials are going to be second in size to Boomers – could rival the size depending where we call the end of the generation Digital natives/Civic minded- think globally because they have more global community access than any other generation. Use their practical know-how to make an impact, Independent but interactive – collaborative as well as independent, Multi-taskers, want customization Motivations: Relationships; Varied experiences; Celebrity; Feedback; Mutual respect; Happiness; Materialism; Cause; Creativity; Community; Environment; Money; Having experiences Messaging: Green and NOT green washing; Sexy Imagery: Multiracial imagery
GENERATION X: Self-reliant: bend rules if they need to, Striving for work life balance, Lives for today, Distrust of corporate america, The boomers are a hard act to follow, More self reliant – like to solve own problems Quick fix – sound-byte processing and instant gratification Collaborative and independent – they work well independently, but also on teams You will find more movement between jobs with this group Direct communicators – don ’t want to read between the lines. Just tell me what you want to say. Financially-motivated – huge amounts of debt from school loans, housing, etc. Motivations: Money; Balancing work and home/family; Results; Efficiency; Money; Challenge; Flexibility; Healthy lifestyle; Hybrids – making things their own Messaging: Straight talk; Get to the benefit or result; No B.S or unsubstantiated claims; Informal; Reduce sexism; Increase Environmentally friendly verbiage; Humor; Thought provoking comments Imagery– Inclusive Bill Gates, internet, Rodney King, Berlin Wall, Apartheid, Madonna, children of divorced parents, Seinfeld, Friends MILLENIALS Digital natives, Independent but interactive, Questions the status quo, Desire mutual respect, Celebrate diversity, Express to express -- not impress, Acknowledgement for being her, Civically-minded 9/11, Facebook, ipods, American idol Millenials are going to be second in size to Boomers – could rival the size depending where we call the end of the generation Digital natives/Civic minded- think globally because they have more global community access than any other generation. Use their practical know-how to make an impact, Independent but interactive – collaborative as well as independent, Multi-taskers, want customization Motivations: Relationships; Varied experiences; Celebrity; Feedback; Mutual respect; Happiness; Materialism; Cause; Creativity; Community; Environment; Money; Having experiences Messaging: Green and NOT green washing; Sexy Imagery: Multiracial imagery
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Advice from the older generations that will inform their leadership Acknowledgement: commitment to the sector, new leadership ideas, structures and vision for the sector. Shared ownership of the sector Flexibility from older generations about new leadership qualities and management styles The real stories behind organizations and the sector – the good, the bad, and the ugly. Challenges: long hours make it difficult to have a life outside of work, going back to school, change jobs, look at different interests, have families; more plugged in than previous generations Reasons for working for an NPO: Enjoy giving back to the community - 82% Personal sense of satisfaction - 81.5%) Positive work environment - 58.3% Professional challenges - 57.2% Co-workers - 56% Working with clients: 42.7% Encouraging and supportive leadership: 40% Professional development opportunities: 37% Other: 3.4% Financial compensation: 2.8% Sherri to look for emerging leader corporate stats
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According to a 2004 Annie E. Casey Foundation survey, “more than 2,200 nonprofit organizations found that 65 percent of respondents expected to go through a leadership transition by 2009, while just 57 percent had experienced a transition during the past 10 years (2005, p.2).” In 2006 in San Diego, 68% of the nonprofit leaders expected to leave within 5 years. ( Executive Transition in San Diego ’s Nonprofit Sector ) In 2006, report indicated that there would be 640,000 vacant senior management positions in the nonprofit sector in next 10 years ( the Leadership Deficit) 45% of respondents in a YNPN report stated that they will leave the nonprofit sector. Why? ( Stepping Up or Stepping Out) CNA Fall Conference emilydavisconsulting.com EDA Consulting LLC
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Originally thought there was one specific problem to be solved, but that is not the case. There are multiple leadership problems to be addressed for the future of nonprofits Multilayered issues related to leadership. CNA Fall Conference emilydavisconsulting.com EDA Consulting LLC
This is the most common identification of the problem, but there are issues with it Not very motivating or innovative Target MBAs Recruit into the sector CNA Fall Conference emilydavisconsulting.com EDA Consulting LLC
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More attractive to new leaders Examples: Co-directors Flattened hierarchy Team approaches Coaching CNA Fall Conference emilydavisconsulting.com EDA Consulting LLC
Be flexible about what the image of leadership is Despite the outward promotion of hiring people of color only 17% of exec dir are people of color and yet we know the US population is becoming more diverse. We need to reflect that diversity in our leadership. Boomer leaders are really busy and often don ’t know how to develop the next generation of leaders CNA Fall Conference emilydavisconsulting.com EDA Consulting LLC
Hierarchal organizations that were created in the 60s and 70s – popular business model that eventually became bureaucratic Little support from funders or boards to make change that would make decision-making and process more appealing. Outcomes: Innovative, flexible, and fun orgs Advance the sector Support current staff Attract and build the next generation of leadership CNA Fall Conference emilydavisconsulting.com EDA Consulting LLC
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Young Nonprofit Professionals Network (YNPN) Building Movement Project Emerging Practitioners in Philanthropy (EPIP) 21/64 CompassPoint EDA Consulting LLC CNA Fall Conference emilydavisconsulting.com
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