LEADERSHIP ACROSS GENERATIONS
Colorado Nonprofit Association
Fall Conference
October 7, 2013
Emily Davis, MNM
Emily Davis ...
TURN

ON

YOUR TECH
Join the conversation…
@edaconsulting
@coloradononprofits
#fallconf13
#leadership
#nonprofit
OUTCOMES
•  Understand leadership
dynamics & challenges
•  Identify strategic &
attainable solutions.
•  Find a more inclu...
30 Second Challenge…
–  Introduction
–  Question you have
–  Challenge you’ve experienced
GUESS
✔
q Traditionalist
✔
q Boomer
✔
q Generation X
✔
q Millenial

THE

GENERATION
WHAT
GENERATION

IS THE

TRADITIONALISTS

(1900-1945)

GENERATIONAL MIX?
BOOMERS
(1946-1964)

GEN XERS
(1965-1980)

MILLEN...
TURN

TO YOUR

LEFT

1.  Name and generation you are.
2.  What were two social/economic/
political/world experiences that
...
GENERATIONAL ASSUMPTIONS
HOW

HAS THIS AFFECTED YOUR

Work ethic
Time management
Office environment
Internal
communications
•  External
communicati...
GENERATIONS

IN

US POPULATION*

* Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-th...
US WORKFORCE

BY

GENERATION*

* Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-...
LET’S TAKE

A

POLL

How many generations are involved in your
organization?
q One?
q Two?
q Three?
q Four?
MULTIGENERATIONAL ORGANIZATIONS:
MANAGEMENT STYLES
TRADITIONALISTS
(1900-1945)

•  Top down
•  Conformist
•  Respect for
a...
MULTIGENERATIONAL ORGANIZATIONS:
WORK STYLES
TRADITIONALISTS
(1900-1945)

BOOMERS
(1946-1964)

•  Separate home &
work
•  ...
MULTIGENERATIONAL ORGANIZATIONS:
MOTIVATORS
TRADITIONALISTS
(1900-1945)

•  Authority
•  Work itself, less
personal
meanin...
WHAT TENURED PROFESSIONALS WANT
Next Gen Training
Acknowledgment
Engagement
Respect for legacy
Dialogue
WHAT

THE

NEXT GEN WANTS
Advice
Acknowledgment
Shared ownership
Opportunity to lead
Flexibility
History
WHAT

DO WE HAVE IN COMMON?

–  Commitment
–  High hopes for the future
–  Value recognition &
relationships with our peer...
TURN

TO

YOUR RIGHT

–  Your name
–  How have you seen
others approach this
challenge?
–  What is one thing you
can do to...
SO WHAT

IS

THE LEADERSHIP GAP?
DEFINING

THE

LEADERSHIP GAP

•  The period of time when executive Boomers are
preparing to leave their leadership roles ...
DEFINING

THE

PROBLEMS*

–  Replacement Theory
–  Staying On Top
–  Redefining the Position
–  Recognition Problem
–  New...
REPLACEMENT THEORY
Not enough people to fill
leadership gaps so we need
to develop a pipeline.
	
  
SOLUTION:
If we recrui...
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 lea...
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 rede...
THE COMMUNICATIONS TOOLBOX
Every generation teaches us new technology… adapt or die!
Traditionalists
Postal Mail
Phone cal...
10 WAYS

TO

WORK

WITH

EVERY GEN

1.  Know each gen’s value
2.  Recruit & retain emerging leaders
3.  Learn individual &...
ARE YOU READY
How many of you feel
ready to take the
first step toward
meaningful
engagement across
generations?
	


TO

R...
5 THINGS TO DO TODAY
1.  Make a plan
2.  Watch others
3.  Attend trainings &
ask for support
4.  Invite participation
5.  ...
RESOURCES
–  Working	
  Across	
  Genera/ons	
  
–  Liquid	
  Leadership	
  
–  From	
  Boomers	
  to	
  Bloggers	
  
–  R...
Emily Davis, MNM	

EDA Consulting LLC	


WHO	

Nonprofits & Philanthropy
	

WHAT
	

Charitable Advising
	

Communications
	...
Leadership Across Generations
Leadership Across Generations
Upcoming SlideShare
Loading in …5
×

Leadership Across Generations

430 views

Published on

Presented for Colorado Nonprofit Association's Fall Conference 2013.

Published in: Business, Education
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
430
On SlideShare
0
From Embeds
0
Number of Embeds
2
Actions
Shares
0
Downloads
9
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Leadership Across Generations

  1. 1. LEADERSHIP ACROSS GENERATIONS Colorado Nonprofit Association Fall Conference October 7, 2013 Emily Davis, MNM Emily Davis Consulting LLC emilydavisconsulting.com  
  2. 2. TURN ON YOUR TECH Join the conversation… @edaconsulting @coloradononprofits #fallconf13 #leadership #nonprofit
  3. 3. OUTCOMES •  Understand leadership dynamics & challenges •  Identify strategic & attainable solutions. •  Find a more inclusive approach. •  Learn how to motivate leadership across generations.
  4. 4. 30 Second Challenge… –  Introduction –  Question you have –  Challenge you’ve experienced
  5. 5. GUESS ✔ q Traditionalist ✔ q Boomer ✔ q Generation X ✔ q Millenial THE GENERATION
  6. 6. WHAT GENERATION IS THE TRADITIONALISTS (1900-1945) GENERATIONAL MIX? BOOMERS (1946-1964) 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
  7. 7. TURN TO YOUR LEFT 1.  Name and generation you are. 2.  What were two social/economic/ political/world experiences that influenced you? 3.  How did one of those experiences shape your professional life?
  8. 8. GENERATIONAL ASSUMPTIONS
  9. 9. HOW HAS THIS AFFECTED YOUR Work ethic Time management Office environment Internal communications •  External communication •  •  •  •  ORG? •  Staff recruitment & retention •  Professional priorities •  Personal priorities •  Staff management •  Motivations •  Investment in technology  
  10. 10. GENERATIONS IN US POPULATION* * Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada
  11. 11. US WORKFORCE BY GENERATION* * Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada
  12. 12. LET’S TAKE A POLL How many generations are involved in your organization? q One? q Two? q Three? q Four?
  13. 13. 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 •  •  •  •  MILLENIALS (1981-1999) •  Mutual respect •  Shared leadership •  Interactivity •  Collaborative
  14. 14. MULTIGENERATIONAL ORGANIZATIONS: WORK STYLES TRADITIONALISTS (1900-1945) BOOMERS (1946-1964) •  Separate home & work •  Hard-working •  Loyal •  Thrifty •  Little customization •  Work for work’s sake •  Flexibility •  Optimistic & idealistic •  Struggle with work/life balance •  Strong work ethic GEN XERS (19651980) MILLENIALS (1981-1999) Self-reliant Quick fixes Results-oriented Multi-taskers Job movement & flexibility •  Direct communications •  Question status quo •  Multi-taskers •  Global focus •  Digital natives •  Mutual respect •  •  •  •  • 
  15. 15. 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 MILLENIALS (1981-1999) •  •  •  •  •  •  •  Interaction Challenges Feedback Causes Money Customization Acknowledgmen t of value
  16. 16. WHAT TENURED PROFESSIONALS WANT Next Gen Training Acknowledgment Engagement Respect for legacy Dialogue
  17. 17. WHAT THE NEXT GEN WANTS Advice Acknowledgment Shared ownership Opportunity to lead Flexibility History
  18. 18. 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
  19. 19. 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?
  20. 20. SO WHAT IS THE LEADERSHIP GAP?
  21. 21. 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.
  22. 22. DEFINING THE PROBLEMS* –  Replacement Theory –  Staying On Top –  Redefining the Position –  Recognition Problem –  New Structures and Practices *Working Across Generations, 2009
  23. 23. 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.
  24. 24. 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.  
  25. 25. REDEFINING THE POSITION The traditional idea of leadership is no longer appealing or effective.   SOLUTION: Try new leadership models that share responsibilities.
  26. 26. 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
  27. 27. NEW STRUCTURES AND PRACTICES Current organizational structures are outdated. SOLUTION: Evaluate current models and redefine structures.
  28. 28. THE COMMUNICATIONS TOOLBOX Every generation teaches us new technology… adapt or die! Traditionalists Postal Mail Phone calls Boomers Television Facebook Email Generation X Millenials (Gen Y) Websites Generation Z ESocial newsletters Media ??? Email Websites Mobile
  29. 29. 10 WAYS TO WORK WITH EVERY GEN 1.  Know each gen’s value 2.  Recruit & retain emerging leaders 3.  Learn individual & generational motivations 4.  Be flexible for work/life balance 5.  Encourage peer learning 6.  Invest in talent development 7.  Develop trust to advance the work 8.  Encourage emotional connection and intelligence 9.  Communicate what accountability looks like 10.  Understand & communicate work’s relevance
  30. 30. ARE YOU READY How many of you feel ready to take the first step toward meaningful engagement across generations? TO ROCK?
  31. 31. 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
  32. 32. RESOURCES –  Working  Across  Genera/ons   –  Liquid  Leadership   –  From  Boomers  to  Bloggers   –  Ready  to  Lead?   –  5  Leadership  Toys  for  the   Mul/genera/onal  Workplace  Sandbox   –  Stepping  Up  or  Stepping  Out   –  Daring  to  Lead   –  Building  Movement  Project   –  21/64   –  Annie  E.  Casey  Founda@on      
  33. 33. Emily Davis, MNM EDA Consulting LLC WHO Nonprofits & Philanthropy WHAT Charitable Advising Communications Governance Philanthropy HOW Speaking Training Consulting (720) 515-0581 emily@emilydavisconsulting.com emilydavisconsulting.com emilydavisconsulting.com/blog Facebook.com/emilydavisconsulting twitter.com/edaconsulting linkedin.com/in/emilylariedavis

×