Nov
19
Differences in Generations
Filed Under Generational Dynamics | Leave a Comment
Peter Brinckerhoff, author of Mission-Based Management, spoke in a webinar last week about generational differences in leadership and how these differences are affecting the nonprofit sector. Brinckerhoff is an expert on leadership/generational differences in the sector and has recently written a book about the topic, Generations: The Challenge of a Lifetime for Your Nonprofit.
Brinckerhoff says that leadership “affects absolutely everyone.” The differences in generational leadership are important to focus on in order for the sector to continue to run well. If the Baby Boomers, Generation X, and the Millenials (which Brinckerhoff calls Gen @) do not learn how to work well together the sector will suffer.
The Silent Generation, which we do not hear much about anymore, started some of the largest nonprofits in the country during the 50s and 60s. The Baby Boomers have followed in their footsteps taking over their leadership positions and keeping up with tradition. Although they began to take these positions the Boomers began to move around a lot more than their parents, setting the standard for career development and growth.
Today, Generation X and the Millenials are following in their parents footsteps and moving from job to job more in order to give themselves the experience they need. This is where the challenge with leadership comes into play. Many leaders of today’s larger nonprofits are seeing higher turnover rates than ever before. But the question I ask is, “Are they leaving because of career development opportunity or are they leaving because the opportunity for career development isn’t being given to them?”
Brinckerhoff believes that work/life balance is the biggest divider between the Baby Boomers and the Millenials. The Boomers “lived to work”, while the Millenials “work to live.” Millenials today are seeking strong career and life development in order to further their careers and allow them the ability to be part of organizations outside of work. An organization that does not allow flexibility and options for career development will not be able to keep Millenials in their workforce.
Solving this issue will take a lot of strong leadership in large organizations. Leadership is definitely the key! Brinckerhoff says, leaders must “ask people individually what they want” and reform their organization in order to make all employees happy, while not forgetting they are the leader. A large feat but it can happen if leaders are treating each employee as an individual and setting organizational policies for flexibility and ongoing opportunities for professional and career development.
The Millenials and Generation X must also be flexible in order to stay in their organizations. If all of the generations in the workforce today are willing to compromise their wants and needs, taking everyone’s voice into account, and realizing that leadership is a must (employees can not make all of the decisions), then the nonprofit sector will be much better off.
- Tera Wozniak
Nov
16
Our experiences, traditions, and knowledge are all influenced by the times we grow up in. It is the first time in history that we have multiple generations working side-by-side in the workplace. We all perceive the world differently and, obviously, the differences in work styles and approach can often be a source of frustration. But, on the brighter side, what a wonderful opportunity to take the collective offerings of experience, energy, and enthusiasm and harness them into a positive approach of getting things done.
As a Gen X’er who played music on 8-tracks as a kid, saw my first green screen computer in the 6th grade, typed nearly all of my college papers on a typewriter, and was introduced to this new thing called the World Wide Web during my first full time job, I definitely walk the line between the Baby Boomer and Gen Y generations. Our generation has seen the progression of technology and is certainly more technologically inclined than our Baby Boomers parents. Those of the Baby Boomer generation have had to assimilate to a technological culture completely foreign to them. Yet, have had experiences, gained expertise, and acquired skills that can only come with time. Gen Y’ers have had the advantage of never knowing any different when it comes to technology and are bringing things to the workplace that savvy Gen X’ers may have only utilized in their personal lives. Now blogging, instant messaging, and social networks like Facebook and MySpace are part of the business culture.
One of my favorite examples for the generational differences is when our organization was hosting a site visit for one of our funders. We were keeping the atmosphere light to showcase our work and programs and decided to do a Jeopardy parody. During the event planning we had several suggestions of how we could pull it off. Some of our more senior staff had grand plans to bring in plywood, build a set, have a “Vanna” to tear away the paper answer sheets, piped in music and a hand bell for a “bell ringer” to keep track of time. During this 10 minute fury of thought and conversation, one of our student workers had searched online, found a Jeopardy template complete with music, and downloaded it to the computer. We just had to fill in the questions and project onto the stage.
The goal of everyone was for the same positive outcome, we were just going about it different ways.
Regardless of the generation that we come from, it is hopeful to think that those of us in the nonprofit sector are here because we are connected to our work in some way that is more than just a paycheck and, therefore, are all working toward a common goal of greater good.
Speaking as a Gen X’er, by combining the work, wisdom, and accomplishments of those who came before us with the new energy, ideas, and the technical savvy of those coming up, the impact of the great things we are doing can be multiplied exponentially.
We all have a lot to learn from each other. Seize the opportunity.
- Written by Krista Rye
Nov
5
Give it Time
Filed Under Generational Dynamics, Leadership Deficit | Leave a Comment
I returned from the Council of Michigan Foundations conference last week, where I was privileged to hear a plenary session delivered by Dr. Henry Louis (Skip) Gates, Jr., Director of the W. E. B. Du Bois Institute for African and African American Research at Harvard University. Dr. Gates spoke of the power of genealogy to transform the future of African American youth slipping through the cracks in our country. His belief is that if youth truly become aware of the triumph and power that exists within their family tree, it could completely transform their outlook on life as well as their willingness to take a higher road to success.
Amidst all of the recent discussions about the intergenerational challenges that exist in the nonprofit sector, I started to wonder what it would be like to consider our “nonprofit genealogy”. Identifying with both Gen X and Gen Y, I find myself cringing at some of the entitlement language I am hearing from some Gen Yer’s these days. Perhaps it is the urgency that comes with constantly discussing the impending leadership deficit, but it feels like there is an incredible rush to pave over the roads already traveled and move into positions of leadership. I think we sometimes forget that even the best mentors and professional development cannot always provide what time and experience will provide.
What if we didn’t focus so much on our current differences and what the baby boomers are not doing and started looking at the rich history of sacrifice and commitment that has existed in our sector from the very beginning? If we looked at our nonprofit family tree, who would be on the branches before us? Who would we look to as our mentors or leaders? What must we learn from them?
Of course I am speaking in general terms, but what happened to our ability to take some time to learn and grow? What happened to our ability to be patient while we truly learn the skills necessary to succeed in this sector? It is wonderful that we are technology whizzes and quick learners, but that does not mean we necessarily have the wisdom that comes from celebrating great victories and overcoming incredible challenges in our personal and professional lives. It doesn’t mean we always have the political savviness to navigate some of the tough challenges nonprofits are faced with on a daily basis. It doesn’t mean that we can always understand what its like to serve the needs of vulnerable populations day in and day out for years, even decades. Yes, there are exceptions and yes, there will be a day when Gen Yer’s do understand all of these things, but it comes in time. Time is what allows family trees to grow so strong, and time is what will help us to become the great leaders we know we can be someday. We just have to be patient and committed enough to allow it to happen.
Written By: Nicole Notario-Risk
