Presented with Sherri Petro from VPI Strategies for AFP San Diego in 2010.

1. From Jitterbug to Twitter:
Engaging Every Generation
EMILY DAVIS, MNM
EDA CONSULTING, LLC & YNPN SAN DIEGO
SHERRI PETRO
VPI STRATEGIES
AFP SAN DIEGO
JUNE 4, 2010

2. Meet the Presenters
2
Emily Davis, MNM
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President of EDA Consulting, LLC
Founder & Board Chair of YNPN San Diego
AFP San Diego Youth Committee Chair
UCSD Professor in fundraising certificate
15 years of nonprofit experience
Expert in multigenerational leadership in nonprofits;
multigenerational family philanthropy; social media as
fundraising and communications tool; and board
governance.
AFP San Diego June 4, 2010

3. Meet the Presenters
3
Sherri Petro
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Former Board Member of seven nonprofits
President of VPI Strategies & Founding Partner in
Workplace Evolution
10 years consulting nationally to non-profits, forprofits & governmental agencies
Expert in organizational capacity building,
strategic planning and multi-generational
communication
AFP San Diego June 4, 2010

4. 4
Do you
understand
how
generational
motivation is
impacting
your
organization?
AFP San Diego June 4, 2010

5. Outcomes
5
Define generational mix
Identify frameworks for leadership gaps
Provide creative strategies and solutions for
leveraging every generation for organization’s
mission.
AFP San Diego June 4, 2010

6. The Generational Mix
6
NATIONAL LANDSCAPE
GENERATIONS DEFINED
GENERATIONAL WORK STYLES
GENERATIONAL SIMILARITIES
AFP San Diego June 4, 2010

7. What is the generational mix?
7
Traditionalists
 Born
1925-45
 65-85 years
Baby Boomers
 Born
1946-64
 46-64 years
AFP San Diego June 4, 2010
Generation X
 Born
1965-80
 30-45 years
Generation Y
 Born
1981-?
 Under 30 years

8. National Landscape 2006
8
6.5%
22.5%
Traditionalists
Baby Boomers
41%
Generation X
Generation Y
30%
AFP San Diego June 4, 2010

9. Traditionalist Work Style
9
Catalyst for the
 Why customize?
nonprofit organization
Management style:
top down
Respect for authority
Can be tough for them
to use their own
judgment
 Believe in the value of
AFP San Diego June 4, 2010
work more than finding
personal meaning
 Separation of work and
home
 Acknowledged for what
they know as well as what
they do
 Loyal

10. Baby Boomer Work Style
10
Appreciate hierarchy and
Optimistic and idealistic
inclusion
All about respect
Self-improvement
Strong work ethic
Desire flexibility
Struggle with work/life
AFP San Diego June 4, 2010
balance
Into symbols of
recognition as rewards

11. What Boomers/Traditionalists Want
11
More training and experience from next
gen
Acknowledgment of their contributions to
the sector
Recognition of how they can continue to help now,
just not in the past
Respect for the legacy they have created
Questions about their information and ideas for the
sector – Boomers only!
AFP San Diego June 4, 2010

12. Gen X Work Style
12
More self-reliant
Results-oriented
Like to solve their own
Sound byte processing
problems
Multi-taskers
Money-motivated
Direct communicators
vs. reading in between
the lines
Job movement
Collaborative
AFP San Diego June 4, 2010
Work solo and yet on
teams
Instant gratification
Need for external
recognition as reward

13. Millennials Work Style
13
Digital natives
Desire mutual respect
Work on their own
Ready for
terms
Think globally
Want customization
Desire interactivity
Express to express -not impress
Multi-taskers
AFP San Diego June 4, 2010
collaboration
Want to make a
difference thru
practical know-how
Celebrate diversity
Acknowledgement for
being here

14. What Next Gen Wants
14
Advice from older generations that will inform their
leadership
Acknowledge new leadership ideas, structures, and
vision for the sector
Share ownership of the sector
Receive important lessons from older generations
Flexibility from older generations about new
leadership qualities and approaches
The REAL story and history about organizations
AFP San Diego June 4, 2010

15. How has this affected your org?
15
Work ethic
Work priorities
Time sensitivities
Company loyalty
Different communication
Meeting management
vehicles
Retention
Subscription to
technology
Change
AFP San Diego June 4, 2010
Level of respect
Entitlement
Training

16. Where are we similar*?
16
We receive great reward
 For the work we do
 From the people we work with
 And the belief that we are contributing to society and our
current jobs
We receive great satisfaction from our
accomplishments at work
*CCL Emerging Leaders Research by Ross DePinto, 2003
AFP San Diego June 4, 2010

17. Generational Similarities
17
We have
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A desire to learn
A desire to be acknowledged
A desire to be rewarded
We want
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To be trusted, valued and respected
To succeed
AFP San Diego June 4, 2010

18. Identifying the Gaps
18
STATISTICS
GAP DEFINED
IDENTIFYING THE PROBLEMS
AFP San Diego June 4, 2010

19. Defining the Leadership Gap
19
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.
AFP San Diego June 4, 2010

20. Defining the Problems*
20
Replacement Theory
Staying On Top
Redefining the Position
Recognition Problem
New Structures and Practices
*Working Across Generations, 2009
AFP San Diego June 4, 2010

21. Replacement Theory
21
Not enough people to fill leadership gaps so we need
to develop a pipeline.
Not very motivating or innovative
Solution: If we recruit and train enough people we
won’t have a problem. Develop a pipeline.
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Target MBAs
Recruit into the sector
AFP San Diego June 4, 2010

22. Staying On Top
22
Current EDs stay in charge and there is little to no
room for the next generation to lead and redefine the
sector.
Parallel activities will exist where Boomer-led orgs
will continue as usual and the next gen will start new
orgs.
Solution: Find ways to integrate these new ideas into
the sector. Shift Boomer leadership roles in the
sector.
AFP San Diego June 4, 2010

23. Redefining the Position
23
The traditional idea of the Executive Director is no
longer appealing or effective.
Solution: Look to new models of leadership that
distributes the responsibilities of the ED.
Examples:
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Co-directors
Flattened hierarchy
Team approaches
Coaching
AFP San Diego June 4, 2010

24. Recognition Problem
24
There is a generation ready to step up to the plate
that feels invisible to the current leadership.
Solutions:
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To recruit, look in your own back yard
Acknowledge current contributions of next gen leaders
Shift mental models – diversity, mentorship
AFP San Diego June 4, 2010

25. New Structures and Practices
25
Current organizational structures are outdated.
Solution: Evaluate current models and redefine
structures
Outcomes:
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Innovative, flexible, and fun orgs
Advance the sector
Support current staff
Attract and build the next generation of leadership
AFP San Diego June 4, 2010

26. Next Steps
26
ORGANIZATIONAL DYNAMICS & LEADERSHIP
WAYS TO LEVERAGE THE GENERATIONS
ACTIVITIES AND ACTION STEPS
AFP San Diego June 4, 2010

27. Top 10 Ways to Leverage the Generations
27
1.
2.
3.
4.
5.
Acknowledge each generation’s value
Recruit more emerging leaders into leadership
roles
Encourage work/life balance – be flexible
Invest in diverse strategy development process
Overhaul in performance appraisal system
AFP San Diego June 4, 2010

28. Top 10 Ways to Leverage the Generations
28
6. Create internships/mentorships
7. Invest in professional development
8. Make it possible to hand over
leadership/succession planning
9. Be flexible and innovative
10. Create opportunities to share information cross
generationally
AFP San Diego June 4, 2010

29. Resources
29
AFP SAN DIEGO MENTORSHIP PROGRAM
AFP SAN DIEGO YOUTH COMMITTEE
YNPN SAN DIEGO
WEBSITES AND BLOGS
ARTICLES AND PUBLICATIONS
AFP San Diego June 4, 2010

30. AFP San Diego Mentorship Program
30
Crucial to the future of the sector, and to San Diego itself, the mentorship
program creates partnerships to informally guide emerging fundraising
leaders, while also focusing on a specific project to create new successes
for San Diego’s nonprofit organizations.
Whether you are an experienced professional or have recently begun your
fundraising work, participation in the Mentor Program is a rewarding
experience.
Participation requires 20 hours for both the Mentor and the Associate
Mentee, and there is a cost of $50 for the Associate Mentee. Once the
fee has been processed you will be assigned a mentor.
AFP San Diego June 4, 2010

31. AFPSD Youth Committee
31
The Youth Committee sees the next generation (ages 40
and younger) of fundraisers and philanthropists as key to
the future of not only the fundraising community, but the
nonprofit sector as whole. As such, the Youth Committee
continues to advocate for the next generation of
fundraising professionals in the San Diego nonprofit
community and in AFP San Diego.
The Committee focuses on having a strong representation
of emerging leaders participating in AFP San Diego as
well as ensuring that AFP San Diego considers emerging
leaders when it develops programs and member benefits.
AFP San Diego June 4, 2010

32. YNPN San Diego
32
By sharing information, connecting individuals and
building skills of emerging leaders, YNPN San Diego
serves to bridge the gap between emerging and
seasoned leaders ensuring San Diego’s nonprofit
sector has the leadership necessary to continue meet
the community’s needs.
AFP San Diego June 4, 2010

33. Websites and Blog Resources
33
Websites/Orgs
Blogs
Building Movement
Rosetta Thurman
Project
Emerging Practitioners
in Philanthropy
CompassPoint
The Chronicle of
Philanthropy
Nonprofit Workforce
Coalition
Bridgespan Group
AFP San Diego June 4, 2010
New Voices in
Philanthropy
Next Gen Consulting
Café (San Diego)
Nonprofit Leadership
601 (San Diego)

34. Publications and Articles
34
Working Across Generations
Work With Me: Intergenerational Conversations for
Nonprofit Leadership (workbook)
Ready to Lead? Next Generation Leaders Speak Out
Stepping Up or Stepping Out
Daring to Lead
Next Generation and Governance
Executive Transition in San Diego’s Nonprofit Sector
AFP San Diego June 4, 2010

35. Next Gen Philanthropy Resources
35
21/64: www.2164.net
Resource Generation: www.resourcegeneration.org
Millenial Donors: A Study of Millenial Giving and
Engagement Habits
The Next Generation of American Giving
Creating Change Through Family Philanthropy
Passing the Torch: Attracting and Cultivating the
Next Generation of Philanthropist
Trading Power
Legacy & Innovation
AFP San Diego June 4, 2010

36. 36
Questions?
AFP San Diego June 4, 2010

37. THANK YOU
37
mily Davis
edaconsulting@gmail.com
www.edaconsulting.org
(303) 652-7536
YNPN San Diego
www.ynpnsandiego.org
AFP San Diego June 4, 2010
Sherri Petro
VPI Strategies
sherri@vpistrategies.com
www.vpistrategies.com
(858) 583-3097