Leadership Across Generations
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Transcript of Leadership Across Generations
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
✔
✔
✔
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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
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 [email protected]
emilydavisconsulting.com emilydavisconsulting.com/blog
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