Next Generation Leadership Series begins today!

johnsoncenter — Tue, 24 Jun 2008 14:03:25 +0000

The Next Generation Leadership Series is a series of online conversations encouraging emerging leaders to share their voice around topics pertaining to leadership development and the leadership deficit in the nonprofit sector.

Today - From Research to Action: Engaging emerging leaders in a discussion on the latest reports on the leadership deficit.

The program From Research to Action will give you the chance to converse with the authors of the reports Ready to Lead? Next Generation Leaders Speak Out; GEO’s Next Generation Leadership Guide; and NP2020: Issues and Answers from the Next Generation. Share your questions and concerns in a live online chat room.

Click here to join the conversation today at 1 pm EST!

NP2020 has moved!

johnsoncenter — Mon, 23 Jun 2008 18:00:49 +0000

NP2020 has officially moved to np2020.org. You can find all of the blogs and a new forum feature at www.np2020.org. Be sure to register for your own username and password!

Win Them Over: Generation Y Can Overcome Age Discrimination with Emotional Intelligence

johnsoncenter — Fri, 20 Jun 2008 12:43:44 +0000

Ageism is something most — if not all — twenty-somethings will have to confront as we build our careers. Often, we’re the youngest people in our organizations, and every now and then we’re confronted with overt displays of ageism. How we respond is critical.

My advice: Nip overt ageism in the bud. Make it clear that you won’t tolerate blatant disrespect and that you expect to work professionally and equally. Otherwise, the problem behavior will continue and you’ll never gain respect within the organization. The key to this is choosing the right approach, though… Read More

NP2020 blog under maintenance

johnsoncenter — Thu, 19 Jun 2008 15:29:45 +0000

The NP2020 Blog will be temporarily unavailable via your RSS feed readers or via email subscriptions.

All blogs can be viewed by visiting nonprofit2020.wordpress.com.

Thank you for your patience.

Stay better connected with your executive director.

johnsoncenter — Wed, 18 Jun 2008 18:38:01 +0000

In many of the conversations and reports about the leadership deficit and next generation leaders, I continue to see the theme of young leaders wanting more “grooming” from their executive directors. Many of the reports show that while executive directors may think they are grooming, this may not be transparent to their staff.

How does staff make connections between themselves and their executive directors more clear? We want them to know their help is wanted and we need feedback to grow, but how do we communicate that? How do we know if we are being groomed if we don’t ask and they don’t tell?

Connecting with your executive director

Connecting with your executive director can be hard in many organizations. Especially if your director is busy and doesn’t have time to interact with staff. In larger organizations connecting with executive directors can be even harder. Whether you work in a small nonprofit where you sit next to your executive director, or a large nonprofit where your executive director has his/her own office, the best way to connect with them is to schedule a meeting.

Before you schedule the meeting establish some clear, transparent goals. Don’t tell your director you want to discuss a program, when you really want to know if you are ever going to get promoted. Pertinent issues or concerns for the meeting may be asking their opinion on a project you’re working on, sharing updates on one of your programs, or discussing your experiences and the professional goals you have.

A scheduled meeting with your executive director is a great way to establish a connection and gain experience.

The Meeting

You’ve set up your meeting, now what? Remember to be prepared. Here are some pointers to help you prepare.

During the first few minutes explain the purpose of the meeting. Make sure to mention you want to improve your performance and grow as a professional. Though you will have a personal agenda for the meeting, be prepared to skip a few things. You don’t always know what they’re thinking, so your meeting may start one way and end differently than expected.

If you are meeting with your director to talk about what you see as the future direction for the organization, talk in real terms. If you have a big idea, do your homework. Don’t walk in empty-handed if you want to talk about a specific project or position you want in the future.

If you are meeting to receive feedback on your performance or your position within the organization, tell your director prior to the meeting. During the meeting it is acceptable to be completely transparent and vulnerable. These are not seen as signs of weakness, but as signs of your preparedness and eagerness to become a better professional. Make it clear you’re not looking to receive praise, but constructive criticism to know how you are meshing with the organization, to develop your skills and to monitor your progress. I don’t know of any director that wouldn’t want to talk to an employee who wants to improve their over all performance, and they may welcome a change of pace.

How often should you ask to meet?

Remember, both you and your executive director are probably very busy. Thus, you will probably only want to meet when it is necessary. I recommend once every other month. This time frame will allow you enough time to improve in an area that may have been discussed in a previous meeting and give you face-to-face time with your executive director. This way you’ll both become more comfortable talking about your career goals and your future with the organization.

So, try setting up a meeting with your executive director or supervisor. I know it can be intimidating sometimes, especially when you are a new employee but in the end, it will be worth it. Especially if you find out you are being groomed for a higher position in the organization and you just didn’t know it yet!

- Tera Wozniak, Millennial