Build Sweat Equity in Your Organization

Build Sweat Equity in Your OrganizationEffective Young Professional Recruitment and Engagement Strategies

presented by: Katherine Swartz, CAECOR | Columbia Opportunity ResourceGreater Columbia Chamber of CommerceIntroductionsYour nameYour organizationWhy you are hereIts Sunday!Todays OutlineWHY should you consider young professionals for volunteer and board service?WHO is a young professional?WHAT are their motivations? And what is a de-motivator?WHEN do young professionals have time to volunteer? (considering work-life balance, new families, etc.) HOW can my organization effectively recruit and engage a YP? (or five!)HOW does my organization compare with others and what best practices can we take home from todays attendees (sharing of BPs)?WHERE do I find young professionals, especially qualified young professionals for my board?WHO and WHY . . . Who do you consider a young professional?Why should you consider young professionals for volunteer and board service?Defining the Generations2011 Silver TsunamiGen X, Latch-Key: increasing engagement during economic crisis; just as likely to volunteer as MillennialsEcho Boomers, Millennials, Gen Y, 9/11 Generation, Facebook GenerationName crisis!?!?!Defined by Mobilize.org as 80 million people between the ages of 13 and 3330% larger than Baby Boomers; three times larger than Gen XBillion-dollar industry of firms consulting on how to teach, lead and integrate this new generationUtilize their talents AND market toward them!In 2009, Americas Civic Health Index ReportedPeople between the ages of 15 and 29 had the highest volunteer rate (43 percent), while their parents in the Baby Boom generation had the lowest rate (35 percent).5presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011

Source: Brookings InstituteOne option that has been floated to face this challenge is the creation of some typeof public service university or scholarship program that would be used as a recruitingand training ground for future diplomats, aid officials, treasury, homeland securityexperts, etc. So we asked the young leaders if they would be interested insuch a program, but with the proviso that Much like the military academies,it would be free, but, in turn, require the graduating student to commit to serve inthe government for five years after their graduation, in the hopes that they wouldmake it a long-term career.

A remarkable 71% of the Millennial leaders responded positively. Acknowledgingthat these kids already have the bug of interest in politics and policy, the interestin such a program that would require such a significant commitment to governmentwork is still significant. It runs counter to the prior Generation Xs focus onlucrative career goals as well as the idea once expressed by Ronald Reagan that The best minds are not ingovernment. If any were, business would hire them away.

At least for this generation, the best young minds, at least as so far determinedby their peers, are quite interested in desire the kind of public service work that molds and executes policy.The critical question that this data (and indeed the other survey results) poses is whether the current generation of organizations and leaders will be able to positively respond? Will these young leaders and the changes they embody ultimately be viewed as part of a crucial turning point in Americas history, or as a lost opportunity?6presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011

Not all about age . . .Age/generationYears in the work forceYears in a specific career fieldYears from graduatingSelf defined

BoardSource Nonprofit Governance Index 2007 Survey2% of nonprofit organizations have board members under 30 years of age, 36 % of organizations have board members between the ages of 30 and 49 years of age.

These percentages are based on responses from 1,126 chief executives and 1,026 board members.

With all the evidence of volunteer and engagement rates and with this impending tsunami9presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011Quiz Time!What value do younger generations add to your board?Passion for the missionResults-oriented thinkingAccess to new networks and donorsFresh perspectives on old problemsAll of the aboveIn the past, what has kept your organization from adding younger generations to its board?Skepticism about having younger generation on boardsUncertainty of where to find younger board membersPreference for a corporate officer type on boardsConcerns of isolation: Minority status as only YP; Lack of social connection or mentorAll of the aboveOther:

94% of respondents say they want be on Board. Learning moment as to what may have hindered them to getting on the board12presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011How did you know that it was the right time to add younger generations to the board?Organization found the right personOrganization serves and values Generation X and YOrganization values practicing what it preaches

Board not representing diversity compared to what they are actually doing or seeking to do with member diversity.13presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011Once on board, do you prepare or orient younger generations any differently?Same orientation for all board membersMentoring for YPs on their boardsWhat are the top skills or qualities necessary for a young person to add value to the board?Ability to think long-termExcellent communication skillsAbility to work as part of a team or committeeConnections to human and financial capital

Communication: Face to Face Communication is still importantRemember not every Board member is computer saavyTechnology does not replace the personal touchFeedback loop is different on BoardsRespect and Credibility are Essential

Connections to nonprofit community or places where you need to sign contracts.

15presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011If younger generations were added to the board, what three to five skills or qualities would the board need in order to work well with them?Training on how to work with younger generationsBuilding respect and trustView Generation X and Y as leaders todayRemember what it was like when you joined a boardView younger leaders as assets versus threats

Would you like Bill Gates on your board? The 20 year old drop out Bill Gates? The 40 year old Bill Gates. Missed opportunities.

16presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011Recruiting & Motivating the Young Professional

We all want the same things!AccessAdvocacyGathering placeConnections: meet like-minded peopleAbility to make a differenceShare ideasGrow professionallyKnow our opinions matterSee that you are trying to meet my needsValidation: our support and contributions are valuableRecognition: for people and work - in the way I like to be recognized (ask me)Match the value you provide with the audience it is being offered to

Why serve on a BOD?Personal interest in the organizations cause87.3%Career development83.1%Grow as a leader through experience77.5%Build valuable networks and relationships with fellow board members through collaboration70.4%Contribute expertise needed by non-profit or association (e.g. legal, financial, etc.)60.6%Charitable service59.2%Better understand board governance through personal experience50.7%ASAE Young Professional Leadership Academy Collaboration with BoardSource, Young Non-Profit Professionals Network (YNPN), Humanics, ASAE Young Professional Group

PassionGain opportunities for career development/enhancementOpportunities to grow and develop/refine leadership skillsNetworkingExpertise: financial, strategic, legal etcCharity: give backHands on governance learning; flip side of being staff to a board

19presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011Attract, Recruit & Retain YP Board MembersProvide value and benefits for the constituencyActively enhance their offerings for YPsEliminate the token YPDont do anything different that you do with other generations: simply, tap the baseSeek their opinionsGive them an opportunity to rise to the challengeProvide board trainingWade into donation requirement (but dont eliminate it)Facilitate a mentor or buddy on the board

Common Programs Targets to Young ProfessionalsNetworking FunctionsMentoring ConnectionsLeadership OpportunitiesCareer Advancement ResourcesAwards ProgramsForums to share and submit ideas, feedbackQ: What are you offering?Q: What programs can you offer: think exclusive and inclusiveSkills to help YPs learnMore than knowledge of social mediaExpress our feedback positively and respectfullyStep up when leadership roles ariseApproach situations with good intentAssert ourselvesProve that we are willing to do the work to make valid contributionsTrust our organizations will continue to provide benefits and services to met our needsSoft skillsFrom the YP PerspectiveWhat skills and tips do you have for a Young Professional who wants to get a position on a Board?What assets or skills are essential for a YP or anyone to be successful on a Board?

Most important actions to takeWhat are the most important actions Young Professionals (YP) can take right now to improve chances of being selected to serve on a Board?Volunteer on a committee within the organizationDemonstrate leadership capacity being involved in other causesNetworkBuild a relationship with the organizations staff, Executive Director or CEO

Info needed!When serving on a Board or applying for a Board position, what kinds of information or advice is most helpful?

Understand the roles and responsibilities of the Board and its membersLearn the goals and vision of the organization and how the Board supports the missionKnow your time commitment what you have to give and what is expected of youGet a mentor from the organization

Success is defined by . . .What is the best way to learn how to be successful in your tenure on a Board? Look for books or webinars on management and BoardsAlways ask questions to both staff and other Board membersReview past minutes or historical records of the Board, to understand where the organization was and how they got where they are todayRely on other YPs on Boards or a mentor for advice

Tackling challenges aheadWhat is the number one challenge facing a YP who wants to serve on a Board?Learning how to communicate with other generationsBelieving that your experiences and points of view are equally valid and helpfulBuilding your credibility with the organization and the BoardSupport of an Executive Director or CEO

30% of Generation X and Generation Y stated they have little to no contact with Executive staff at their association. Information was from a survey of gen x and gen y conducted by fellow members of ASAE class of 2010. Results were published in ASAE Associations Now in Feb 2011.

27presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011Wanted: Assets, Skills & ExperienceWhat assets, skills or experiences are essential for you to be successful on the Board?Basic financial knowledgePolicy experience Strong verbal and written communication skills Passion for the organization and membership initiatives Problem solving skills

# 1 in Questions posed to Executive Directors was Strategy followed by communications. Yps dont differ on this than Executive Directors

28presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011Lets make an immediate impactWhat impact can or do younger generations have on the Board of Directors? YPs look at things differently and are often on the cutting edge of trends and seeing future possibilities. YPs can bring fresh, new ideas to the tableThey can help grow an association and keep it thriving with next generation.Because YPs are always plugged in they have their hand on the pulse of the constituency.

5 Ways to Attract Gen Y Members to Your OrganizationEmail a short unscripted, authentic and personal video invitation to join your organization.Feature members in your communications who are in Gen Y and look like it.Publish candid photos of staff/volunteer leaders outside of the workplace.Use Gen Y's most trusted channels to communicate your message. (YouTube, Facebook, Twitter)Ask Gen Y members to create an unofficial handbook that offers an insider's guide to making the most out of membership/constituent.Source: Jason Ryan Dorsey

Other Ideas . . . Community or statewide board service position directoryNon-profit fair (Minnesota Rising PhilanthroFair )Volunteer, committee chair, board director and executive committee trainingsDedicated YP position on your board (local YP organization nominates)Dedicated student leader position on your board (local student organization nominates)Push and publish information to local Chamber Leadership and United Way Blueprint (or comparable) programsInterview candidates with your current board

Focuses on young membersDevelops their technical and interpersonal skillsTranslates into strengthening and growth of SPE AND our industryTargeted to ages 35 and younger, with less than 10 years of experienceFifth facet focuses on innovation and creativity: capture new ideas and initiatives from YPs

Philanthopolgy(We are) codifying and having older grant makers articulate what they've learned . . .Emerging Practitioners in Philanthropy33presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011Places to find YPsChambers of Commerce, Leadership and Local Young Professional ProgramsLeadership and alumni associations of these programsMyrtle Beach: gsSCENE (gsSCENE.com)Columbia: COR (www.ourcor.org)Greenville: PULSE (www.greenvillepulse.com)Charleston: CYP (charleston-yp.com)Lowcountry : LYP (wwww.lypsc.com)Florence: YP Florence (www.ypflorence.com)Next Generation Consulting Directory of Organizations (wwww.nextgenerationconsulting.com)

Statewide ProgramsSCANPO: Shouldnt we all be serving on boards?United Ways Blueprint for LeadershipThe Riley Institute at Furman (http://riley.furman.edu/diversity)Leadership South Carolina (leadershipsc.com)The State 20 Under 40, Greenville and Charleston have similar listsSisters of Charity FoundationFMU Non Profit Leadership InstituteColumbia College Leadership InstituteTechnical CollegesStudent leader programs at schools across the stateUrban Leagues and Community Relations Councils

ResourcesAvenue M Group: Attracting YPs to Your Organization (http://www.avenuemgroup.com/pdf/whitepapers/Avenue_M_YP_Benchmarking.pdf)ASAE Decision to Join (http://www.asaecenter.org/files/Bookstore/summaries/DecisiontoJoinExecutiveSummary.pdf)National Conference on Citizenship (www.ncoc.net)SPE Best Practices (http://www.spe.org/twa/print/archives/2005/2005v1n2/TWA2005_v1n2_bestpractices.pdf)ASAE Great Ideas ConferenceBoardSource.orgNonprofit Board Basics (http://www.cpweb2.org/board/index.html)

36presented by: Katherine Swartz, CAE, Columbia Opportunity Resource & Greater Columbia Chamber of CommerceSCANPO 2011 Annual Meeting: Build (Sweat) Equity in Your Organization: Effective Young Professional Recruitment and Engagement Strategies3/15/2011