working across generations
TRANSCRIPT
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WORKING ACROSS GENERATIONS
Share Our Strength’s Cooking Matters
June2015 Emily Davis, MNM, CGT Emily Davis Consulting
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30 seconds or less
Name & Role
Question for Today Outcome
A LITTLE ABOUT YOU…
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OUTCOMES
• Understand leadership dynamics & challenges
• Identify strategic & attainable solutions.
• Find a more inclusive approach.
• Learn how to motivate leadership across generations.
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THE GENERATION GAP
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GUESS THE GENERATION
q Traditionalist q Boomer q Generation X q Millenial
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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
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WHO ARE THE GENERATIONS?*
GENERATION AGES IN MILLIONS BY PERCENTAGE
Traditionalists
68+ 35.2 11%
Boomers
48 – 67 80.3 25%
Gen X
38 – 47 40.9 13%
Millenials
18 – 37 86 27%
Gen Z / iGen
0 – 17 74 23%
* US Census Projections for 2013
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US WORKFORCE BY GENERATION
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Generational Assumptions Challenges Successes
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TURN TO YOUR LEFT
1. Name and generation you are.
2. What were two social/economic/political/world experiences that influenced you?
3. How did one of those experiences shape your professional life?
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PARTNERS NONPROFITS
BOARD MEMBERS
DONORS STAFF
VOLUNTEERS
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MULTIGENERATIONAL NONPROFITS
GENERATION TRADITIONALISTS (1900-1945)
BOOMERS (1946-1964)
GEN XERS (1965- 1980)
MILLENIALS (1981-1999)
MGMT STYLE Top down, conformist
Hierarchy, earn your respect/
ladder
Flexible, inclusive, self-reliant
Mutual respect, shared leadership
WORK STYLE
Separate home & work, hard-
working, loyal, thrifty
Flexibility, workaholic,
Collaborative & independent,
direct communication, quick fix, virtual
office
Multi-tasking, Collaborative/independent,
question status quo
MOTIVATORS Authority, value work for work’s
sake (less personal meaning)
Hierarchy, respect, self-improvement, work, materialism
Healthy work/life balance,
flexibility, $
Relationships, challenges,
feedback, causes, environment, $
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WHAT TENURED PROFESSIONALS WANT
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WHAT THE NEXT GEN WANTS
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WHY ENGAGE THE NEXT GEN?
• Transfer of wealth • Time, talent, treasure, and TIES • Lifelong giving • Hungry for leadership • Want impact • Ambassadors • Lots of enthusiasm
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Ø 55% of Millennials donated 10 – 20 hours in the last month.
Ø 52% of Millennials donated 4 - 10 hours in the last month.
Ø 26% of Millennials donated no volunteer time
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COACHING & MENTORING
ENCOURAGE LEADERSHIP
ROLES
DEVELOP PIPELINE
HOW WE RECRUIT
RECRUIT FROM WITHIN
INVEST IN TRAINING
PRIORITIZE INCLUSIVITY
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MILLENNIAL MOTIVATIONS*
• Engage with issues, causes and people, not loyalty to institutions
• Smaller actions can lead to larger ones
• Influenced most by family & peers • Time & money = philanthropy • Need to access orgs virtually
*2014 Millennial Impact Report
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MILLENNIAL MOTIVATIONS*
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SO WHAT IS THE LEADERSHIP GAP?
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DEFINING THE PROBLEM*
Replacement Theory
Staying on Top
Redefining the Position
Recognition Problem
New Structures &
Practices
*Working Across Genera/ons, 2009
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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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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.
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REDEFINING THE POSITION
The traditional idea of leadership is no longer appealing or
effective.
SOLUTION: Try new leadership models that share
responsibilities.
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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
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NEW STRUCTURES & PRACTICES
SOLUTION: Evaluate current models and redefine
structures.
Current organizational structures are
outdated.
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WAYS TO WORK WITH EVERY GENERATION
Know each gen’s value
Recruit & retain
Learn motivations Be flexible
Peer learning Invest in learning Build trust Encourage
connection
Communicate accountability
Connect to impact
Create culture
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GENERATIONAL PHILANTHROPY
Fou
r G
ener
atio
ns
Frame your messaging
Understand philanthropic motivations
Choose your platforms & tools
Cultivate contributions
Receive responses
Acknowledge gifts
Steward relationships
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MILLENNIALS
“Give us a clear call to action, let’s problem-solve together. Tell us what you are working on and let’s work on
this together.”
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ENGAGEMENT
• Giving circles, tiered fees
• Volunteerism • Board & committee
leadership • Planned giving • Nonprofit start ups
• Events, tiered fees • Collaborate with
young professionals groups
• A-thons • Peer-to-peer networks • Family • Philanthropic
resources
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POWER OF SOCIAL MEDIA
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HAVE A GIGGLE
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UNDERSTANDING SOCIAL NETWORKS
“Organizations don’t have to create… social networks; they
exist all around us in a variety of forms. Networked Nonprofits strengthen and expand these
networks by building relationships within them to engage and
activate them for their organizations’ efforts.”
(Fine and Kanter, 2010)
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THE GOOD AND THE BAD
VS.
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10 TIPS FOR SOCIAL MEDIA
1. Social media is A tool not THE tool
2. Social media is a plant
3. Add value
4. Two way street
5. Prospecting, cultivation, stewardship
6. Philanthropy’s next generation
7. It ain’t free
8. Not everyone “Diggs” social media
9. Selling social media
10. Have a plan
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COMMUNICATIONS EVOLUTION
Traditionalists
Postal Mail Phone calls
Boomers
Television Facebook Email
Generation X
Websites E-newsletters Email
Millenials (Gen Y)
Social Media Websites Mobile
Generation Z
???
Adapt or die!
Every generation
teaches us new technology
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SOCIAL MEDIA LADDER OF ENGAGEMENT
Happy bystanders (Listen)
Spreaders (Share)
Clients (Money)
Evangelists (Ask)
Instigators (Create)
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SOCIAL MEDIA POLICIES
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RELATIONSHIPS DON’T CHANGE
• Cultivate, steward, & solicit
• Recognize • Multi-channel
communications
• Meet one-on-one • Develop
ambassadors • Stewardship rather
than solicitation
• Effective database
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5 THINGS YOU CAN DO TODAY
1. Make a plan 2. Watch other orgs 3. Attend trainings &
ask for support 4. Invite participation 5. Support new ideas
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Every generation
brings value
Peers play a role
New generation, new giving innovations
Find shared passions
It takes ALL kinds to
change the world
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RESOURCES
• Working Across Generations • Millennial Impact Report • 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
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BOOKS FOR PURCHASE
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BOOKS FOR SALE: $39.95
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Emily Davis, MNM Emily Davis Consulting
(720) 515-0581 [email protected]
emilydavisconsulting.com