Build Sweat Equity in our organization

  • 543 views
Uploaded on

 

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
543
On Slideshare
0
From Embeds
0
Number of Embeds
1

Actions

Shares
Downloads
4
Comments
0
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide
  • In 2009, America’s Civic Health Index ReportedPeople between the ages of 15 and 29 had the highest volunteer rate (43 percent), while their parents in the Baby Boom generation had the lowest rate (35 percent). 
  • One option that has been floated to face this challenge is the creation of some typeof public service university or scholarship program that would be used as a recruitingand training ground for future diplomats, aid officials, treasury, homeland securityexperts, etc. So we asked the young leaders if they would be interested insuch a program, but with the proviso that “Much like the military academies,it would be free, but, in turn, require the graduating student to commit to serve inthe government for five years after their graduation, in the hopes that they wouldmake it a long-term career.”A remarkable 71% of the Millennial leaders responded positively. Acknowledgingthat these kids already have “the bug” of interest in politics and policy, the interestin such a program that would require such a significant commitment to governmentwork is still significant. It runs counter to the prior Generation X’s focus onlucrative career goals as well as the idea once expressed by Ronald Reagan that “The best minds are not ingovernment. If any were, business would hire them away.” At least for this generation, the best young minds, at least as so far determinedby their peers, are quite interested in desire the kind of public service work that molds and executes policy.The critical question that this data (and indeed the other survey results) poses is whether the current generation of organizations and leaders will be able to positively respond? Will these young leaders and the changes they embody ultimately be viewed as part of a crucial turning point in America’s history, or as a lost opportunity?
  • With all the evidence of volunteer and engagement rates and with this impending tsunami
  • 94% of respondents say they want be on Board. Learning moment as to what may have hindered them to getting on the board
  • Board not representing diversity compared to what they are actually doing or seeking to do with member diversity.
  • Communication: Face to Face Communication is still importantRemember not every Board member is computer saavyTechnology does not replace the personal touchFeedback loop is different on BoardsRespect and Credibility are EssentialConnections to nonprofit community or places where you need to sign contracts.
  • Would you like Bill Gates on your board? The 20 year old drop out Bill Gates? The 40 year old Bill Gates. Missed opportunities.
  • ASAE Young Professional Leadership Academy Collaboration with BoardSource®, Young Non-Profit Professionals Network (YNPN), Humanics, ASAE Young Professional GroupPassionGain opportunities for career development/enhancementOpportunities to grow and develop/refine leadership skillsNetworkingExpertise: financial, strategic, legal etcCharity: give backHands on governance learning; flip side of being staff to a board
  • 30% of Generation X and Generation Y stated they have little to no contact with Executive staff at their association. Information was from a survey of gen x and gen y conducted by fellow members of ASAE class of 2010. Results were published in ASAE Associations Now in Feb 2011.
  • # 1 in Questions posed to Executive Directors was Strategy followed by communications. Yps don’t differ on this than Executive Directors