LEADERSHIP ACROSS GENERATIONS

Colorado Nonprofit Association Fall Conference

October 7, 2013 Emily Davis, MNM

Emily Davis Consulting LLC emilydavisconsulting.com

 

TURN ON YOUR TECH

Join the conversation…

@edaconsulting @coloradononprofits

#fallconf13 #leadership #nonprofit

OUTCOMES •  Understand leadership

dynamics & challenges •  Identify strategic &

attainable solutions. •  Find a more inclusive

approach. •  Learn how to motivate

leadership across generations.

30 Second Challenge… –  Introduction –  Question you have –  Challenge you’ve experienced

GUESS THE GENERATION

q Traditionalist q Boomer q Generation X q Millenial

✔

✔

✔

✔

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

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?

GENERATIONAL ASSUMPTIONS

HOW HAS THIS AFFECTED YOUR ORG?

•  Work ethic •  Time management •  Office environment •  Internal

communications •  External

communication

•  Staff recruitment & retention

•  Professional priorities •  Personal priorities •  Staff management •  Motivations •  Investment in

technology  

GENERATIONS IN US POPULATION*

* Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada

US WORKFORCE BY GENERATION*

* Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada

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)

BOOMERS (1946-1964)

GEN XERS (1965-1980)

MILLENIALS (1981-1999)

•  Top down •  Conformist •  Respect for

authority •  Emphasize

loyalty

•  Hierarchy •  Pay your

dues •  Emphasize

respect •  Appreciate

recognition

•  Flexible •  Inclusive •  Self-reliant •  Direct

communication •  Independent &

collaborative

•  Mutual respect

•  Shared leadership

•  Interactivity •  Collaborative

MULTIGENERATIONAL ORGANIZATIONS: WORK STYLES

TRADITIONALISTS (1900-1945)

BOOMERS (1946-1964)

GEN XERS (1965- 1980)

MILLENIALS (1981-1999)

•  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

•  Self-reliant •  Quick fixes •  Results-oriented •  Multi-taskers •  Job movement

& flexibility •  Direct

communications

•  Question status quo

•  Multi-taskers •  Global focus •  Digital natives •  Mutual respect

MULTIGENERATIONAL ORGANIZATIONS: MOTIVATORS

TRADITIONALISTS (1900-1945)

BOOMERS (1946-1964)

GEN XERS (1965- 1980)

MILLENIALS (1981-1999)

•  Authority •  Work itself, less

personal meaning

•  Acknowledge what they know AND do

•  Hierarchy •  Self-improvement •  Materialism •  Symbols of

recognition

•  Healthy work/life balance,

•  Flexibility •  Money •  Results •  External

recognition •  Instant

gratification

•  Interaction •  Challenges •  Feedback •  Causes •  Money •  Customization •  Acknowledgmen

t of value

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 peers – Want to share stories –  Desire mutual respect & trust

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?

SO WHAT IS THE LEADERSHIP GAP?

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.

DEFINING THE PROBLEMS*

–  Replacement Theory

–  Staying On Top

–  Redefining the Position

–  Recognition Problem

–  New Structures and Practices

*Working Across Generations, 2009

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.

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.  

REDEFINING THE POSITION

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

SOLUTION: Try new leadership models that share

responsibilities.

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

NEW STRUCTURES AND PRACTICES

SOLUTION: Evaluate current models and redefine

structures.

Current organizational structures are

outdated.

THE COMMUNICATIONS TOOLBOX

Traditionalists

Postal Mail Phone calls

Boomers

Television Facebook Email

Generation X

Websites E-newsletters Email

Millenials (Gen Y)

Social Media Websites Mobile

Generation Z

???

Every generation teaches us new technology… adapt or die!

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

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.  Support new ideas

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  

   

Emily Davis, MNM EDA Consulting LLC

(720) 515-0581 emily@emilydavisconsulting.com

emilydavisconsulting.com emilydavisconsulting.com/blog

WHO Nonprofits & Philanthropy

WHAT Charitable Advising Communications

Governance Philanthropy

HOW Speaking Training

Consulting

Facebook.com/emilydavisconsulting

twitter.com/edaconsulting

linkedin.com/in/emilylariedavis