Leadership Across
Generations
August 13, 2013
Emily Davis, MNM
EDA Consulting LLC
emilydavisconsulting.com
Turn on Your Tech
Join the conversation…
@edaconsulting
@HUB_Boulder
#leadership

emilydavisconsulting.com
emilydavisconsulting.com
Outcomes
• Understand leadership
dynamics & challenges
• Identify strategic &
attainable solutions.
• Find a more inclusiv...
•Question you have
•Challenge you’ve experienced
•Goal for today

emilydavisconsulting.com
Guess the Generation
✔
 Traditionalist
✔
 Boomer
✔
 Generation X
✔
 Millenial

emilydavisconsulting.com
What is the Generational Mix?
GENERATION

BOOMERS
(1946-1964)

TRADITIONALISTS

(1900-1945)

GEN XERS
(1965-1980)

MILLENI...
Turn to your Left
1. Name and generation you are.
1. What were two
social/economic/political/world
experiences that influe...
Generational Assumptions

emilydavisconsulting.com
How has this affected your work?
•
•
•
•

Work ethic
Time management
Office environment
Internal
communications
• External...
Generations in US Population*

* Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-...
US Workforce by Generation*

* Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-un...
Let’s Take a Poll
How many generations are involved in your
business?
 One?
 Two?
 Three?
 Four?

emilydavisconsulting...
Multigenerational Organizations:
Management Styles
TRADITIONALISTS
(1900-1945)

• Top down
• Conformist
• Respect for
auth...
Multigenerational Organizations:
Work styles
TRADITIONALISTS
(1900-1945)
•
•
•
•
•
•

Separate home &
work
Hard-working
Lo...
Multigenerational Organizations:
Motivators
TRADITIONALISTS
(1900-1945)

•
•
•

Authority
Work itself, less
personal
meani...
What Tenured Professionals Want
Next Gen Training
Acknowledgment
Engagement
Respect for legacy
Dialogue

emilydavisconsult...
What the Next Gen Wants
Advice
Acknowledgment
Shared ownership
Opportunity to lead
Flexibility
History

emilydavisconsulti...
What do we have in common?
• Commitment
• High hopes for the future
• Value recognition &
relationships with our peers
• W...
Turn to Your Right
• Your name
• How have you seen
others approach this
challenge?
• What is one thing you
can do to appro...
So What is The Leadership Gap?

emilydavisconsulting.com
Defining the Leadership Gap
• The period of time when executive Boomers are
preparing to leave their leadership roles to w...
Defining the Problems*
• Replacement Theory
• Staying On Top
• Redefining the Position
• Recognition Problem
• New Structu...
Replacement Theory
Not enough people to fill
leadership gaps so we need
to develop a pipeline.
SOLUTION:
If we recruit and...
Staying On Top
Little to no room for the next
gen to lead.
Boomer-led orgs will continue as
usual & next gen will start ne...
Redefining the Position
The traditional idea of
leadership is no longer
appealing or effective.

SOLUTION:
Try new leaders...
Recognition Problem
There is a generation
ready to step up to the
plate that feels invisible to
the current leadership.
SO...
New Structures and Practices
Current
organizational
structures are
outdated.
SOLUTION:
Evaluate current models and redefin...
The Communications Toolbox
Every generation teaches us new technology… adapt or die!

emilydavisconsulting.com
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
Lea...
Are You Ready to Rock?
How many of you feel
ready to take the
first step toward
meaningful
engagement across
generations?
...
5 Things To Do Today
1. Make a plan
2. Watch others
3. Attend trainings &
ask for support
4. Invite participation
5. Suppo...
Resources
•

Working Across Generations

•

Liquid Leadership

•

From Boomers to Bloggers

•

Ready to Lead?

•

5 Leader...
emilydavisconsulting.com
Emily Davis, MNM
EDA Consulting LLC
(720) 515-0581
emily@emilydavisconsulting.com

emilydavisconsulting.com
emilydaviscons...
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Leadership Across Generations

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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

Published in: Business, Education
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Leadership Across Generations

  1. 1. Leadership Across Generations August 13, 2013 Emily Davis, MNM EDA Consulting LLC emilydavisconsulting.com
  2. 2. Turn on Your Tech Join the conversation… @edaconsulting @HUB_Boulder #leadership emilydavisconsulting.com
  3. 3. emilydavisconsulting.com
  4. 4. Outcomes • Understand leadership dynamics & challenges • Identify strategic & attainable solutions. • Find a more inclusive approach. • Learn how to motivate leadership across generations. emilydavisconsulting.com
  5. 5. •Question you have •Challenge you’ve experienced •Goal for today emilydavisconsulting.com
  6. 6. Guess the Generation ✔  Traditionalist ✔  Boomer ✔  Generation X ✔  Millenial emilydavisconsulting.com
  7. 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 emilydavisconsulting.com
  8. 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? emilydavisconsulting.com
  9. 9. Generational Assumptions emilydavisconsulting.com
  10. 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 emilydavisconsulting.com
  11. 11. Generations in US Population* * Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada emilydavisconsulting.com
  12. 12. US Workforce by Generation* * Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada emilydavisconsulting.com
  13. 13. Let’s Take a Poll How many generations are involved in your business?  One?  Two?  Three?  Four? emilydavisconsulting.com
  14. 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 • • • • emilydavisconsulting.com MILLENIALS (1981-1999) • Mutual respect • Shared leadership • Interactivity • Collaborative
  15. 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. 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 emilydavisconsulting.com MILLENIALS (19811999) • • • • • • • Interaction Challenges Feedback Causes Money Customization Acknowledgmen t of value
  17. 17. What Tenured Professionals Want Next Gen Training Acknowledgment Engagement Respect for legacy Dialogue emilydavisconsulting.com
  18. 18. What the Next Gen Wants Advice Acknowledgment Shared ownership Opportunity to lead Flexibility History emilydavisconsulting.com
  19. 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 emilydavisconsulting.com
  20. 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? emilydavisconsulting.com
  21. 21. So What is The Leadership Gap? emilydavisconsulting.com
  22. 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. emilydavisconsulting.com
  23. 23. Defining the Problems* • Replacement Theory • Staying On Top • Redefining the Position • Recognition Problem • New Structures and Practices *Working Across Generations, 2009 emilydavisconsulting.com
  24. 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. emilydavisconsulting.com
  25. 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. emilydavisconsulting.com
  26. 26. Redefining the Position The traditional idea of leadership is no longer appealing or effective. SOLUTION: Try new leadership models that share responsibilities. emilydavisconsulting.com
  27. 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 emilydavisconsulting.com
  28. 28. New Structures and Practices Current organizational structures are outdated. SOLUTION: Evaluate current models and redefine structures. emilydavisconsulting.com
  29. 29. The Communications Toolbox Every generation teaches us new technology… adapt or die! emilydavisconsulting.com
  30. 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. 31. Are You Ready to Rock? How many of you feel ready to take the first step toward meaningful engagement across generations? emilydavisconsulting.com
  32. 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 emilydavisconsulting.com
  33. 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 emilydavisconsulting.com
  34. 34. emilydavisconsulting.com
  35. 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

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