Presented for Colorado Nonprofit Association's Fall Conference 2013.

1. LEADERSHIP ACROSS GENERATIONS
Colorado Nonprofit Association
Fall Conference
October 7, 2013
Emily Davis, MNM
Emily Davis Consulting LLC
emilydavisconsulting.com

2. TURN
ON
YOUR TECH
Join the conversation…
@edaconsulting
@coloradononprofits
#fallconf13
#leadership
#nonprofit

4. OUTCOMES
• Understand leadership
dynamics & challenges
• Identify strategic &
attainable solutions.
• Find a more inclusive
approach.
• Learn how to motivate
leadership across
generations.

5. 30 Second Challenge…
– Introduction
– Question you have
– Challenge you’ve experienced

6. GUESS
✔
q Traditionalist
✔
q Boomer
✔
q Generation X
✔
q Millenial
THE
GENERATION

7. WHAT
GENERATION
IS THE
TRADITIONALISTS
(1900-1945)
GENERATIONAL MIX?
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, multichannel
Multi-ethnic,
green, sexier,
celebrity

8. 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?

9. GENERATIONAL ASSUMPTIONS

10. HOW
HAS THIS AFFECTED YOUR
Work ethic
Time management
Office environment
Internal
communications
• External
communication
•
•
•
•
ORG?
• Staff recruitment &
retention
• Professional priorities
• Personal priorities
• Staff management
• Motivations
• Investment in
technology

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

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

13. LET’S TAKE
A
POLL
How many generations are involved in your
organization?
q One?
q Two?
q Three?
q Four?

14. MULTIGENERATIONAL ORGANIZATIONS:
MANAGEMENT STYLES
TRADITIONALISTS
(1900-1945)
• Top down
• Conformist
• Respect for
authority
• Emphasize
loyalty
BOOMERS
(1946-1964)
• Hierarchy
• Pay your
dues
• Emphasize
respect
• Appreciate
recognition
GEN XERS
(1965-1980)
Flexible
Inclusive
Self-reliant
Direct
communication
• Independent &
collaborative
•
•
•
•
MILLENIALS
(1981-1999)
• Mutual
respect
• Shared
leadership
• Interactivity
• Collaborative

15. MULTIGENERATIONAL ORGANIZATIONS:
WORK STYLES
TRADITIONALISTS
(1900-1945)
BOOMERS
(1946-1964)
• 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
GEN XERS
(19651980)
MILLENIALS
(1981-1999)
Self-reliant
Quick fixes
Results-oriented
Multi-taskers
Job movement
& flexibility
• Direct
communications
• Question status
quo
• Multi-taskers
• Global focus
• Digital natives
• Mutual respect
•
•
•
•
•

16. MULTIGENERATIONAL ORGANIZATIONS:
MOTIVATORS
TRADITIONALISTS
(1900-1945)
• Authority
• Work itself, less
personal
meaning
• Acknowledge
what they know
AND do
BOOMERS
(1946-1964)
•
•
•
•
Hierarchy
Self-improvement
Materialism
Symbols of
recognition
GEN XERS
(19651980)
• Healthy work/life
balance,
• Flexibility
• Money
• Results
• External
recognition
• Instant
gratification
MILLENIALS
(1981-1999)
•
•
•
•
•
•
•
Interaction
Challenges
Feedback
Causes
Money
Customization
Acknowledgmen
t of value

17. WHAT TENURED PROFESSIONALS WANT
Next Gen Training
Acknowledgment
Engagement
Respect for legacy
Dialogue

18. WHAT
THE
NEXT GEN WANTS
Advice
Acknowledgment
Shared ownership
Opportunity to lead
Flexibility
History

19. 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

20. 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?

21. SO WHAT
IS
THE LEADERSHIP GAP?

22. 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.

23. DEFINING
THE
PROBLEMS*
– Replacement Theory
– Staying On Top
– Redefining the Position
– Recognition Problem
– New Structures and Practices
*Working Across Generations, 2009

24. 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.

25. 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.

26. REDEFINING THE POSITION
The traditional idea of
leadership is no longer
appealing or effective.
SOLUTION:
Try new leadership models that share
responsibilities.

27. 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

28. NEW STRUCTURES
AND
PRACTICES
Current
organizational
structures are
outdated.
SOLUTION:
Evaluate current models and redefine
structures.

29. THE COMMUNICATIONS TOOLBOX
Every generation teaches us new technology… adapt or die!
Traditionalists
Postal Mail
Phone calls
Boomers
Television
Facebook
Email
Generation X
Millenials (Gen Y)
Websites
Generation Z
ESocial
newsletters Media
???
Email
Websites
Mobile

30. 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

31. ARE YOU READY
How many of you feel
ready to take the
first step toward
meaningful
engagement across
generations?
TO
ROCK?

32. 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

33. 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

35. Emily Davis, MNM
EDA Consulting LLC
WHO
Nonprofits & Philanthropy
WHAT
Charitable Advising
Communications
Governance
Philanthropy
HOW
Speaking
Training
Consulting
(720) 515-0581
emily@emilydavisconsulting.com
emilydavisconsulting.com
emilydavisconsulting.com/blog
Facebook.com/emilydavisconsulting
twitter.com/edaconsulting
linkedin.com/in/emilylariedavis