Nonprofit Leadership Across Generations


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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.

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Nonprofit Leadership Across Generations

  1. Nonprofit Leadership Across Generations Emily Davis June 13, 2012A Service Of: Sponsored by:
  2. INTEGRATED PLANNING Advising nonprofits in: • Strategy • Planning (617) 969-1881 • Organizational Development info@synthesispartnership.comA Service Of: Sponsored by:
  3. Affordable collaborative data management in the cloud.A Service Of: Sponsored by:
  4. Today’s Speaker Emily Davis President, EDA ConsultingAssisting with chat questions: Hosting:Jamie Maloney, Nonprofit Webinars Sam Frank, Synthesis PartnershipA Service Of: Sponsored by:
  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 County6/13/12 EDA Consulting LLC 2012 6
  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.6/13/12 EDA Consulting LLC 2012 7
  8. HOW DO YOU DEFINE INCLUSIVITY?• Experience• Ethnicity• Culture• Gender• Sexual identity/preference• Handicapped/ able-bodied?• Age?6/13/12 EDA Consulting LLC 2012 8
  9. GENERATIONAL ASSUMPTIONS6/13/12 EDA Consulting LLC 2012 9
  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 technology6/13/12 EDA Consulting LLC 2012 10
  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 GenerationINFLUENCERS World wars, The Television, Internet, Social media, Depression Vietnam War, Madonna, Bill iPods, 9/11, Civil Rights Gates, American Idol Movements Friends, Rodney King6/13/12 EDA Consulting LLC 2012 12
  13. GENERATIONS IN US POPULATION* * Courtesy of: EDA Consulting LLC 2012 13
  14. US WORKFORCE BY GENERATION * Courtesy of: EDA Consulting LLC 2012 14
  15. MULTIGENERATIONAL NONPROFITS: MANAGEMENT STYLESGENERATION TRADITIONALISTS BOOMERS GEN XERS MILLENIALS (1900-1945) (1946-1964) (1965-1980) (1981-1999) MANAGE- • Top down • Hierarchy • Flexible • MutualMENT 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 6/13/12 EDA Consulting LLC 2012 15
  16. MULTIGENERATIONAL NONPROFITS: WORK STYLESGENERATION 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 ons6/13/12 EDA Consulting LLC 2012 16
  17. MULTIGENERATIONAL NONPROFITS: MOTIVATORSGENERATION 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 6/13/12 EDA Consulting LLC 2012 17
  18. WHAT TENURED PROFESSIONALS WANT Next Gen Training Acknowledgment Engagement Respect for legacy Dialogue6/13/12 EDA Consulting LLC 2012 18
  19. WHAT THE NEXT GEN WANTS Advice Acknowledgment Shared ownership Opportunity to lead Flexibility Sector history6/13/12 EDA Consulting LLC 2012 19
  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 & trust6/13/12 EDA Consulting LLC 2012 20
  21. QUESTIONS? Has this had an impact on your organization? If so how?6/13/12 EDA Consulting LLC 2012 21
  22. SO WHAT IS THE LEADERSHIP GAP?6/13/12 EDA Consulting LLC 2012 22
  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.6/13/12 EDA Consulting LLC 2012 23
  24. DEFINING THE PROBLEMS*• Replacement Theory• Staying On Top• Redefining the Position• Recognition Problem• New Structures and Practices *Working Across Generations, 20096/13/12 EDA Consulting LLC 2012 24
  25. REPLACEMENT THEORYNot enough people to fillleadership gaps so we need todevelop a pipeline. SOLUTION: If we recruit and train enough people we won’t have a problem. Develop a pipeline.6/13/12 EDA Consulting LLC 2012 25
  26. STAYING ON TOPLittle to no room for the next gento lead & advance the sector.Boomer-led orgs will continue asusual & next gen will start neworgs. SOLUTION:Find ways to integrate new ideas into the sector. Shift Boomer leadership roles in the sector.6/13/12 EDA Consulting LLC 2012 26
  27. REDEFINING THE POSITIONThe traditional idea of theExecutive Director is nolonger appealing oreffective. SOLUTION: Try new leadership models that share executive director responsibilities.6/13/12 EDA Consulting LLC 2012 27
  28. RECOGNITION PROBLEMThere is a generation ready tostep up to the plate that feelsinvisible to the currentleadership. SOLUTIONS:•Search internally when recruiting•Acknowledge value & contributions of next genleaders•Shift mental models – inclusiveness, mentorship6/13/12 EDA Consulting LLC 2012 28
  29. NEW STRUCTURES AND PRACTICES Current organizational structures are outdated. SOLUTION: Evaluate current models and redefine structures.6/13/12 EDA Consulting LLC 2012 29
  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.6/13/12 EDA Consulting LLC 2012 30
  31. RESOURCESPublications 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 Leadership6/13/12 EDA Consulting LLC 2012 31
  32. THANK YOU! Emily Davis, MNM EDA Consulting LLC (720) 515-0581 Twitter: @edaconsulting6/13/12 EDA Consulting LLC 2012 32
  33. Find listings for our current season of webinars and register at: NonprofitWebinars.comA Service Of: Sponsored by: