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  • 1. Nonprofit Leadership AcrossGenerationsEmily Davis June 13, 2012A Service Of:Sponsored by:

2. INTEGRATED PLANNINGAdvising nonprofits in:www.synthesispartnership.com Strategy Planning(617) 969-1881 Organizational Development info@synthesispartnership.comA Service Of:Sponsored by: 3. Affordable collaborative data management in the cloud.A Service Of:Sponsored by: 4. Todays SpeakerEmily DavisPresident,EDA ConsultingAssisting with chat questions:Hosting:Jamie Maloney, Nonprofit Webinars Sam Frank, Synthesis PartnershipA Service Of: Sponsored by: 5. NONPROFIT LEADERSHIP ACROSSGENERATIONSEmily Davis, MNMEDA Consulting LLCJune 13, 2012 6. MEET THE PRESENTER: EMILY DAVIS President of EDA Consulting Author, Fundraising & the NextGeneration 21/64 Consultant Author, Preparing the Path toLeadership Research Founder of YNPN San Diego Member of The Gordian Fund &Women Give San Diego Associate Partner, Social VenturePartners of Boulder County6/13/12 EDA Consulting LLC 2012 6 7. OUTCOMES Understand leadership dynamics & challengesamong the four generations. Identify strategic and attainable solutions to bringingthe gap among generations. Find a more inclusive approach to working with nextgeneration leadership. Learn how to motivate staff and volunteer leadershipacross generations.6/13/12 EDA Consulting LLC 2012 7 8. HOW DO YOU DEFINE INCLUSIVITY? Experience Ethnicity Culture Gender Sexualidentity/preference Handicapped/able-bodied? Age?6/13/12 EDA Consulting LLC 2012 8 9. GENERATIONAL ASSUMPTIONS6/13/12 EDA Consulting LLC 2012 9 10. HOW HAS THIS AFFECTED YOUR ORG? Work ethic Staff recruitment & Time management retention Office environment Professional priorities Internal Personal prioritiescommunications Staff management External communication Motivations Investment intechnology6/13/12EDA Consulting LLC 201210 11. GENERATIONALEXPERIENCES INFLUENCEMOTIVATIONS,MANAGEMENT, ANDWORK STYLES.6/13/12EDA Consulting LLC 2012 11 12. WHO ARE THE GENERATIONS?GENERATIONTRADITIONALISTS BOOMERS GEN XERSMILLENIALS(1900-1945)(1946-1964) (1965- (1981-1999) 1980)ALSO KNOWN Veterans, Silent Baby XersGen Y, Nexters,AS Generation, WWII Boomers Nintendo Generation GenerationINFLUENCERS World wars, TheTelevision,Internet,Social media, Depression Vietnam War, Madonna, BilliPods, 9/11, Civil Rights Gates, American Idol Movements Friends, Rodney King6/13/12EDA Consulting LLC 2012 12 13. GENERATIONS IN US POPULATION** Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada6/13/12 EDA Consulting LLC 2012 13 14. US WORKFORCE BY GENERATION* Courtesy of: http://www.catalyst.org/publication/434/generations-in-the-workplace-in-the-united-states-canada6/13/12 EDA Consulting LLC 2012 14 15. MULTIGENERATIONAL NONPROFITS:MANAGEMENT STYLESGENERATION TRADITIONALISTSBOOMERS GEN XERSMILLENIALS (1900-1945) (1946-1964) (1965-1980)(1981-1999) MANAGE- Top down Hierarchy Flexible MutualMENT STYLE Conformist Pay your Inclusiverespect Respect for dues Self-reliant Shared authority Emphasize Direct leadership Emphasize respectcommunication Interactivity loyalty Appreciate Independent & Collaborative recognitioncollaborative 6/13/12 EDA Consulting LLC 201215 16. MULTIGENERATIONAL NONPROFITS:WORK STYLESGENERATION TRADITIONALISTS BOOMERSGEN XERSMILLENIALS (1900-1945)(1946-1964)(1965- (1981-1999) 1980)WORK STYLE Separate home Flexibility Self-reliant Question & work Optimistic Quick fixes status quo Hard-working & idealistic Results- Multi- Loyal Struggle orientedtaskers Thriftywith Multi-taskers Global focus Little work/life Job Digital customizationbalancemovement &natives Work for works Strong workflexibility Mutual sake ethic Directrespect communicati ons6/13/12EDA Consulting LLC 201216 17. MULTIGENERATIONAL NONPROFITS:MOTIVATORSGENERATIONTRADITIONALISTS BOOMERS GEN XERS MILLENIALS(1900-1945)(1946-1964) (1965-(1981-1999) 1980)MOTIVATORS Authority Hierarchy Healthy Interaction Work itself, less self-work/life Challenges personal improvementbalance, Feedback meaning Materialism Flexibility Causes Acknowledge Symbols of Money Money what they know recognition Results Customiz- AND do Externalation recognition Acknowled Instant gment of gratification value 6/13/12 EDA Consulting LLC 2012 17 18. WHAT TENURED PROFESSIONALS WANT Next Gen Training Acknowledgment Engagement Respect for legacy Dialogue6/13/12EDA Consulting LLC 201218 19. WHAT THE NEXT GEN WANTS AdviceAcknowledgmentShared ownership Opportunity to leadFlexibilitySector history6/13/12EDA Consulting LLC 201219 20. WHAT DO WE HAVE IN COMMON?Commitment to the nonprofit sectorHigh hopes for the futureValue recognition & relationships with our peersWant to share stories about nonprofit work and historyDesire mutual respect & trust6/13/12EDA Consulting LLC 2012 20 21. QUESTIONS? Has this hadan impact onyourorganization?If so how?6/13/12EDA Consulting LLC 2012 21 22. SO WHAT IS THE LEADERSHIP GAP?6/13/12 EDA Consulting LLC 2012 22 23. DEFINING THE LEADERSHIP GAP The period of time when executive Boomersare preparing to leave their leadership roles towhen new leadership is installed. Describes not only temporal gaps, butperceptual gaps in what well-qualified leaderslook like. The lack of communication, preparation, andsupport available among multiple generationsof leaders.6/13/12EDA Consulting LLC 2012 23 24. DEFINING THE PROBLEMS* Replacement Theory Staying On Top Redefining the Position Recognition Problem New Structures and Practices*Working Across Generations, 20096/13/12EDA Consulting LLC 2012 24 25. REPLACEMENT THEORYNot enough people to fillleadership gaps so we need todevelop a pipeline.SOLUTION:If we recruit and train enough people we wont have a problem. Develop a pipeline.6/13/12EDA Consulting LLC 2012 25 26. STAYING ON TOPLittle to no room for the next gento lead & advance the sector.Boomer-led orgs will continue asusual & next gen will start neworgs. SOLUTION:Find ways to integrate new ideas into the sector. Shift Boomer leadership roles in the sector.6/13/12EDA Consulting LLC 201226 27. REDEFINING THE POSITIONThe traditional idea of theExecutive Director is nolonger appealing oreffective.SOLUTION: Try new leadership models that share executivedirector responsibilities.6/13/12EDA Consulting LLC 201227 28. RECOGNITION PROBLEMThere is a generation ready tostep up to the plate that feelsinvisible to the currentleadership. SOLUTIONS:Search internally when recruitingAcknowledge value & contributions of next genleadersShift mental models inclusiveness, mentorship6/13/12 EDA Consulting LLC 201228 29. NEW STRUCTURES AND PRACTICESCurrent organizationalstructures areoutdated. SOLUTION:Evaluate current models and redefine structures.6/13/12 EDA Consulting LLC 201229 30. TEN WAYS TO LEVERAGE EVERY GENERATION1. Acknowledge each generations value.2. Recruit & retain emerging leaders into leadership roles.3. Encourage work/life balance be flexible.4. Invest in diverse strategy development process.5. Revise performance recognition systems.6. Encourage peer coaching.7. Invest in professional development.8. Prepare to share leadership/succession planning.9. Be flexible & innovative.10. Engage in multi-generational dialogue.6/13/12 EDA Consulting LLC 201230 31. RESOURCESPublicationsOrganizations Working Across Generations Young Nonprofit Good in Theory, Problems in Professionals NetworkPractice(YNPN) Ready to Lead? Building Movement Project Stepping Up or Stepping Out Emerging Practitioners in Daring to LeadPhilanthropy (EPIP) Next Generation and 21/64Governance CompassPoint Passing the Torch Liquid Leadership6/13/12EDA Consulting LLC 201231 32. THANK YOU!Emily Davis, MNMEDA Consulting LLC(720) 515-0581 emily@edaconsulting.orgwww.edaconsulting.org www.edaconsulting.org/blogswww.Facebook.com/edanpoconsulting Twitter: @edaconsulting6/13/12EDA Consulting LLC 2012 32 33. Find listings for our current seasonof webinars and register at:NonprofitWebinars.comA Service Of: Sponsored by:


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