Working Across Generations

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WORKING ACROSS GENERATIONS
Share Our Strength’s
Cooking Matters
June2015
Emily Davis, MNM, CGT
Emily Davis Consulting

@cookingmatters
@nokidhungry
TURN ON YOUR TECH
Follow the
conversation…
@AskEmilyD
@Cooking Matters
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30 seconds or less
Name &
Role
Question for
Today Outcome
A LITTLE ABOUT YOU…

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OUTCOMES
•  Understand leadership
dynamics & challenges
•  Identify strategic &
attainable solutions.
•  Find a more inclusive
approach.
•  Learn how to motivate
leadership across
generations.

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THE GENERATION GAP

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GUESS THE GENERATION
q Traditionalist
q Boomer
q Generation X
q Millenial
✔

✔

✔

✔

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WHAT IS THE GENERATIONAL MIX
GENERATION TRADITIONALISTS
(1900-1945)
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,
multi-channel
Multi-ethnic,
green, sexier,
celebrity

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WHO ARE THE GENERATIONS?*
GENERATION AGES IN MILLIONS BY PERCENTAGE
Traditionalists 68+ 35.2 11%
Boomers 48 – 67 80.3 25%
Gen X 38 – 47 40.9 13%
Millenials 18 – 37 86 27%
Gen Z / iGen 0 – 17 74 23%
* US Census Projections for 2013

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US WORKFORCE BY GENERATION

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Generational
Assumptions
Challenges
Successes

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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?

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PARTNERSNONPROFITS
BOARD
MEMBERS
DONORSSTAFF
VOLUNTEERS

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MULTIGENERATIONAL NONPROFITS
GENERATION TRADITIONALISTS
(1900-1945)
BOOMERS
(1946-1964)
GEN XERS
(1965-
1980)
MILLENIALS
(1981-1999)
MGMT STYLE Top down,
conformist
Hierarchy, earn
your respect/
ladder
Flexible, inclusive,
self-reliant
Mutual respect,
shared leadership
WORK
STYLE
Separate home &
work, hard-
working, loyal,
thrifty
Flexibility,
workaholic,
Collaborative &
independent,
direct
communication,
quick fix, virtual
office
Multi-tasking,
Collaborative/
independent,
question status
quo
MOTIVATORS Authority, value
work for work’s
sake (less
personal
meaning)
Hierarchy, respect,
self-improvement,
work, materialism
Healthy work/life
balance,
flexibility, $
Relationships,
challenges,
feedback, causes,
environment, $

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WHAT TENURED PROFESSIONALS WANT

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WHAT THE NEXT GEN WANTS

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WHY ENGAGE THE NEXT GEN?
•  Transfer of wealth
•  Time, talent, treasure, and TIES
•  Lifelong giving
•  Hungry for leadership
•  Want impact
•  Ambassadors
•  Lots of enthusiasm

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Ø  55% of Millennials donated
10 – 20 hours in the last
month.
4 - 10 hours in the last
month.
no volunteer time

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COACHING &
MENTORING
ENCOURAGE
LEADERSHIP
ROLES
DEVELOP
PIPELINE
HOW WE RECRUIT
RECRUIT FROM
WITHIN
INVEST IN
TRAINING
PRIORITIZE
INCLUSIVITY

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MILLENNIAL MOTIVATIONS*
•  Engage with issues, causes and
people, not loyalty to institutions
•  Smaller actions can lead to larger
ones
•  Influenced most by family & peers
•  Time & money = philanthropy
•  Need to access orgs virtually
*2014
Millennial
Impact
Report

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MILLENNIAL MOTIVATIONS*

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SO WHAT IS THE LEADERSHIP GAP?

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DEFINING THE PROBLEM*
Replacement
Theory
Staying on
Top
Redefining
the Position
Recognition
Problem
New
Structures &
Practices
*Working
Across
Genera/ons,
2009

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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.

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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.

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REDEFINING THE POSITION
The traditional idea
of leadership is no
longer appealing or
effective.

SOLUTION:
Try new leadership models that share
responsibilities.

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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

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NEW STRUCTURES & PRACTICES
SOLUTION:
Evaluate current models and redefine
structures.
Current
organizational
structures are
outdated.

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WAYS TO WORK WITH EVERY
GENERATION
Know each
gen’s value
Recruit &
retain
Learn
motivations
Be flexible
Peer learning
Invest in
learning
Build trust
Encourage
connection
Communicate
accountability
Connect to
impact
Create
culture

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GENERATIONAL PHILANTHROPY
FourGenerations
Frame your messaging
Understand philanthropic motivations
Choose your platforms & tools
Cultivate contributions
Receive responses
Acknowledge gifts
Steward relationships

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MILLENNIALS
“Give us a clear call to action, let’s
problem-solve together. Tell us what
you are working on and let’s work on
this together.”

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ENGAGEMENT
•  Giving circles, tiered
fees
•  Volunteerism
•  Board & committee
leadership
•  Planned giving
•  Nonprofit start ups
•  Events, tiered fees
•  Collaborate with
young professionals
groups
•  A-thons
•  Peer-to-peer networks
•  Family
•  Philanthropic
resources

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POWER OF SOCIAL MEDIA

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HAVE A GIGGLE

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UNDERSTANDING SOCIAL NETWORKS
“Organizations don’t have to
create… social networks; they
exist all around us in a variety of
forms. Networked Nonprofits
strengthen and expand these
networks by building relationships
within them to engage and
activate them for their
organizations’ efforts.”
(Fine and Kanter, 2010)

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THE GOOD AND THE BAD
VS.

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10 TIPS FOR SOCIAL MEDIA
1. Social media is A
tool not THE tool
2. Social media is a
plant
3. Add value
4. Two way street
5. Prospecting,
cultivation,
stewardship
6. Philanthropy’s
next generation
7. It ain’t free
8. Not everyone
“Diggs” social media
9. Selling social
media
10. Have a plan

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COMMUNICATIONS EVOLUTION
Traditionalists
Postal Mail
Phone calls
Boomers
Television
Facebook
Email
Generation X
Websites
E-
newsletters
Email
Millenials (Gen Y)
Social
Media
Websites
Mobile
Generation Z
???
Adapt
or die!
Every
generation
teaches us new
technology

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SOCIAL MEDIA LADDER OF ENGAGEMENT
Happy bystanders
(Listen)
Spreaders
(Share)
Clients
(Money)
Evangelists
(Ask)
Instigators
(Create)

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SOCIAL MEDIA POLICIES

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RELATIONSHIPS DON’T CHANGE
•  Cultivate, steward,
& solicit
•  Recognize
•  Multi-channel
communications
•  Meet one-on-one
•  Develop
ambassadors
•  Stewardship rather
than solicitation
•  Effective database

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5 THINGS YOU CAN DO TODAY
1. Make a plan
2. Watch other orgs
3. Attend trainings &
ask for support
4. Invite participation
5. Support new ideas

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@nokidhungry
Every
generation
brings value
Peers play a
role
New
generation,
new giving
innovations
Find shared
passions
It takes ALL
kinds to
change the
world

@cookingmatters
@nokidhungry
RESOURCES
•  Working Across Generations
•  Millennial Impact Report
•  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

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BOOKS FOR PURCHASE

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BOOKS FOR SALE: $39.95

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

Working Across Generations

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