As more Millenials (Generation Y) enter the workplace, and the Xers are taking on more leadership roles, more experienced generations are finding it harder and harder to relate to their employees, subordinates, and those being mentored to take their place. This presentation will be a view from two individuals in Generations X and Y and their needs, wants, and expectations as new young professionals in the Public Works Profession. It is intended for the attendee to provide direct information on how to better manage and work with employees in these generations, and to make them effective members of your team.
Americans Promoting Study Abroad (APSA) Introduction 2019Jennifer De Rose
Celebrating our 10th year in 2018 has been a tremendous milestone. We are excited to welcome all new Directors, Alumni advisors and leaders as well as new mentors and supporters who believe full-heartedly in the importance of our mission and our organization.
Here is our updated introduction and vision of a world where all young American youth will have the opportunity and support to study abroad. We provide the platform and mentorship support for these driven youth to create the change they wish to see in their communities and the world.
Support our #studyabroadforall campaign to create life-changing scholarships or invest in our Alumni leaders who are taking on more and more leadership roles and responsibilities to lead and govern APSA in the future.
www.apsaglobal.org
Graduate America Priority 1 (GAP1) is dedicated to providing every American community with a measurable, community-based, employer-supported program to help this country lead the world in higher education degree rates by 2020. This program is targeted at the 40,000,000 American adults who have never pursued a college degree or those who possess some higher education but lack degrees required by today’s employers.
Jewish Innovation, Online and Off: Presentation to Sixth & I Historic SynagogueEsther Kustanowitz
A survey of what Jewish innovation is, what it represents to traditional Jewish institutional life, and how we can apply lessons from improv and social media to strengthen engagement.
Social Media and Global Citizenship for TeensNicole Harrison
Presentation for University of Saint Catherine's 2012 Summer Chautauqua Lifetime Learning Series Girls Leadership Track. Focus was on how girls and young women can make an global impact using social media and also advance their personal career goals.
Americans Promoting Study Abroad (APSA) Introduction 2019Jennifer De Rose
Celebrating our 10th year in 2018 has been a tremendous milestone. We are excited to welcome all new Directors, Alumni advisors and leaders as well as new mentors and supporters who believe full-heartedly in the importance of our mission and our organization.
Here is our updated introduction and vision of a world where all young American youth will have the opportunity and support to study abroad. We provide the platform and mentorship support for these driven youth to create the change they wish to see in their communities and the world.
Support our #studyabroadforall campaign to create life-changing scholarships or invest in our Alumni leaders who are taking on more and more leadership roles and responsibilities to lead and govern APSA in the future.
www.apsaglobal.org
Graduate America Priority 1 (GAP1) is dedicated to providing every American community with a measurable, community-based, employer-supported program to help this country lead the world in higher education degree rates by 2020. This program is targeted at the 40,000,000 American adults who have never pursued a college degree or those who possess some higher education but lack degrees required by today’s employers.
Jewish Innovation, Online and Off: Presentation to Sixth & I Historic SynagogueEsther Kustanowitz
A survey of what Jewish innovation is, what it represents to traditional Jewish institutional life, and how we can apply lessons from improv and social media to strengthen engagement.
Social Media and Global Citizenship for TeensNicole Harrison
Presentation for University of Saint Catherine's 2012 Summer Chautauqua Lifetime Learning Series Girls Leadership Track. Focus was on how girls and young women can make an global impact using social media and also advance their personal career goals.
Same presentation Amy and I have given at earlier conferences, updated and reformatted. Will be given on Tuesday, April 23, 2013 at the APWA Florida Chapter Conference.
Win the “War for Millennial Talent.”
Adopt new mindset – initiate, engage, collaborate and evolve.
Create a GEN Y friendly workplace culture.
Best Practices for Managing Millennials.
Change perspective involving time, technology and loyalty.
Provide in the moment performance feedback.
Create emotionally intelligent teams.
Develop future leadership bench strength.
Understanding
Generational
Differences
Understand Generational
Differences
For the first time in history, four generations are working
side by side. Different values, experiences, styles, and
activities create misunderstandings and frustrations
By the year 2014, 70 million Baby Boomer (including
many teachers and school leaders) will entire retirement
in large numbers
Generation X, a generation with different sensibilities
and priorities than Boomers, will assume positions of
leadership in schools and districts
The Generational Divide
(U.S. Population)
Traditionalists Born 1925-1945 50 million
GWAEA 6% (28)
Baby Boomers Born 1946-1964 80 million
GWAEA 70% (341)
Generation X Born 1965-1980 46 million
GWAEA 22% (110)
Generation
Y/Millennials
Born 1981-2006 76 million
GWAEA 2% (9)
Traditionalists (61+)
Influences Characteristics
Great Depression
Roaring 20’s
WWI and II
Korean War
GI Bill
Patriotic loyal “waste not
want not”
Faith in institutions—
one company career
Military influenced top
down approach
KEY WORD: LOYAL
Traditionalists (61+)
Value Logic and Discipline
Don’t Like Change
Want to Build a Legacy
Baby Boomers (42-60)
Influences Characteristics
Suburbia
TV
Vietnam, Watergate
Protests, Human
Rights Movement
Drugs & Rock ‘n Roll
Idealistic
COMPETITIVE
Question Authority
KEY WORD: Optimist
Baby Boomers (42-60)
“Me” Generation
Money, Title, Recognition
Want to Build A Stellar Career
Generation X (26-41)
Influences Characteristics
Sesame Street, MTV
Game Boy
PC
Divorce Rate Tripled
Latch Key Children
Eclectic
Resourceful
Self-reliant
Distrustful of
Institutions
Highly Adaptive to
Change & Technology
KEY WORD: Skepticism
Generation X (26-41)
Possibly Most Misunderstood
Generation
Need a Balance Between Work
and Life-Freedom
Flexible and Motivated
Want to Build a Portable Career
Generation Y/Millennials
(up to 26)
Influences Characteristics
Expanded Technology
Natural Disasters
Violence
Gangs
Diversity
Globally Concerned
Realistic
Cyber Literate
Personal Safety is
Number One Concern
KEY WORD: Realistic
Generation Y/Millennials
(up to 26)
Value Diversity/Change
Been Involved Entire Life
Want Work to be Meaningful
Goals
Traditionalists “Build a Legacy”
Baby Boomers “Build a Stellar Career”
Generation X “Build a Portable Career”
Generation
Y/Millennials
“Build Parallel Careers”
Institutions
Traditionalists “Deserve Loyalty”
Baby Boomers “Deserve to Change”
Generation X “Are Suspect”
Generation
Y/Millennials
“Should Be Judged on Their
Own Merit”
Rewards
Traditionalists “Satisfaction of job well done”
Baby Boomers “Money, Title, Recognition”
Generation X “Freedom!”
Generation
Y/Millenials
“Work that has meaning”
Career Path
Traditionalists “Job changing has stigma”
Baby Boomers “Job changing puts you behind”
Generation X “Job changing is necessary” ...
Communities around the nation are continually asking themselves the same question: how do we attract, engage, and keep a millennial workforce? In this expert webinar, Kirstie McPherson, Director of Marketing of Golden Shovel presented about how to actively engage millennials in your community while working to attract new ones.
Same presentation Amy and I have given at earlier conferences, updated and reformatted. Will be given on Tuesday, April 23, 2013 at the APWA Florida Chapter Conference.
Win the “War for Millennial Talent.”
Adopt new mindset – initiate, engage, collaborate and evolve.
Create a GEN Y friendly workplace culture.
Best Practices for Managing Millennials.
Change perspective involving time, technology and loyalty.
Provide in the moment performance feedback.
Create emotionally intelligent teams.
Develop future leadership bench strength.
Understanding
Generational
Differences
Understand Generational
Differences
For the first time in history, four generations are working
side by side. Different values, experiences, styles, and
activities create misunderstandings and frustrations
By the year 2014, 70 million Baby Boomer (including
many teachers and school leaders) will entire retirement
in large numbers
Generation X, a generation with different sensibilities
and priorities than Boomers, will assume positions of
leadership in schools and districts
The Generational Divide
(U.S. Population)
Traditionalists Born 1925-1945 50 million
GWAEA 6% (28)
Baby Boomers Born 1946-1964 80 million
GWAEA 70% (341)
Generation X Born 1965-1980 46 million
GWAEA 22% (110)
Generation
Y/Millennials
Born 1981-2006 76 million
GWAEA 2% (9)
Traditionalists (61+)
Influences Characteristics
Great Depression
Roaring 20’s
WWI and II
Korean War
GI Bill
Patriotic loyal “waste not
want not”
Faith in institutions—
one company career
Military influenced top
down approach
KEY WORD: LOYAL
Traditionalists (61+)
Value Logic and Discipline
Don’t Like Change
Want to Build a Legacy
Baby Boomers (42-60)
Influences Characteristics
Suburbia
TV
Vietnam, Watergate
Protests, Human
Rights Movement
Drugs & Rock ‘n Roll
Idealistic
COMPETITIVE
Question Authority
KEY WORD: Optimist
Baby Boomers (42-60)
“Me” Generation
Money, Title, Recognition
Want to Build A Stellar Career
Generation X (26-41)
Influences Characteristics
Sesame Street, MTV
Game Boy
PC
Divorce Rate Tripled
Latch Key Children
Eclectic
Resourceful
Self-reliant
Distrustful of
Institutions
Highly Adaptive to
Change & Technology
KEY WORD: Skepticism
Generation X (26-41)
Possibly Most Misunderstood
Generation
Need a Balance Between Work
and Life-Freedom
Flexible and Motivated
Want to Build a Portable Career
Generation Y/Millennials
(up to 26)
Influences Characteristics
Expanded Technology
Natural Disasters
Violence
Gangs
Diversity
Globally Concerned
Realistic
Cyber Literate
Personal Safety is
Number One Concern
KEY WORD: Realistic
Generation Y/Millennials
(up to 26)
Value Diversity/Change
Been Involved Entire Life
Want Work to be Meaningful
Goals
Traditionalists “Build a Legacy”
Baby Boomers “Build a Stellar Career”
Generation X “Build a Portable Career”
Generation
Y/Millennials
“Build Parallel Careers”
Institutions
Traditionalists “Deserve Loyalty”
Baby Boomers “Deserve to Change”
Generation X “Are Suspect”
Generation
Y/Millennials
“Should Be Judged on Their
Own Merit”
Rewards
Traditionalists “Satisfaction of job well done”
Baby Boomers “Money, Title, Recognition”
Generation X “Freedom!”
Generation
Y/Millenials
“Work that has meaning”
Career Path
Traditionalists “Job changing has stigma”
Baby Boomers “Job changing puts you behind”
Generation X “Job changing is necessary” ...
Communities around the nation are continually asking themselves the same question: how do we attract, engage, and keep a millennial workforce? In this expert webinar, Kirstie McPherson, Director of Marketing of Golden Shovel presented about how to actively engage millennials in your community while working to attract new ones.
The following presentation reviews the programs being instituted by the Membership Development Committee of the Grand Lodge of Florida for 2019 and 2020
This is a presentation delivered to the APWA Florida Chapter's Suncoast Branch on innovations currently available in pavement rejuvenation and preservation.
This course assists Community Managers in understanding the basic financial benefits of Pavement Preservation and continued maintenance of pavement assets.
This CAI Approved Course is intended to educate association managers on the basic scientific elements of pavement preservation and deterioration and ways to manage them over time.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Dealing with Generations X and Y: Leading the Next Generation of Public Works
1. Dealing with Generations X and Y: Leading the Next Generation of Public Works Monday, April 18, 2011 Chas Jordan City of Largo Brad Johnson City of Palm Bay
2.
3. Generation X – Brad (1961 - 1980) Generation Y – Chas (1981 - 2000)
Introduction of Presenters - Charles R. “Chas” Jordan Representing Generation Y Brad Johnson Representing Generation X Goal of the Presentation - As more Millenials (Generation Y) enter the workplace, and the Xers are taking on more leadership roles, more experienced generations are finding it harder and harder to relate to their employees, subordinates, and those being mentored to take their place. This presentation will be a view from two individuals in Generations X and Y and their needs, wants, and expectations as new young professionals in the Public Works Profession. It is intended for the attendee to provide direct information on how to better manage and work with employees in these generations, and to make them effective members of your team.
This is a unique time in history. We are working in an environment where not two, and not three generations are working side by side in the workplace, but FOUR. All of these age groups have unique aspects that represent the global personality, culture, and philosophy of those individuals. Gauge generations represented. How many Silent Generation attendees (Born 1920-1940)? How many Baby Boomers (1940-1960)? How many Generation X-ers (1960-1980)? How many Millenials (1980-????)? Out of the audience, how many Silent and Baby Boomer generation attendees feel it is difficult to understand or work with Generation X or Y co-workers? How many feel it is difficult to get them to be effective in their jobs? How many feel is it difficult to get them involved in APWA?
We are here representing the two newest generations to enter the workforce: Generation X and Generation Y (or the Millenials). The needs of our generations and our peers are special, and somewhat hard for Silent Generation individuals or Baby Boomers to understand. Why is this important? Nationally, APWA is seeing a real desire from Baby Boomers to be educated on how not only to manage members of these generational groups, but how to get them involved in APWA as well. To do that, members of the national Diversity Committee, and it's subcommittee on Bridging the Generations, have been putting forth educational seminars on the subject to answer questions and to discuss some of the issues that all generations are having. Generational Diversity training is currently one of the most sought after subjects by big business and major corporations in hopes of learning ways to become more effective and efficient in their workplace.
Generation X is the generation to closely follow or grow up after the effects the Vietnam War had upon the country. This leads to the generation by and large to be very skeptical of authority, government, and the media. They have not lived in a time where it was seen to be an “honor” to be a public servant but have lived through almost 40 years of scandal, war, and economic crisis. They are more likely to be liberal, free-thinkers, and look to being balanced in both their personal and professional lives. This means that employees in this generation will want their vacation time and they will use it. You will see them making sure they have time to participate in family events or activities with their children. In the workplace, they want you to give them succinct and specific direction and then “let them go” and do it the way they want to, or know how to, do it. This is particularly difficult for Silent and Baby Boomer generations because of the “My Way or the Highway” work ethic.
The Millennials, or Trophy Kids, or Generation Y, or the Boomerang Generation, or even still...the Echo Boomers, are the newest and largest generation to face the current workforce. These are the predominant children of the Baby Boomer generation, are almost equal in numbers and will greatly outnumber Generation X in the workforce within 10-15 years. Millennials are also known as the E-Generation or the Tech-Generation because they have grown up with the ability to email, text, tweet, use voice mail, listen or watch digital media, and use these as legitimate tools in their workplace. Like Generation X, they are very “Work to Live” oriented and demand personal time for their family and leisure, but more so leisure. Millennials tend to have “big” vacation getaways and very much work hard to get the opportunity to play hard. They have grown up with constant support and appreciation (Trophy Kids) from their parents and taught they can do anything they want. This leads to need for CONSTANT positive feedback, and a real belief that they should find a job that legitimately makes them happy and will quit one that does not. Finally, Millennials want to provide service back to their fellow man and their community, and expect their workplace to do the same. United Way drives, Relay For Life, Habitat for Humanity are all programs that these workers feel enrich their work experience.
Unlike Generation X, Generation Y mirrors or “Echos” the Baby Boomer generation and will more than likely predominate the workforce as the Baby Boomers retire. This means that Baby Boomers need to continue to fulfill their role as mentors (or parents) of this generation and mentor them to keep our businesses and communities going in the next 5-10 years. This also means that with this generation knowing the Baby Boomers are preparing to leave the workforce, there is a strong sense of entitlement to good jobs, strong careers, and quick elevation.
The purpose of this presentation is to help you learn ways to make your workforce more effective by “Bridging” the gap between these cultural differences in the generations. This requires understanding of the differences and using them to your advantage.
To make this easy we decided to put our recommendations into three specific things to remember. The first thing you need to remember is: WE ALL WANT TO SUCCEED. Forget the notion that either Generation X or Generation Y is apathetic or does not care, or does not work hard. Let X and Y use the tools at their disposal to succeed on their own as well. Sometimes your way is NOT the only way, and usually is NOT the most efficient way. The second thing you need to remember is: WE WANT TO LEARN. Silent Generation and Baby Boomers are our greatest resource to learn how to better our careers and to be effective in our jobs. The best way to make younger generations a productive part of your workforce is to nurture their development. Mentorship is essential. The third thing you need to remember is: WE WANT OUR CAREER TO BENEFIT AND ENRICH OUR LIVES, NOT BE OUR LIVES. Gone are the days where incoming workers can be ground to a pulp in work because they are the new guys and need to earn their spikes. If you believe this needs to be done, you are going to lose a lot of great new workers in your workplace. Younger generations have been taught by you the older generations that they can do anything, and that they should find a job they love. If they do not love it, they will not stay, and they will bounce from place to place until they do.
Ideas for you to use in working together effectively in your workplace: 1. Mentorship is the most important benefit you can provide a Generation X or Y employee. Mentoring them in business etiquette, in technical and professional skills, and most importantly: in communication and leadership. 2. Generations X and Y are looking for quality travel, training, and professional development opportunities to enrich their work experience. They want to become the best they can be at their current jobs, and also want to make themselves the best professional they can. 3. Generations X and Y are not looking to be bossed, and will easily break and leave if they feel they are not treated well. What they look for is the same treatment their parents and teachers gave them: feedback that shows when they are doing something well, but also ways to improve. 4. This is a leadership opportunity you could give to a Generation X or Y individual. Let them know that the staff wants to provide service back to the community and see how they run with it. You may be surprised at the success and the drive they show. 5. Give these employees freedom to succeed. Give them clear direction and an intended outcome for what YOU need, then let them do it the way THEY want to. I know this is difficult to agree to, but letting these employees be innovative is beneficial to both you and the employee.
Ideas for you to use in working together effectively in APWA: 1. We come back to Mentorship. Younger members are unsure of their place in the organization and therefore need experienced members to guide them through the programs, politics, and organizational units that are APWA. 2. We need to train new Mentors. The best way to involve young members is to train our Public Works Directors, Assistant Directors, Managers, Engineers, etc. to seek out and involve new talent. Young members will get involved if an older member suggests it, or even goes so far as guides them through the process. 3. APWA MUST provide membership benefit to these members. The main way to do that is through Professional Development opportunities and Training. Younger professionals are not going to join this organization for Networking opportunities alone, and their communities aren't going to pay for it. 4. Communication to them in modes that they are used to and use frequently will guarantee they are knowledgeable of the current events of the organization. 5. Provide clear understanding of ways to succeed and advance in leadership in the organization so it is understood from day one. Also, breakdown rigid expectations and “good ole boy” mentalities, because nothing will turn them away faster.
Ideas for you to use in working together effectively in APWA: 1. We come back to Mentorship. Younger members are unsure of their place in the organization and therefore need experienced members to guide them through the programs, politics, and organizational units that are APWA. 2. We need to train new Mentors. The best way to involve young members is to train our Public Works Directors, Assistant Directors, Managers, Engineers, etc. to seek out and involve new talent. Young members will get involved if an older member suggests it, or even goes so far as guides them through the process. 3. APWA MUST provide membership benefit to these members. The main way to do that is through Professional Development opportunities and Training. Younger professionals are not going to join this organization for Networking opportunities alone, and their communities aren't going to pay for it. 4. Communication to them in modes that they are used to and use frequently will guarantee they are knowledgeable of the current events of the organization. 5. Provide clear understanding of ways to succeed and advance in leadership in the organization so it is understood from day one. Also, breakdown rigid expectations and “good ole boy” mentalities, because nothing will turn them away faster.