Achieve Multi-Generational Boards


Published on

The BoardSource 2010 Index on Nonprofit Governance found that only 27% of board members are under age 50. Including multiple generations on your board introduces new perspectives and lively dialogue. It helps create a vibrant, diverse, and healthy nonprofit and sustain the sector. Many boards, however, do not include emerging generations when recruiting nor appreciate them when they join. We will investigate why, propose how to leverage all & share what can you expect from your efforts.

Published in: Business, Career
1 Comment
  • Did you find this presentation helpful and would like to see more of our sessions? Feel free to register for any of our upcoming NonprofitWebinars sessions here:

    Also, we invite you to watch the video for this session here:
    Are you sure you want to  Yes  No
    Your message goes here
  • Be the first to like this

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Achieve Multi-Generational Boards

  1. 1. A Place for All Ages: Why and How to Achieve Multi-Generational Boards Sherri PetroA Service Of: Sponsored by:
  2. 2. Affordable collaborative data management in the cloud.A Service Of: Sponsored by:
  3. 3. Today’s Speaker Sherri Petro President and Chief Strategy Officer, VPI Strategies Hosting:Assisting with chat questions:April Hunt, Nonprofit Webinars Sam Frank, Synthesis PartnershipA Service Of: Sponsored by:
  4. 4. A Place for All AgesWhy and How to Achieve Multi-Generational BoardsSherri Petro 2011
  5. 5. Our Objectives♦ Define the generational mix♦ Discover the reasons behind board age disparity♦ Learn what you can do to recruit, orient and leverage the talents and styles of board members of each generation. 5
  6. 6. The Generation Mix In 2011♦ Traditionalists ♦ Generation X – Born 1925-45 – Born 1965-80 – 66-86 years – 31-46 years♦ Baby Boomers ♦ Generation Y – Born 1946-64 – Born 1981-? – 47-65 years – Under 31 6
  7. 7. The Norm – BoardSourceNonprofit Governance Index 2010 Gen Y Age Under 30 0% 30-39 65+ 7% Gen X (sort of)Traditionalists 23% 40-49 20% 50-64 50% Baby Boomers 7
  8. 8. Board BehaviorsRelated to Diversity and Inclusion Reached consensus about value/benefits of expanding board diversity Not done Great extent 26% 20% Small extent Some extent 21% 33% 2010 BoardSource NP Governance Index 8
  9. 9. Board BehaviorsRelated to Diversity and InclusionDeveloped an inclusive culture and board dynamics Great extent Not done 15% 26% Some extent Small extent 34% 25% 2010 BoardSource NP Governance Index 9
  10. 10. 5 Reasons You Might Want Multiple Generations On The Board1. Energy - They can assist you in becoming the “anti- bored board”2. New perspective and ideas - Questioning the value of the old way of doing things3. You create the opportunity for more voices to be heard and develop a lively dialogue4. They can teach you how to value and be more efficient with technology like BoardEffect®5. Your board may be the only one they are on! 10
  11. 11. Why Are We Not Recruiting Younger Board Members?♦ Tendency to recruit others like ourselves♦ Skepticism as to whether you need generational diversity♦ Preference for professional experience♦ The “one-and-only” concern♦ Misperception about their commitment♦ Not making the value proposition clear♦ We don’t understand them 11
  12. 12. Why Are Younger BoardMembers Not Joining?♦ Perceive that board service is not accessible♦ They think they are not qualified♦ They are not being scouted, recruited like any other board member would be and asked to join♦ “Hands-on” is not included in the board member job description 12
  13. 13. And It All Comes Down to This…. 13
  14. 14. Traditionalists’ Values ♦ Respect for authority ♦ Loyal ♦ Practicality ♦ ExperienceTheir goal is to build a legacy 14
  15. 15. Baby Boomers’ Values♦ Process♦ Team work and collaboration♦ Strong work ethic♦ Optimism and idealism♦ Work/life balance (which they struggle with mightily) Their goal is to put their stamp on things 15
  16. 16. Generation X Values♦ Results and ♦ Direct outcomes communication♦ Solve their own ♦ Healthy skepticism problems ♦ Informality♦ Multi-tasking ♦ Work smart Their goal is maintaining independence 16
  17. 17. Generation Y Values♦ Technology ♦ Mutual respect♦ Working on their ♦ Collaboration own terms ♦ Community♦ Happiness ♦ Meaningful work♦ Interactivity ♦ Acknowledgement♦ Experience ♦ ExpressionTheir goal is to create a happy life that has meaning 17
  18. 18. Generational Similarities♦ We have – A desire to learn – A desire to be acknowledged – A desire to be rewarded♦ We want – To be trusted, valued and respected – To succeed 18
  19. 19. The ShadowThe ED/Board generational challenge 19
  20. 20. What We Can Expect FromYounger Board Members♦ More movement in and out of boards by younger board members♦ More questions that we need to take seriously♦ More efficient meetings♦ More evidence of good work♦ More requests for hands-on work 20
  21. 21. Solutions: Mind Set♦ Expand your mental model. Stop thinking that everyone thinks like you♦ Educate on the value of each generation from research -- not opinion♦ Make a commitment to age diversity♦ Get out of your own way when thinking about candidates. Look for those that think and are different! 21
  22. 22. Solutions: Recruiting√ Have a plan√ Be clear on what each generation values√ Use generations/age on your board recruiting matrix√ Match generational motivation to the recruiting message, use the language each generation resonates with√ Go to organizations where the younger generations are√ Look for businesses that encourage volunteering on company time, leadership development and Corporate Social Responsibility√ Have a board job description & clear expectations√ Be the board ambassador/evangelist 22
  23. 23. Solutions: Orientation♦ Provide a “board buddy” for better board onboarding (say that 3 times!)♦ Be prepared so the new board member can hit the ground running♦ Have a board manual♦ Don’t limit participation when new board members are choosing their committees♦ Don’t use a boring PPT like this one… 23
  24. 24. Solutions: On the Board♦ Recognize there may be conflicts due to differences in generational motivation – Traditionalists - legacy – BB – process – Gen X – results – Gen Y – experience♦ Treat each board member as equal♦ Do NOT diminish an opinion based on age♦ Value all kinds of experience 24
  25. 25. Questions to Ponder for the Board♦ How does the size of your board fit in?♦ Should you create a junior board to groom future board members?♦ What will you do since the younger generations are serial daters?♦ How are you going to educate your board on this subject?  – Hint: See the last slide! 25
  26. 26. Questions to Ask Younger Candidates♦ What excites you most about joining us?♦ What would a successful experience on this board look like for you?♦ How would you like to offer your talents/skills?♦ What will it take to engage you?♦ What is the tomorrow problem you see for us that we should start thinking about today?♦ What do you think motivates our current board members? 26
  27. 27. Thank You! Download VPI’s From Jitterbug to Twitter generational white paper forNPs at www.vpistrategies.comContact Sherri Petro for more information 858-583-3097 27
  28. 28. Find listings for our current season of webinars and register at: NonprofitWebinars.comA Service Of: Sponsored by:
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.