From Jitterbug to Twitter:
Engaging Every Generation
EMILY DAVIS, MNM
EDA CONSULTING, LLC & YNPN SAN DIEGO
SHERRI PETRO
VP...
Meet the Presenters
2

Emily Davis, MNM







President of EDA Consulting, LLC
Founder & Board Chair of YNPN San D...
Meet the Presenters
3

Sherri Petro







Former Board Member of seven nonprofits
President of VPI Strategies & Foun...
4

Do you
understand
how
generational
motivation is
impacting
your
organization?

AFP San Diego June 4, 2010
Outcomes
5

Define generational mix
Identify frameworks for leadership gaps
Provide creative strategies and solutions f...
The Generational Mix
6
NATIONAL LANDSCAPE
GENERATIONS DEFINED
GENERATIONAL WORK STYLES
GENERATIONAL SIMILARITIES

AFP San ...
What is the generational mix?
7

Traditionalists
 Born

1925-45
 65-85 years
Baby Boomers
 Born

1946-64
 46-64 year...
National Landscape 2006
8

6.5%
22.5%
Traditionalists
Baby Boomers
41%

Generation X
Generation Y

30%

AFP San Diego June...
Traditionalist Work Style
9

Catalyst for the

 Why customize?

nonprofit organization
Management style:
top down
Resp...
Baby Boomer Work Style
10

Appreciate hierarchy and

Optimistic and idealistic

inclusion
All about respect
Self-impro...
What Boomers/Traditionalists Want
11

More training and experience from next

gen
Acknowledgment of their contributions ...
Gen X Work Style
12

More self-reliant

Results-oriented

Like to solve their own

Sound byte processing

problems
Mu...
Millennials Work Style
13

Digital natives

Desire mutual respect

Work on their own

Ready for

terms
Think globally...
What Next Gen Wants
14

Advice from older generations that will inform their

leadership
Acknowledge new leadership idea...
How has this affected your org?
15

Work ethic

Work priorities

Time sensitivities

Company loyalty

Different commu...
Where are we similar*?
16

We receive great reward
 For the work we do
 From the people we work with
 And the belief t...
Generational Similarities
17

We have




A desire to learn
A desire to be acknowledged
A desire to be rewarded

We w...
Identifying the Gaps
18
STATISTICS
GAP DEFINED
IDENTIFYING THE PROBLEMS

AFP San Diego June 4, 2010
Defining the Leadership Gap
19

The period of time when executive Boomers are

preparing to leave their leadership roles ...
Defining the Problems*
20

Replacement Theory
Staying On Top
Redefining the Position
Recognition Problem
New Structur...
Replacement Theory
21

Not enough people to fill leadership gaps so we need

to develop a pipeline.
Not very motivating ...
Staying On Top
22

Current EDs stay in charge and there is little to no

room for the next generation to lead and redefin...
Redefining the Position
23

The traditional idea of the Executive Director is no

longer appealing or effective.
Solutio...
Recognition Problem
24

There is a generation ready to step up to the plate

that feels invisible to the current leadersh...
New Structures and Practices
25

Current organizational structures are outdated.
Solution: Evaluate current models and r...
Next Steps
26
ORGANIZATIONAL DYNAMICS & LEADERSHIP
WAYS TO LEVERAGE THE GENERATIONS
ACTIVITIES AND ACTION STEPS

AFP San D...
Top 10 Ways to Leverage the Generations
27

1.
2.
3.
4.
5.

Acknowledge each generation’s value
Recruit more emerging lead...
Top 10 Ways to Leverage the Generations
28

6. Create internships/mentorships
7. Invest in professional development
8. Mak...
Resources
29
AFP SAN DIEGO MENTORSHIP PROGRAM
AFP SAN DIEGO YOUTH COMMITTEE
YNPN SAN DIEGO
WEBSITES AND BLOGS
ARTICLES AND...
AFP San Diego Mentorship Program
30

Crucial to the future of the sector, and to San Diego itself, the mentorship
program ...
AFPSD Youth Committee
31

The Youth Committee sees the next generation (ages 40
and younger) of fundraisers and philanthro...
YNPN San Diego
32

By sharing information, connecting individuals and
building skills of emerging leaders, YNPN San Diego
...
Websites and Blog Resources
33

Websites/Orgs

Blogs

Building Movement

Rosetta Thurman

Project
Emerging Practitioner...
Publications and Articles
34

Working Across Generations
Work With Me: Intergenerational Conversations for

Nonprofit Le...
Next Gen Philanthropy Resources
35

21/64: www.2164.net
Resource Generation: www.resourcegeneration.org
Millenial Donor...
36

Questions?

AFP San Diego June 4, 2010
THANK YOU
37

mily Davis
edaconsulting@gmail.com
www.edaconsulting.org
(303) 652-7536

YNPN San Diego
www.ynpnsandiego.org...
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From Jitterbug to Twitter: Engaging Every Generation

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Presented with Sherri Petro from VPI Strategies for AFP San Diego in 2010.

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From Jitterbug to Twitter: Engaging Every Generation

  1. 1. From Jitterbug to Twitter: Engaging Every Generation EMILY DAVIS, MNM EDA CONSULTING, LLC & YNPN SAN DIEGO SHERRI PETRO VPI STRATEGIES AFP SAN DIEGO JUNE 4, 2010
  2. 2. Meet the Presenters 2 Emily Davis, MNM       President of EDA Consulting, LLC Founder & Board Chair of YNPN San Diego AFP San Diego Youth Committee Chair UCSD Professor in fundraising certificate 15 years of nonprofit experience Expert in multigenerational leadership in nonprofits; multigenerational family philanthropy; social media as fundraising and communications tool; and board governance. AFP San Diego June 4, 2010
  3. 3. Meet the Presenters 3 Sherri Petro     Former Board Member of seven nonprofits President of VPI Strategies & Founding Partner in Workplace Evolution 10 years consulting nationally to non-profits, forprofits & governmental agencies Expert in organizational capacity building, strategic planning and multi-generational communication AFP San Diego June 4, 2010
  4. 4. 4 Do you understand how generational motivation is impacting your organization? AFP San Diego June 4, 2010
  5. 5. Outcomes 5 Define generational mix Identify frameworks for leadership gaps Provide creative strategies and solutions for leveraging every generation for organization’s mission. AFP San Diego June 4, 2010
  6. 6. The Generational Mix 6 NATIONAL LANDSCAPE GENERATIONS DEFINED GENERATIONAL WORK STYLES GENERATIONAL SIMILARITIES AFP San Diego June 4, 2010
  7. 7. What is the generational mix? 7 Traditionalists  Born 1925-45  65-85 years Baby Boomers  Born 1946-64  46-64 years AFP San Diego June 4, 2010 Generation X  Born 1965-80  30-45 years Generation Y  Born 1981-?  Under 30 years
  8. 8. National Landscape 2006 8 6.5% 22.5% Traditionalists Baby Boomers 41% Generation X Generation Y 30% AFP San Diego June 4, 2010
  9. 9. Traditionalist Work Style 9 Catalyst for the  Why customize? nonprofit organization Management style: top down Respect for authority Can be tough for them to use their own judgment  Believe in the value of AFP San Diego June 4, 2010 work more than finding personal meaning  Separation of work and home  Acknowledged for what they know as well as what they do  Loyal
  10. 10. Baby Boomer Work Style 10 Appreciate hierarchy and Optimistic and idealistic inclusion All about respect Self-improvement Strong work ethic Desire flexibility Struggle with work/life AFP San Diego June 4, 2010 balance Into symbols of recognition as rewards
  11. 11. What Boomers/Traditionalists Want 11 More training and experience from next gen Acknowledgment of their contributions to the sector Recognition of how they can continue to help now, just not in the past Respect for the legacy they have created Questions about their information and ideas for the sector – Boomers only! AFP San Diego June 4, 2010
  12. 12. Gen X Work Style 12 More self-reliant Results-oriented Like to solve their own Sound byte processing problems Multi-taskers Money-motivated Direct communicators vs. reading in between the lines Job movement Collaborative AFP San Diego June 4, 2010 Work solo and yet on teams Instant gratification Need for external recognition as reward
  13. 13. Millennials Work Style 13 Digital natives Desire mutual respect Work on their own Ready for terms Think globally Want customization Desire interactivity Express to express -not impress Multi-taskers AFP San Diego June 4, 2010 collaboration Want to make a difference thru practical know-how Celebrate diversity Acknowledgement for being here
  14. 14. What Next Gen Wants 14 Advice from older generations that will inform their leadership Acknowledge new leadership ideas, structures, and vision for the sector Share ownership of the sector Receive important lessons from older generations Flexibility from older generations about new leadership qualities and approaches The REAL story and history about organizations AFP San Diego June 4, 2010
  15. 15. How has this affected your org? 15 Work ethic Work priorities Time sensitivities Company loyalty Different communication Meeting management vehicles Retention Subscription to technology Change AFP San Diego June 4, 2010 Level of respect Entitlement Training
  16. 16. Where are we similar*? 16 We receive great reward  For the work we do  From the people we work with  And the belief that we are contributing to society and our current jobs We receive great satisfaction from our accomplishments at work *CCL Emerging Leaders Research by Ross DePinto, 2003 AFP San Diego June 4, 2010
  17. 17. Generational Similarities 17 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 AFP San Diego June 4, 2010
  18. 18. Identifying the Gaps 18 STATISTICS GAP DEFINED IDENTIFYING THE PROBLEMS AFP San Diego June 4, 2010
  19. 19. Defining the Leadership Gap 19 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. AFP San Diego June 4, 2010
  20. 20. Defining the Problems* 20 Replacement Theory Staying On Top Redefining the Position Recognition Problem New Structures and Practices *Working Across Generations, 2009 AFP San Diego June 4, 2010
  21. 21. Replacement Theory 21 Not enough people to fill leadership gaps so we need to develop a pipeline. Not very motivating or innovative Solution: If we recruit and train enough people we won’t have a problem. Develop a pipeline.   Target MBAs Recruit into the sector AFP San Diego June 4, 2010
  22. 22. Staying On Top 22 Current EDs stay in charge and there is little to no room for the next generation to lead and redefine the sector. Parallel activities will exist where Boomer-led orgs will continue as usual and the next gen will start new orgs. Solution: Find ways to integrate these new ideas into the sector. Shift Boomer leadership roles in the sector. AFP San Diego June 4, 2010
  23. 23. Redefining the Position 23 The traditional idea of the Executive Director is no longer appealing or effective. Solution: Look to new models of leadership that distributes the responsibilities of the ED. Examples:     Co-directors Flattened hierarchy Team approaches Coaching AFP San Diego June 4, 2010
  24. 24. Recognition Problem 24 There is a generation ready to step up to the plate that feels invisible to the current leadership. Solutions:    To recruit, look in your own back yard Acknowledge current contributions of next gen leaders Shift mental models – diversity, mentorship AFP San Diego June 4, 2010
  25. 25. New Structures and Practices 25 Current organizational structures are outdated. Solution: Evaluate current models and redefine structures Outcomes:     Innovative, flexible, and fun orgs Advance the sector Support current staff Attract and build the next generation of leadership AFP San Diego June 4, 2010
  26. 26. Next Steps 26 ORGANIZATIONAL DYNAMICS & LEADERSHIP WAYS TO LEVERAGE THE GENERATIONS ACTIVITIES AND ACTION STEPS AFP San Diego June 4, 2010
  27. 27. Top 10 Ways to Leverage the Generations 27 1. 2. 3. 4. 5. Acknowledge each generation’s value Recruit more emerging leaders into leadership roles Encourage work/life balance – be flexible Invest in diverse strategy development process Overhaul in performance appraisal system AFP San Diego June 4, 2010
  28. 28. Top 10 Ways to Leverage the Generations 28 6. Create internships/mentorships 7. Invest in professional development 8. Make it possible to hand over leadership/succession planning 9. Be flexible and innovative 10. Create opportunities to share information cross generationally AFP San Diego June 4, 2010
  29. 29. Resources 29 AFP SAN DIEGO MENTORSHIP PROGRAM AFP SAN DIEGO YOUTH COMMITTEE YNPN SAN DIEGO WEBSITES AND BLOGS ARTICLES AND PUBLICATIONS AFP San Diego June 4, 2010
  30. 30. AFP San Diego Mentorship Program 30 Crucial to the future of the sector, and to San Diego itself, the mentorship program creates partnerships to informally guide emerging fundraising leaders, while also focusing on a specific project to create new successes for San Diego’s nonprofit organizations. Whether you are an experienced professional or have recently begun your fundraising work, participation in the Mentor Program is a rewarding experience. Participation requires 20 hours for both the Mentor and the Associate Mentee, and there is a cost of $50 for the Associate Mentee. Once the fee has been processed you will be assigned a mentor. AFP San Diego June 4, 2010
  31. 31. AFPSD Youth Committee 31 The Youth Committee sees the next generation (ages 40 and younger) of fundraisers and philanthropists as key to the future of not only the fundraising community, but the nonprofit sector as whole. As such, the Youth Committee continues to advocate for the next generation of fundraising professionals in the San Diego nonprofit community and in AFP San Diego. The Committee focuses on having a strong representation of emerging leaders participating in AFP San Diego as well as ensuring that AFP San Diego considers emerging leaders when it develops programs and member benefits. AFP San Diego June 4, 2010
  32. 32. YNPN San Diego 32 By sharing information, connecting individuals and building skills of emerging leaders, YNPN San Diego serves to bridge the gap between emerging and seasoned leaders ensuring San Diego’s nonprofit sector has the leadership necessary to continue meet the community’s needs. AFP San Diego June 4, 2010
  33. 33. Websites and Blog Resources 33 Websites/Orgs Blogs Building Movement Rosetta Thurman Project Emerging Practitioners in Philanthropy CompassPoint The Chronicle of Philanthropy Nonprofit Workforce Coalition Bridgespan Group AFP San Diego June 4, 2010 New Voices in Philanthropy Next Gen Consulting Café (San Diego) Nonprofit Leadership 601 (San Diego)
  34. 34. Publications and Articles 34 Working Across Generations Work With Me: Intergenerational Conversations for Nonprofit Leadership (workbook) Ready to Lead? Next Generation Leaders Speak Out Stepping Up or Stepping Out Daring to Lead Next Generation and Governance Executive Transition in San Diego’s Nonprofit Sector AFP San Diego June 4, 2010
  35. 35. Next Gen Philanthropy Resources 35 21/64: www.2164.net Resource Generation: www.resourcegeneration.org Millenial Donors: A Study of Millenial Giving and Engagement Habits The Next Generation of American Giving Creating Change Through Family Philanthropy Passing the Torch: Attracting and Cultivating the Next Generation of Philanthropist Trading Power Legacy & Innovation AFP San Diego June 4, 2010
  36. 36. 36 Questions? AFP San Diego June 4, 2010
  37. 37. THANK YOU 37 mily Davis edaconsulting@gmail.com www.edaconsulting.org (303) 652-7536 YNPN San Diego www.ynpnsandiego.org AFP San Diego June 4, 2010 Sherri Petro VPI Strategies sherri@vpistrategies.com www.vpistrategies.com (858) 583-3097

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