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WORKING ACROSS GENERATIONS

Share Our Strength’s Cooking Matters

June2015 Emily Davis, MNM, CGT Emily Davis Consulting



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Name & Role

Question for Today Outcome

A LITTLE ABOUT YOU…



OUTCOMES

•  Understand leadership dynamics & challenges

•  Identify strategic & attainable solutions.

•  Find a more inclusive approach.

•  Learn how to motivate leadership across generations.



THE GENERATION GAP



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



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



US WORKFORCE BY GENERATION



Generational Assumptions Challenges Successes



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?



PARTNERS NONPROFITS

BOARD MEMBERS

DONORS STAFF

VOLUNTEERS



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, $



WHAT TENURED PROFESSIONALS WANT



WHAT THE NEXT GEN WANTS



WHY ENGAGE THE NEXT GEN?

•  Transfer of wealth •  Time, talent, treasure, and TIES •  Lifelong giving •  Hungry for leadership •  Want impact •  Ambassadors •  Lots of enthusiasm



Ø  55% of Millennials donated 10 – 20 hours in the last month.

Ø  52% of Millennials donated 4 - 10 hours in the last month.

Ø  26% of Millennials donated no volunteer time



COACHING & MENTORING

ENCOURAGE LEADERSHIP

ROLES

DEVELOP PIPELINE

HOW WE RECRUIT

RECRUIT FROM WITHIN

INVEST IN TRAINING

PRIORITIZE INCLUSIVITY



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



MILLENNIAL MOTIVATIONS*



SO WHAT IS THE LEADERSHIP GAP?



DEFINING THE PROBLEM*

Replacement Theory

Staying on Top

Redefining the Position

Recognition Problem

New Structures &

Practices

*Working Across Genera/ons, 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 & PRACTICES

SOLUTION: Evaluate current models and redefine

structures.

Current organizational structures are

outdated.



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



GENERATIONAL PHILANTHROPY

Fou

r G

ener

atio

ns

Frame your messaging

Understand philanthropic motivations

Choose your platforms & tools

Cultivate contributions

Receive responses

Acknowledge gifts

Steward relationships



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.”



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



POWER OF SOCIAL MEDIA



HAVE A GIGGLE



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)



THE GOOD AND THE BAD

VS.



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



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



SOCIAL MEDIA LADDER OF ENGAGEMENT

Happy bystanders (Listen)

Spreaders (Share)

Clients (Money)

Evangelists (Ask)

Instigators (Create)



SOCIAL MEDIA POLICIES



RELATIONSHIPS DON’T CHANGE

•  Cultivate, steward, & solicit

•  Recognize •  Multi-channel

communications

•  Meet one-on-one •  Develop

ambassadors •  Stewardship rather

than solicitation

•  Effective database



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



Every generation

brings value

Peers play a role

New generation, new giving innovations

Find shared passions

It takes ALL kinds to

change the world



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



BOOKS FOR PURCHASE



BOOKS FOR SALE: $39.95



Emily Davis, MNM Emily Davis Consulting

(720) 515-0581 [email protected]

emilydavisconsulting.com

working across generations

Government & Nonprofit

silent generation

generation ages

generation gap

hard work

gen xers

value work

gen z igen

mutual respect