From Working Across Generations to Liquid Leadership, harnessing multi-generational leadership is a clear and present priority. Four generations in the workplace present a challenge for getting the most out of each generation to 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 HUB Boulder and EDA Consulting for Leadership Across Generations to learn practical ways to build up current leaders in your organization and prepare the path to new leadership. In this training you will:
• Understand leadership dynamics and 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 best motivate staff leadership across generations.
Presented for Impact Hub Boulder in August 2013
6. Guess the Generation
✔
Traditionalist
✔
Boomer
✔
Generation X
✔
Millenial
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7. What is the Generational Mix?
GENERATION
BOOMERS
(1946-1964)
TRADITIONALISTS
(1900-1945)
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, multichannel
Multi-ethnic,
green, sexier,
celebrity
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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?
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10. How has this affected your work?
•
•
•
•
Work ethic
Time management
Office environment
Internal
communications
• External
communication
• Staff recruitment &
retention
• Professional priorities
• Personal priorities
• Staff management
• Motivations
• Investment in
technology
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11. 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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12. 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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13. Let’s Take a Poll
How many generations are involved in your
business?
One?
Two?
Three?
Four?
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14. Multigenerational Organizations:
Management Styles
TRADITIONALISTS
(1900-1945)
• Top down
• Conformist
• Respect for
authority
• Emphasize
loyalty
BOOMERS
(1946-1964)
• Hierarchy
• Pay your
dues
• Emphasize
respect
• Appreciate
recognition
GEN XERS
(1965-1980)
Flexible
Inclusive
Self-reliant
Direct
communication
• Independent &
collaborative
•
•
•
•
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MILLENIALS
(1981-1999)
• Mutual
respect
• Shared
leadership
• Interactivity
• Collaborative
15. Multigenerational Organizations:
Work styles
TRADITIONALISTS
(1900-1945)
•
•
•
•
•
•
Separate home &
work
Hard-working
Loyal
Thrifty
Little
customization
Work for work’s
sake
BOOMERS
(1946-1964)
•
•
•
•
Flexibility
Optimistic &
idealistic
Struggle with
work/life
balance
Strong work ethic
GEN XERS
(19651980)
•
•
•
•
•
•
Self-reliant
Quick fixes
Results-oriented
Multi-taskers
Job movement
& flexibility
Direct
communications
emilydavisconsulting.com
MILLENIALS
(1981-1999)
•
•
•
•
•
Question status
quo
Multi-taskers
Global focus
Digital natives
Mutual respect
16. Multigenerational Organizations:
Motivators
TRADITIONALISTS
(1900-1945)
•
•
•
Authority
Work itself, less
personal
meaning
Acknowledge
what they know
AND do
BOOMERS
(1946-1964)
•
•
•
•
Hierarchy
Self-improvement
Materialism
Symbols of
recognition
GEN XERS
(19651980)
•
•
•
•
•
•
Healthy work/life
balance,
Flexibility
Money
Results
External
recognition
Instant
gratification
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MILLENIALS (19811999)
•
•
•
•
•
•
•
Interaction
Challenges
Feedback
Causes
Money
Customization
Acknowledgmen
t of value
17. What Tenured Professionals Want
Next Gen Training
Acknowledgment
Engagement
Respect for legacy
Dialogue
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18. What the Next Gen Wants
Advice
Acknowledgment
Shared ownership
Opportunity to lead
Flexibility
History
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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
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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?
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21. So What is The Leadership Gap?
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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.
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23. 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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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.
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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.
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26. 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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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
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28. New Structures and Practices
Current
organizational
structures are
outdated.
SOLUTION:
Evaluate current models and redefine
structures.
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30. 10 Ways to Work with Every Gen
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Know each gen’s value
Recruit & retain emerging leaders
Learn individual & generational motivations
Be flexible for work/life balance
Encourage peer learning
Invest in talent development
Develop trust to advance the work
Encourage emotional connection and intelligence
Communicate what accountability looks like
Understand & communicate work’s relevance
emilydavisconsulting.com
31. Are You Ready to Rock?
How many of you feel
ready to take the
first step toward
meaningful
engagement across
generations?
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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
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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
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35. Emily Davis, MNM
EDA Consulting LLC
(720) 515-0581
emily@emilydavisconsulting.com
emilydavisconsulting.com
emilydavisconsulting.com/blog
Facebook.com/emilydavisconsulting
twitter.com/edaconsulting
Who
Nonprofits & Philanthropy
What
Communications
Governance
Philanthropy
How
Speaking
Training
Consulting
linkedin.com/in/emilylariedavis
emilydavisconsulting.com
Editor's Notes
What do you really want to know today? What are you looking to get out of this?
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?
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
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
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)
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.
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
More attractive to new leaders
Examples:
Co-directors
Flattened hierarchy
Team approaches
Coaching
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
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
Young Nonprofit Professionals Network (YNPN)
Building Movement Project
Emerging Practitioners in Philanthropy (EPIP)
21/64
CompassPoint