Generations X, Y, & Z Blog

Labels: Generation Y, Lost Generation video

# posted by Sarah Sladek, Limelight Generations @ 5/06/2009 02:40:00 PM  0 Comments Links to this post

This business-savvy generation presents great opportunity for some, and great challenges for others. In either case, this generation presents significant change for our business climate as we know it.

An April 27, 2009 article in BusinessWeek refers to this change as the "perfect entrepreneurial storm". Just as the famously independent Generation Y enters business school, the world economy goes to hell in a handbasket.

The former blue chips of Wall Street can no longer offer long-term job security and generous end-of-year bonuses, giving this new generation of MBA graduates the impetus to pursue their own business ownership dreams.

If business schools are smart, they will rush to embrace this entrepreneurial generation and give them the tools they need to realize those dreams. The time is certainly ripe. Most colleges had already observed declines in enrollment in nearly every major--with the exception of business.

What can business schools do to unleash this generation's inner entrepreneur? The BusinessWeek article advises them to take a cue from the Tuck School of Business (Tuck MBA Profile) at Dartmouth, which is hosting a new business plan competition, with a $50,000 prize, in an effort to inspire new entrepreneurial ideas and create jobs on both a local and national level.

Or they can follow the lead of schools like the Haas School of Business (Haas MBA Profile) at the University of California, Berkeley. The school's Lester Center for Entrepreneurship & Innovation provides students with the expertise to pursue their ideas, and improve their negotiating hand with venture capitalists. It's a great example of how to encourage innovation in both new and established companies, and we need more such schools offering innovative solutions to the entrepreneurial challenge.

With their accumulated store of knowledge about how to launch a business, and proximity to the profitable ideas in technology and the sciences, business schools should be the ideal platform to nurture a new generation of entrepreneurs. And this generation—highly social, confident, and networked—seems ready for the challenge.

I would add that high schools could take a lesson from Thomas Alva Edison High School's Business Entrepreneurship Program. The Business Enterprise program utilizes work-readiness training, job shadowing, e-mentoring, college site visits, guest speakers, and entrepreneur and high tech clubs to give students a foundation of skills to build upon and transition from a high school setting to post-secondary two-year and four-year educational programs.

If more schools provided business training at an earlier age, perhaps America's workforce would be successful at bridging the talent gap and not be in danger of lagging behind Europe, India, Australia, and other countries already preparing their next generation workforce.

Certainly the world needs this new generation of business-savvy entrepreneurs—now more than ever before. If the economy is going to recover, their optimism and their new ideas will be a big part of the reason.

Labels: BusinessWeek, Gen Y start-ups, Girls Going Places Entrepreneurship Program, Haas School of Business, Thomas Alva Edison High School, Tuck School of Business

# posted by Sarah Sladek, Limelight Generations @ 5/06/2009 11:43:00 AM  0 Comments Links to this post

Why is this important? Because:

• The vast majority of associations are supported and sustained by Baby Boomers (ages 45 and up) who comprise the bulk of association executives, boards of directors, members, and volunteers.

• Generations X and Y (ages 14-44) engage in associations and workplaces very differently than preceding generations.

• While a handful of associations are now recognizing and developing plans to address the generation gap, the vast majority is neither prepared nor equipped to make the necessary changes.

• There is a growing body of research and literature on addressing generational changes in the workplace, but virtually no guidance is available and readily accessible to membership associations.

XYZ University is designed specifically to assist the 140,000 U.S. membership associations plus international associations in capitalizing on the generational shift. The University will provide associations with:

• News and Information Frequently updated case studies and articles relevant to associations bridging the generation gap and other association-related news.

• Social Networking The capability to build member profiles on the site and network with and learn from one another by posting and responding to questions or sending messages via the University site.

• Events Access to monthly Webinars a series of regional conferences to further the learning and networking process.

• Resources Valuable tools for recruiting, retention, managing, and marketing to the next generation, including but not limited to a panel of association experts, marketing solutions, leadership development tools, and strategic growth plans.

Sarah Sladek, president and CEO of Limelight Generations, is the founder of XYZ University. She started researching the absence of younger generations in membership associations in 2002. Her book, The New Recruit: What Your Association Needs to Know About X, Y, & Z (2007), was one of the first to address the gap in associations, and she has given presentations and consulted on the topic nationwide. Through her work with association leaders, Sarah recognized a need for them to have access to in-depth, useful information on the topic of recruiting, retaining, and relating to younger generations. She created XYZ University to help associations succession plan and successfully recruit and retain younger members. XYZ University is the Next Generation Association. Learn. Know. Grow!

For more information, please e-mail dean@xyzuniversity.org or call 763.773.5463.

Labels: advertising to Generations X and Y, recruit and retain younger members, succession planning, XYZ University

# posted by Sarah Sladek, Limelight Generations @ 4/27/2009 03:51:00 PM  0 Comments Links to this post

Labels: Generations X and Y, High Performers Won't Wait, talent, tenure

# posted by Sarah Sladek, Limelight Generations @ 4/27/2009 03:03:00 PM  0 Comments Links to this post

• High-profile speakers as keynotes and break-out presenters (Including Nadira Hira, a Gen Y expert from Fortune magazine!);
• A multi-faceted interactive learning show;
• Next Generation Employer of Choice Awards ceremony;·
• Live entertainment;
• An inner-conference broadcasting station and social networking site;
• And many other trend-setting concepts!

Labels: bridging the talent gap, generation-themed business conference, Limelight Generations, Next Generation Employer of Choice awards, RockStars at Work Conference

# posted by Sarah Sladek, Limelight Generations @ 4/09/2009 11:54:00 AM  0 Comments Links to this post

Labels: Baby Boomers, Boomer retirement, Limelight Generations

# posted by Katie Konrath @ 4/03/2009 02:54:00 PM  0 Comments Links to this post

Labels: newspapers, Rocky Mountain News, Seattle Post Intelligencer, Seattle Times, technology

# posted by Sarah Sladek, Limelight Generations @ 3/26/2009 12:27:00 PM  1 Comments Links to this post

Why? Because the economic situation we're sitting in is temporary. Sooner or later the economy will edge its way back to normalcy and we will return to our panic-stricken state as we face an ever-widening talent gap due to retirements.

The U.S. Census Bureau predicted a shortfall of 10 million workers in the U.S. by 2020. Furthermore, the U.S. is woefully behind other countries in our efforts to bridge the gap.

If employers would really stop to consider how fragile our workforce is, they would become more concerned about stablizing it and preserving it.

Layoffs, large or small, force organizations to cut loose the talent in which they have invested salary and training dollars. While talent released during a layoff today may seem like little more than an expense, tomorrow it could be the difference between success and failure.

Here are a two perks to consider when downsizing:

Career Coaching Internal Relations, a professional coaching service, has launched an innovative program for companies forced to downsize. Realizing that many downsized employees are either Baby Boomers, re-entering the workforce after many years of service at the same company, or Generation Ys, getting the boot early-on in their young careers, the company started offering a coaching solution to outplacement.

Smooth Landings™ includes a half-day workshop led by professional coaches followed by three months of one-on-one coaching designed to help outplaced employees successfully transition. Participants reflect on their achievements, evaluate their strengths and goals, develop a personal action plan, receive job search and interview training, and gain back their confidence.

For employers faced with downsizing, this is a great 'perk' to offer downsized employees. They are giving employees a great opportunity to hone their skills and improve their chances of success in a job hunt, while practicing good corporate citizenship and lessening the liabilities associated with transitioning employees.

Boomerang Programs Another great perk to consider is the development of an alumni, or boomerang, program. Alumni programs allow you to maintain a mutually beneficial relationship with former employees who may someday provide significant value again, providing you with an excuse to remain in contact and a mechanism to recruit them back quickly when needed.

Because so much great talent is being released into the labor market right now, it is a great time to either start a formal program or upgrade your existing corporate alumni or “boomerang” program.

While the primary reason organizations develop alumni programs is recruiting-related, lots of research demonstrates that investing in corporate alumni programs increases the sales lead generation and deal closing capability of the organization.

If you treat them right, former employees (i.e., alumni) can be converted into “ambassadors” for your organization. Despite being laid-off, odds are that a significant number of former employees remain loyal and committed to your organization.

If you proactively build and maintain a relationship with them after they leave, they will continue to “talk up your firm” and maybe even become a customer when they land in a new role.

The Treasury Alumni program of the Australian Government offers former and retired employees access to networking, events, and employment opportunities. KPMG maintains an active alumni directory, publishes a magazine for alumni, and also offers a social networking forum.

Do you know of or have ideas for other 'perks' employers can provide during a downsize? If so, our readers would love to hear from you. Please post them here!

Labels: downsizing, Internal Relations, KPMG, layoffs, perks for downsized employees, talent gap, Treasury Alumni program, Victaulic

# posted by Sarah Sladek, Limelight Generations @ 3/25/2009 08:45:00 AM  0 Comments Links to this post

And inevitably, I always get a question related to raising Gen Y kids --and I am always amazed at how many people in the audience have come into contact with helicopter parents. I'm not a parenting expert, but I realize these two questions (or frustrations) with Ys are linked.

Labels: Baby Boomers, concerns about younger generations, generation y at home, Generation Y at work, helicopter parents, raising generation y

# posted by Sarah Sladek, Limelight Generations @ 3/10/2009 11:27:00 PM  1 Comments Links to this post

Labels: Best Buy, Deloitte, Generations X and Y employee-generated videos, KPMG

# posted by Sarah Sladek, Limelight Generations @ 3/04/2009 01:48:00 PM  0 Comments Links to this post

Art is infinite. An artist never reaches a point of complete mastery. The skill of an artist is in constant development; evolving and transforming, adapting to the moment and becoming fluently versatile in order to experience or achieve a brilliantly authentic outcome.

Leadership is art. Leadership, like all arts, takes patience, practice and persistence. The art of leadership is exhibited by modeling the way, inspiring a shared vision, fostering an environment of innovation, guiding others toward their own excellence and encouraging the celebration of success. To new leaders these artful behaviors can seem daunting and vague. However, the art of leadership can be taught to new leaders by helping them build five key fundamental skills early in their careers that will allow them to successfully adapt and become versatile amongst any given challenge. Take time now to teach new leaders foundational skills, and watch them achieve and succeed beyond unthinkable limits.

Five Foundational Leadership Skills:

1. Determine values: Help new leaders identify what they stand for personally and professionally. Facilitate them through a discussion that will guide them toward articulating their top three values. New leaders need to first understand who they are, and what they personal stand for, before they can effectively model the way.
2. Articulate vision: Teach new leaders how to describe the future. A new leader needs to learn first how to identify where they are headed, and secondly be able to describe their vision clearly and with conviction in order to inspire other
3. Seek ways to foster personal growth: Encourage new leaders to seek out ways to personally grow. Hold them accountable to following through on continuous learning opportunities. Advancing their education or reading the latest leadership books, choices are limitless.
4. Learn to partner: Teach new leaders how to identify the strengths of others, and how to align themselves with those who have talents they themselves may not have. Learning to partner fosters collaboration and respect, and diminishes the desire for silos.
5. Share wins: Ask new leaders to frequently share their successes with others. Meetings, emails or networking sites are great avenues new leaders can use to communicate personal or team wins. Professionally sharing wins helps to highlight the strengths of new leaders and builds confidence!

Labels: Leadership, Management

# posted by Gina and Karen @ 2/18/2009 01:06:00 PM  0 Comments Links to this post

• How to manage Y talent during a recession and what to expect when the recession is over;
• How to leverage Gen Y talent to move your organization further, faster;
• Strategies for recruiting and retaining Y talent (job design, onboarding, career pathing, etc.); and
• Strategies for bridging the generation gap to build a great multi-generational team.

Guest Speakers: Gina Kellog-Garder and Karen Rulifson, Monarch Leadership

Labels: Bring out the best in Y workshop, Centerstage Series, how to manage Y talent during a recession, Limelight Generations, Monarch Leadership, strategies for recruiting and retaining Y talent

# posted by Sarah Sladek, Limelight Generations @ 2/18/2009 10:50:00 AM  0 Comments Links to this post

I recently gave a presentation on the importance of recruiting and retaining younger generations in the workforce when someone in the audience raised his hand in vehement protest.

He assured me that concerns regarding younger generations in the workforce were no longer relevant. "All bets are off", he said, because the economy is in dire straights and younger generations will have to go back to kissing up and climbing corporate ladders.

Not so fast! For starters, the economic mess we've found ourselves in is not a permanent situation. And it certainly isn't going to stop people from aging.

Forty percent of our workforce will be eligible to retire in 2010. Whether all 40% retire at once, or stagger their retirements throughout the next several years, that percentage will continue to increase with each passing year.

Meanwhile, more Ys will enter the workforce. In fact, by 2011 Ys will likely outnumber the Boomers, and we know Ys will support the Xers in their quest for leadership and change.

The economy might be in the toilet, but all bets are certainly not off.

Further food for thought: whether it happens sooner or later, the exodus of the Boomers from the workforce will leave a talent gap in their wake. Yes, Generation Y is the largest generation but they span ages 26-14. It's going to be a while until those 14 year olds can catch up and take the reigns vacated by Boomers.

Even now it's critical that employers start preparing for the talent gap, realizing that in the not-too-distant future they will need to compete for talent. How your company handles its hiring processes and layoffs when times are tough, can influence its position when times are prosperous.

The once-private process of giving pink slips is becoming increasingly public, whether a firm likes it or not. Know that layoffs will be blogged about, live-tweeted, Facebook'ed - ever more the reason to make sure your communication is sharp. Consider this:

Jerry Yang, founder and CEO of Yahoo!, sent out a memo (all in lowercase letters) about the company's mass layoffs of 1,500 employees. The event made news because employees Twittered about their experience. One employee posted a series of roughly 20 'tweets' detailing his laying-off experience.

Shortly thereafter, the board fired Yang. Some critics assume that Yang's casual approach to the cutbacks, which received widespread negative attention, spurred the board's decision to eliminate Yang.

One of the first things Zappos.com's chief executive did when he laid off 125 people was Twitter and blog about it. Likewise, the VP of HR at Thomas Nelson blogged about a job cut of 50 people, first to explain the situation, and then to address rumors related to the cuts.

Each of these tales show we're in a new era of transparency and outreach because of technology. Be ready. All bets are not off, so don't stop thinking about tomorrow. It--they--will soon be here.

Labels: Baby Boomerers, economic crisis, Generation X, Generation Y, layoffs, Thomas Nelson, Yahoo, Zappos.com

# posted by Sarah Sladek, Limelight Generations @ 2/17/2009 02:49:00 PM  0 Comments Links to this post

• The former chairman of NASDAQ was arrested for fraud.
• The Governor of Illinois was arrested for corruption.
• The CEO of Merrill Lynch requested a $10 million bonus after Merrill suffered net losses of $11.67 billion and was about to complete its acquisition by Bank of America Corp.
• Auto manufacturers took a private jet to beg for money on Capitol Hill.

"Top business leaders, by and large, cannot lead the way to a better tomorrow. They are too entrenched in the system and have too much at stake to be credible agents of change. Yes, enlightened leaders are out there and will be critical to success, but HR can be critical EVERYWHERE, irrespective of the CEO's enlightenment."

1. Track your top performers. Remember - your top performers aren't always your executives. In fact, your company should identify its youngest top performers and focus on their insight and well-being. For example, call or meet with them, ask how they are doing and what resources they could use. Take notes on what they say, then compile those notes into concrete suggestions and act upon them.
2. Evaluate the hiring process. Create a document that outlines your last HR hire including the competencies used, how you evaluated resumes, and your on-boarding process. Have the new hire weigh in with what worked and what didn't. Open yourself up for dialogue and feedback in an effort to continuously improve the hiring process and bring in the best candidates.
3. Harness the power of the Web. Associate with younger generations by getting involved in free online job boards like LinkedIn and Facebook. Create a profile page devoted to your business to build a network of prospective, new, and experienced employees. This network will be valuable to you when you are ready to interview and hire and will also work to keep your company top-of-mind.
4. Embrace social networking. Blogs devoted to recruiting and selection, or creating a blog on your company website will engage young workers. These generations want to see your company's personality and hear its voice so they have something to believe in and trust.
5. Train. Younger generations want to be challenged and acquire new skills. Focus on the future and give them the tools they need to succeed. Trainings should be interactive and engage experienced leaders as presenters, or invite the younger leaders to present content themselves. A lack of professional development opportunities and a lack of positive relationships are the two main reasons X and Y leave an employer.
6. Provide what X and Y want. As soon as the economic crisis subsides, retirements will continue and Generations X and Y will comprise the majority of the workforce by 2011. Do you know what these generations want from an employer? Here are just a few of the 'must-haves' for a company competing to keep young talent: tuition reimbursement for continuing education; access to quality professional and leadership development; opportunities to take on additional responsibilities in leadership roles; opportunities to connect and network with peers; mentoring programs; access to CEOS and executives; flextime and telecommuting options; and childcare and eldercare benefits.

Labels: auto manufacturers, Enron, Generation X, Generation Y, Governor of Illinois, leadership change, Merrill Lynch, NASDAQ, younger leaders needed

# posted by Sarah Sladek, Limelight Generations @ 2/03/2009 09:19:00 AM  0 Comments Links to this post

I am pleased to announce that Limelight Generations has formed an alliance with Monarch Leadership. Our companies share a common mission to help organizations grow and bridge the talent gap through the development of their emerging, young leaders.

While Limelight Generations specializes in recruiting and retaining Generations X and Y, Monarch Leadership specializes in leveraging their talent, working with companies to develop generation-friendly talent management cultures, and coaching young leaders to help them identify their strengths and reach their goals. Monarch's principals, Gina Kellogg-Gardner and Karen Rulifson, have 28 years of combined experience in corporate leadership roles at Best Buy, Caribou Coffee, and Target.

After spending months researching the link between employee engagement and leveraging Gen Y, Gina found the relationship between employee engagement and an organization's success in leveraging Generation Y is driven by leadership. The following article, authored by Gina , was published in Connections, the official magazine for the Professional BusinessWomen of California. Engaging Gen Y: Strategies for Success Employee engagement is the discretionary energy, effort, and initiative an employee puts toward their work. Engagement is achieved when employees have a clear understanding of how their role impacts the organization and feel their contribution is meaningful. Generation Y is asking employers to provide interesting work, a sense of fulfillment, and the ability to thrive in an entrepreneurial work environment; all factors fostering engagement.

Leadership impacts employees engagement levels by 48-57% (Melcrum Publishing 2008). Six organizations interviewed for this research stated leadership as their organization’s number one employee engagement lever.

Leaders who directly manage Gen Y employees impact their engagement. Literature and Gen Y blogs confirm leadership is key to leveraging young workers. The formula for engaging them, according to Brazen Careerist and Employee Evolution blogs, is trusting them with decision making, giving challenging and fulfilling work, providing growth opportunities, and providing open, honest feedback.

Organizational structures must also support engagement in areas such as:

• Leadership development - If you want to increase Gen Y engagement, team leaders, supervisors, and mid-level managers must learn to lead effectively.
• Job design – Job design has the second greatest impact on engagement. Show Gen Y you trust them with decision making and offer roles that are interesting and fulfilling. Design jobs that have distinct and important roles in the organization, are meaningful, and foster a sense of contribution.
• Career culture – Involve Gen Y employees in their career development plans. Allow employees to identify the pace, limitation, and values they want in their roles, and to adapt it based on personal goals and needs.
• Engagement survey – Use a survey to measure engagement. 10% of the process is administrating the survey and 90% is responding to results.
• Online action planning – A great way to engage Gen Y is to use technology and incorporate an online action plan. This allows employees, manager and leadership to view engagement plans, mointor progress, and recognize wins.

The relationship between employee engagement and an organization’s success in leveraging Gen Y is driven by leadership. With Gen Y having the largest employment share by 2011, leadership’s ability to engage and leverage this new generation will give organizations the competitive advantage.

Labels: career culture, engagement survey, engaging Gen Y, Gina Kellog-Gardner, job design, Karen Rulifson, leadership development, Monarch Leadership, online action planning

# posted by Sarah Sladek, Limelight Generations @ 1/15/2009 12:10:00 PM  0 Comments Links to this post

Labels: e-mail, Facebook, Google, LinkedIn, SearchEngineWatch.com, social media, Twitter, YouTube

# posted by Sarah Sladek, Limelight Generations @ 1/09/2009 10:32:00 AM  2 Comments Links to this post

"Rarely has there been a year when so many things went out of style in such a short time: not just investment bankers, gas-guzzling vehicles, corporate jets, conspicuous consumption and political polarization, but also a whole generation. After strutting and tub-thumping and preening their way across the high ground of politics, media, culture and finance for 30 years, baby boomers have gone from top dogs to scapegoats in barely a year."

"This is the third time in a century that we have seen such a generational change in the White House. ... John Kennedy's inauguration marked the departure of the World War II commanders who occupied the White House for 28 years; Bill Clinton's the moving on of the GI generation after 32 years. Obama's will mark the passing of the boomers after only 16."

"Generation X has emerged in a far more volatile, dynamic and global environment than its predecessors. Those born in the mid-1960s and beyond take it for granted that their environment is both global and fluid. As a broad generalization, they appear more comfortable with uncertainty than those who grew up within far more regulated, stable and insular settings. ... "Maybe that’s a generational thing. Or perhaps it is simply a coincidence that three major organizations, after considerable thought, chose to by-pass a generation and give massive responsibility to men might have been considered too young in other eras. ... "Other boards developing succession plans will, however, look at the decisions taken by three blue-chip boards after highly structured and disciplined processes and ponder whether they, too, ought to expand their horizons and consider whether their younger talent might be more suited to the times."

Labels: 2009, American Politics, Barack Obama, CNN, fall of the Baby Boomers, Generation X, Michael Barone, Porter Novelli Worldwide, The Business Spectator, younger chief executives

# posted by Sarah Sladek, Limelight Generations @ 12/29/2008 02:28:00 PM  0 Comments Links to this post

Labels: financial crisis, Generations X and Y, happiness at work, meaningful work, Spirit at Work, University of Alberta

# posted by Sarah Sladek, Limelight Generations @ 12/10/2008 01:31:00 PM  2 Comments Links to this post

Labels: Boomer retirement, careers for Generation Y, emotional intelligence, leadership gap, TalentSmart, US Office of Personnel Management

# posted by Sarah Sladek, Limelight Generations @ 12/09/2008 10:51:00 AM  1 Comments Links to this post

1. Google: Focus on Perks Google is raising the bar for each company in the world in the war for young talent. According to a study done by the Great Place to Work Institute, Google is at the top of Gen Y's list of companies they most want to work for --and why not? Google employees gain access to perks including on-site dental and medical facilities; free breakfast, lunch and dinner on a daily basis at 11 gourmet restaurants; unlimited sick leave;and a global education leave program which enables employees to take a leave of absence to pursue further education for up to 5 years and $150,000 in reimbursement.
2. Intuit: Focus on a Rotational Development Program Gen Y was born multi-tasking, so boredom on the job can set in quickly. Intuit has addressed this by offering a cracker-jack Rotational Development Program, allowing new recruits rotation programs in finance, marketing and product development every 6-12 months. This program not only keeps young workers engaged but prepares them for future leadership positions in the company.
3. Walt Disney: Focus on Internships and a Collaborative Culture The Walt Disney Company has a rock solid internship program for college students, which includes college credits for the colleges they partner with, which gets young leaders committed to the company before they graduate. Disney is also built on a foundation of a diverse and collaborative culture, and Generation Y was born playing on teams made up of members from all cultures and walks of life. The sense of camaraderie makes Disney attractive for Gen Y, because it breeds a familiar sense of teamwork.
4. Deloitte: Focus on Leadership Development Generation Y is very attracted to all aspects of learning and development. They have been raised on a diet which includes a combination of personal, leadership and team development. Deloitte has therefore designed a state of the art leadership program called the Future Leaders Apprentice Program (FLAP), and new recruits are immediately eligible for the program. Deloitte is also offering a top flight coaching and mentoring program. Because Gen Y has been coached since age 5, they are saying that the coaching and development programs offered by Deloitte are two of the main attraction points that has them stick around or return later in their career.
5. The Peace Corps: Focus on Saving the World The pay in The Peace Corps not so great (as a matter of fact, most Gen Y leaders say it's lousy), but they are willing to sacrifice pay in order to do meaningful work on a global scale, to work and live in another country where they can become fluent in a new language and to toughen up mentally and emotionally by doing hard work with long hours. Generation Y sees companies who are making a significant contribution back to their communities as tops on their lists for future employment. Teach for America is another hot and growing company that allows emerging leaders the opportunity to teach in failing school districts--another approach to 'making a difference' in the world.
6. Lockheed Martin:Focus on Continuing Education Gen Y is all about knowledge acquisition and Lockheed Martin aeronautics and space company has hit the nail on the head with 20-something recruits by offering a maximum of $7500.00 annual for education reimbursement and full graduate school sponsorship for junior level employees.
7. L'Oreal USA: Focus on College Competitions and World Travel If you have not noticed this lately, Gen Y loves a competition, and they are certainly keen on world travel. L'Oreal has latched onto this idea with its L'Oreal Brandstorm Competition, providing college students the opportunity to compete by putting themselves in the shoes of a L'Oreal Brand Manager. The competition allows emerging leaders the opportunity to analyze consumer trends while developing a top of the line marketing and advertising campaign for L'Oreal. The winner receives a trip to Paris and the opportunity to interact with top L'Oreal managers, giving young recruits a leg up during the recruiting and hiring process. The competition alone creates buzz and a 'cool factor' for L'Oreal, which is appealing to 20-somethings.
8. Southwest Airlines: Focus on Fun Generation Y's mantra is "Live First, Work Second and Have Fun!", and Southwest's quirky but fun-loving culture makes it a great first stomping grounds for the young knowledge worker.
9. Nike: Focus on Fitness Nike's campus is a prime location for Gen Y, who hits the gym at least 3-4 times each week. Nike is situated on over 170 acres, which includes a fabulous exercise center, playing fields and running trails. And of course, their "Just Do It" tagline inspires young workers to actually use these facilities rather than sitting at home in front of their computer or the tube.
10. Apple: Focus on Simplicity If you have visited an Apple store lately, you will notice that you will be greeted by a young man or woman under age 30 at the Genius Bar. In a report by Outlaw Consulting, Apple won the number 1 loyalty spot for Gen Y because their products are as "stripped-down and unadorned as possible". To be simple means convenience and speed to the multi-tasking Gen Y crowd. This audience is also highly dedicated to saving the environment. Gen Y is therefore choosing to work for companies like Apple whose positioning is dedicated to the greening of our world.

Labels: Apple, Bea Fields, Deloitte, Disney, Generation Y, Google, Intuit, knowledge workers, L'Oreal, Lockheed Martin, Nike, Peace Corps, Southwest Airlines

# posted by Sarah Sladek, Limelight Generations @ 12/01/2008 09:15:00 PM  2 Comments Links to this post

• Only buy a house you can afford. (For Xers, the future has always been uncertain, which is why we'd much rather go into debt than live within our means. At least we'd go bankrupt or die knowing we lived in a nice big house.)
• There is no such thing as a guaranteed retirement. (We've known this all along. That's why we've refused to be married to our jobs, introduced work-life balance, and pursued work that made us happy. We'll probably be working well past retirement age to pay off all our debt anyway.)
• Be wary of 401K plans. (Obviously! We're wary of anything that isn't here and now. In an Xers world, retirement funds and social security is the equivalent of Monopoly money.)
• There's no such thing as a "safe secure job." (We've never known job security. We live in constant fear of being laid off, downsized, or merged.)
• You MUST have a Plan B. (I think it's safe to say our whole lives have been on a Plan B. From broken households to a bumpy economy, we know better than any other generation how to make the best of a situation and ride out the economic hail storm.)

Labels: Baby Boomers, Economy.com, Enron, Federal Reserve, Generation X, U.S. financial economic crisis, Ys

# posted by Sarah Sladek, Limelight Generations @ 11/18/2008 01:21:00 PM  1 Comments Links to this post

Labels: Baby Boomers, careers for Generation Y, Generation Y, Jobs for Rent

# posted by Sarah Sladek, Limelight Generations @ 11/18/2008 10:06:00 AM  0 Comments Links to this post

Labels: Baby Boomerers, Generations X and Y, President-elect Obama, Rock the Vote, young voters pick the president

# posted by Sarah Sladek, Limelight Generations @ 11/05/2008 08:41:00 AM  1 Comments Links to this post

Seriously, how often do we hear how hard we Xers have it? We've been called slackers since we were adolescents and even referred to as the Jan Brady generation because we're sandwiched between two such attention-seeking generations.

The financial crisis has generated more buzz about prolonging Boomer retirements, insinuating that Xers will continue to be ignored and overlooked when it comes to moving into leadership roles. Supposedly Boomers will want-and need-to have second careers after they retire and will continue to push Xers out of the way.

Whatever.

Yes, some Boomers may prolong retirement, come back to work as consultants, or discover new talents in other fields. But can they hack it in a Gen X-lead workforce?

Think about it. When Boomers retire from their first careers, it will be Xers who take their place. The Boomers may have second careers, but almost all will focus on offering some type of service to people other than Boomers.

And let's face it -- Xers are different than Boomers. For starters, Xers are results-oriented and Boomers are process-oriented. Entire strategies and companies, like mine, have been created to help Boomers understand their younger counterparts and bridge the generation gap.

It's already difficult for Boomers to work with Xers, and the workplace is Boomer-dominated! It's going to be especially difficult, if not downright impossible, for Boomers to fit into a Gen X-dominated workplace.

In 2007, Time magazine celebrated Generation X on its cover and its article 'Great Xpectations of So-Called Slackers' warned Boomers to beware because Xers were the "next big thing".

Most recently, today's Sydney Morning Herald analyzed the American presidential election declaring it "the kiss of death to the short, unhappy rise to power of the baby-boomer generation." Our next president will be either from the Traditional Generation (the generation Boomers disrespected) or Generation X. (Yes, technically Obama was born at the end of the Boom, but his values, approach, and marketing strategies are characteristics of Gen X.)

Obama has been favored to win the election for quite some time. So it's good to be an Xer, because we'll probably be in the White House. Furthermore, an article in Canada's Globe and Mail referred to Generation Y as Generation Shocked. Parents, professors and career counselors have told this generation they can be whatever they want, and twenty-somethings have always enjoyed their pick of jobs --until now. Which means the advantaged generation will have difficulty dealing with their first economic downturn.

Meanwhile, those of us who are Xers have seen our share of tumultuous economies and we've survived 30 years of on-going layoffs in corporate America. We are resilient and, as the article points out, we have what it takes to succeed.

Ah yes, it's good to be X.

Labels: 2008 Presidential election, Baby Boomers, financial crisis, Generation X, Generation Y, second careers

# posted by Sarah Sladek, Limelight Generations @ 10/30/2008 10:42:00 AM  1 Comments Links to this post

Much attention has been given to Generations X and Y, the current teen and young adult population ranging in ages from 13 to 43, who entered the world with substantially different wants, needs, values, and interests than their Baby Boomer and older predecessors.

But what generation will come next, and how are they likely to be different?

A number of different traits have been ascribed to Generation Z, currently ages 12 and younger. As the Zs approach teen status, we will begin hearing more about them.

But we can begin to draw conclusions about this generation based on what's happening in society -- as well as the most popular toys that arrive each holiday season.

First, society.

Generation Z has grown up in a world with widespread equality of the sexes at work and at home, and where single-parent or same-sex parent families are commonplace, as are two-income families.

Members of Generation Z are already very active consumers, with a high degree of influence over their parents' purchasing decisions. From Baby Gap to salons for kids, to Dora the Explorer canned corn and Disney themed SpaghettiOs to Chuck E. Cheese - Generation Z has been marketed to and raised with a prominant purchasing position from the time they were infants.

While Baby Boomers are being accused of being overly nurturing and attached helicopter parents to their Generation Y children, Generation X is being accused of parenting from a place of guilt and fear.

As children, Xers observed skyrocketing divorce rates among their parents and an influx of women entering the workforce. As a result, they were the first generation of latchkey children -- evidently an characteristic we don't want to define us or our children.

Many Xer moms checked out of their careers to raise their children themselves, partaking in organized playdates, early childhood education classes, and enrolling their children in organized sports and activities at a very young age.

Xers are very active in their children's lives and very protective of their children, with some going so far as to not allow their children to play outside.

By the same token, Xers have befriended their children, allowing them to stay up late, sass their parents, and giving them certain indulgences -- like pop, manicures, having their own televisions, DVDs, and computers and iPods, and going to the movies and nice restaurants -- which were once opportunities reserved for older children and adults.

You only have to watch a single episode of Nanny 911 to realize that Xers are struggling with the parenting role and detest the idea of being disciplinarians. Perhaps we didn't have enough parent involvement as latchkey children or we felt our parents didn't do enough for us.

In any case, whether we realize it or not, today's parents are trying desperately to skip the inconveniences of childhood and raise little adults who are well-educated, well-rounded, talented, and mature for their age. (I know, because I'm an Xer parent myself.)

Yet, when we were children, we could leave the house after breakfast and come home at dinner, and we could play outside and actually get dirty -- two concepts that are inconcievable for our own children.

And let's not forget the influence of technology on the next generation. Zs are already highly connected, having had lifelong use of communications and media technologies such as DVDs, iPods, cell phones, and social networking and gaming sites like Club Penguin, Build-A-Bearville, and Webkinz.

Which leads me to the toy list. Undoubtedly, Generation Z will be the most tech-savvy and virtually-minded generation in history, considering that nearly every toy out there has a virtual component to it.

It used to be that stuffed animals, dolls, games, scooters and bikes topped children's wish list. Today's children wish mostly for technology. Just take a look at a few of the top toys for 2008:

• Tickle Me Elmo Live does a lot more than its predecessor to provide your child with continuous hours of entertainment with its life-life advanced technology and interactive abilities.
• Playskool Dance Cam - This kid-friendly camera console plus into your TV and the camera projects your little one onto your TV screen so they can dance along to kid-friendly tunes and adorable preschool characters.
• LEGO Mindstorms NXT -- This robotic intelligence toy with built-in sensors will react to commands given. It comes with a quick-start guide, building instructions and tips and tricks to help you build a robot ready-for-action within 30 minutes.
• Bakugan Battle Brawlers - Voted the hottest new toy by Time magazine and Newsday, the plastic balls (the Bakugan Battle Brawlers) are rolled across game cards and open to reveal monsters ready to take one another on when two players land on the same card. Trading cards that help trigger the magnetic latches that open the spheres also help determine the strength and strategy of the brawlers.
• Webkinz - The stuffed animal that comes alive online in Webkinz World and its backpacks, purses, and accessories are expected to sell out this season.
• Nintendo Wii - The family-friendly social gaming system sold out last year. Sales of the Nintendo Wii Fit, featuring more than 40 activities and exercises, is expected to top 3 million this year.
• Nintendo DS Lite -- The handheld gaming system revolutionized handheld gaming in 2007 and remains in high demand. Its two ultra-bright screens feature 3D graphics and wireless communication, so you can challenge your friends anywhere, anytime.

Stay tuned for more information about Generation Z, the oldest of whom will hit teen status in 2009. Something tells me those assertive, tech-driven Ys will pale in comparison to the wired, smart, and sassy consumers of the future.

Labels: Generation X parents, Generation Y, Generation Z, top toys of 2008, young consumers consumers of the future

# posted by Sarah Sladek, Limelight Generations @ 10/28/2008 08:33:00 PM  0 Comments Links to this post

Labels: 2008 Presidential election, Barack Obama, Generation Obama, Hip-Hop Summit Action Network, Jay-Z, John McCain, young voters

# posted by Sarah Sladek, Limelight Generations @ 10/13/2008 02:55:00 PM  0 Comments Links to this post

• The University of Maryland at Baltimore's environmental nursing program has included a push to remove mercury thermometers from hospitals. The University also teaches "green" real estate strategies for landscape architects.

• MIT is cutting energy use and has adopted green design requirements for all of its new campus buildings. The school is also making it a mission to develop clean and affordable new energy sources.

• Brandeis University just announced a new Green MBA for socially responsible business.

• At the University of New Hampshire, "energy captains" teach their classmates ways to conserve energy and water.

• Harvard University launched the Harvard Green Campus Initiative (HGCI) to establish a living laboratory and learning organization for the pursuit of campus sustainability. HGCI continuously develops and sells new services to schools and departments that want to both save money and reduce their environmental impacts.

• Led by its Global Institute of Sustainability, Arizona State University is a national leader in solar energy research development with six major grants from the U.S. Department of Energy. ASU is practicing what it researches with planned, campus-wide, solar installation that will make it one of the largest commitments to solar energy by a university in the United States.

• Applications are up at the College of the Atlantic in Maine, which is already carbon-neutral.

• At Berea College in Berea, Ky., the need for more housing for nontraditional students, coupled with the desire to create an environmentally sustainable campus, led to the creation of an Ecovillage. The 50 apartments, commons area, child-care center and other areas use 75 percent less energy and water than conventional buildings. In addition, at least half of the materials that would otherwise go to landfills are recycled.

Labels: American College and University Presidents Climate Commitment, eco-friendly schools, environmental studies, Generation Y, green colleges, Harvard, MIT, The Princeton Review

# posted by Sarah Sladek, Limelight Generations @ 10/08/2008 08:39:00 PM  0 Comments Links to this post

• Daniel Negari, 22, who started Beverly Hills Mint, a high-end real estate finance business brokering commercial and residential loans worth $5 million or more. The company took in $650,000 in 2007.
• Johnny Earle, 26, who turned his skill creating iconic T-shirts into a rapidly expanding company, Johnny Cupcakes, with locations in Los Angeles and Boston and overseas distribution. Last year's sales hit $2.29 million, and Earle expects revenue to jump to $3.75 million this year.
• Jasmine Lawrence, 17, a high school senior who landed deals with Wal-Mart and Whole Foods to carry her line of natural cosmetics. Lawrence started Eden Body Works in to offer alternatives to chemical products after a bad experience with a hair relaxer.
• Richard Ludlow, 22, who started New York's Academic Earth, an online hub for videos of university lectures and other educational content which makes academic material widely available online so as to lower the cost of education around the world.

In many cases, today’s young entrepreneurs aren't starting a company right away—they're starting a Web site and seeing if it works. The Internet has become the great equalizer, and a tremendous tool for start-up businesses.

Television shows like The Donny Deutsch Show, The Apprentice, and Hell's Kitchen are focused on business success at a young age. James Sun made it within one spot of winning Donald Trump's "The Apprentice," having been chosen from thousands of applicants nationwide to compete on the hit reality show. Sun was already a millionaire when he appeared on the show. He built a portfolio worth $2.3 million by the time he graduated from college.

Now 30 and living in Seattle, he is the founder and CEO of Zoodango.com, a Web 2.0 site that offers a social search engine to help people connect both online and offline.

This isn’t get an American phenomenon, either. The Austailian Business Review Weekly (BRW) publishes its Young Rich List featuring the 100 richest people under the age of 40. The minimum net wealth required for inclusion on the list is $20 million and its members must be 40 or under without having inherited money. Editor John Stensholt expects many more Gen Ys (under-26) to join the list, thanks in part to their confidence in their own abilities. He refers to Y as “fearless young entrepreneurs" who are “very, very confident in their own abilities.” The BRW list for 2008 included: Greg Coffey, 37, founder of anti-spyware software manufacturer PC Tools; and Nigel and Tania Austin, who started the retail chain Cotton On.

And if you want your children to start learning the lessons of running a business, check out the book, Young Bucks: How to Raise a Future Millionaire.

It seems the trend towards entrepreneurialism is here to stay.

Labels: America's Best Entrepreneurs, American Bar Association, business start-ups, BusinessWeek, Generation Y, Hell's Kitchen, The Apprentice, The Donny Deutsch Show, Young Bucks, Young Rich List

# posted by Sarah Sladek, Limelight Generations @ 10/06/2008 01:43:00 PM  0 Comments Links to this post

Labels: Generation X, Generation Y, McMansions, Richard Florida, small towns, surburbs, urban renewal

# posted by Sarah Sladek, Limelight Generations @ 9/23/2008 10:21:00 AM  1 Comments Links to this post

Labels: Kiwanis, Lions Clubs, membership declines in service clubs, Rotary

# posted by Sarah Sladek, Limelight Generations @ 9/22/2008 11:10:00 AM  1 Comments Links to this post

Labels: educate now employ later, Generation Y, hiring trends, Newspaper Association of America, No Child Left Behind, teen unemployment

# posted by Sarah Sladek, Limelight Generations @ 9/10/2008 12:11:00 PM  1 Comments Links to this post

Labels: ASAE and The Center for Association Leadership, General Federation of Women's Clubs, Generations X and Y, National Fraternal Congress of America, The Decision to Volunteer

# posted by Sarah Sladek, Limelight Generations @ 9/09/2008 01:33:00 PM  0 Comments Links to this post

Labels: Barack Obama, Generation Y, Hillary Clinton, John McCain, presidential election, Sarah Palin

# posted by Sarah Sladek, Limelight Generations @ 9/03/2008 08:37:00 AM  0 Comments Links to this post

• Time Inc. relaunched its mobile content and it’s thinking about more broadband video and video-on-demand content, too.
• Seventeen, whose average reader is a 16-year-old girl, has managed to secure the positions of top teen magazine and online site for teen girls and continues to try everything it can to reach new readers, including SeventeenTV and sponsorships with MySpace. Every single thing the magazine does points to the Web site and everything on the Web points to the magazine to continually serve the reader in the best possible way.
• SportsIllustrated launched Fan Nation, a Web destination that aggregates, filters, and customizes player and team content in real time on the Internet. This summer, it launched the first full Fantasy Football League on Facebook, giving younger generations the opportunity to interact with SportsIllustrated. As a result, the magazine has moved well beyond looking at 3 million magazine subscribers to thinking about engaging 59 million avid sports fans.

Labels: Generation Y, Mediamark Research, Pew report, print publishers, Seventeen, Sports Illustrated, Time Inc.

# posted by Sarah Sladek, Limelight Generations @ 8/19/2008 05:08:00 PM  0 Comments Links to this post

Labels: Generation X, JC Penney, nostalgia marketing, The Breakfast Club

# posted by Sarah Sladek, Limelight Generations @ 8/19/2008 10:35:00 AM  0 Comments Links to this post

Labels: Best Buy, BlueShirtNation.com, recruiting Generation X and Y, Urban Land Institute

# posted by Sarah Sladek, Limelight Generations @ 8/12/2008 06:23:00 PM  0 Comments Links to this post

Perhaps we need to take a lesson from India, where Gen Y engagement levels are the highest. That's not surprising considering that in India all generations – including younger employees - have higher levels of engagement compared to other regions, most likely as a result of its young, fast-paced, knowledge-based economy.

In the United States, as well as other regions worldwide, Baby Boomers (or the oldest, most senior-level staff) traditionally hold all the leadership roles. So why should it be any different now? Because Gen Y has been raised to be high-achievers in a world where instant gratification (from credit cards to technology) is customary. As a result, Gen Y is the most open-minded, multi-tasking, tech-savvy, media-savvy, globally-minded, diverse, college-educated generation in history.

When you put that into perspective, it's really not that shocking that Ys will disengage when they see little opportunity for advancement or increased responsibility or struggle to get respect.

Why ask Y to lead and take on more responsibility? Because employers stand a lot to gain from their young, brillant minds and unique worldviews. Because it is proven that the more engaged and enthused the Ys are at work, the more productive a company is, which is critical particularly in times of economic downturn and uncertainty.

In every industry, the world over, the more responsibility an employer gives to a Gen Y, the more engaged and enthused they are about their jobs. And the earlier, the better.

Labels: BlessingWhite, employee engagement, Generation Y, India

# posted by Sarah Sladek, Limelight Generations @ 8/11/2008 08:33:00 AM  2 Comments Links to this post

And then there's bankerspank.com, which is a Web site of video snipets promoting credit unions and an on-line store where you can buy t-shirts and other kotchies to visually express your disinterest in banks. The site features links to the Credit Union National Association and World Council of Credit Unions. Check out one of the bankspank videos here:

Banks, all I can say is that you have some work to do! The future is here. The future is now. What - and who - will you become?

Labels: Bank of America, bankerspank.com, banks vs. credit unions, Credit Union National Association, Generation X, Generation Y, Washington Mutual, World Council of Credit Unions, Young and Free

# posted by Sarah Sladek, Limelight Generations @ 7/22/2008 12:23:00 PM  1 Comments Links to this post

Labels: 2008 Cultural Dictionary, Baby Boomers, Generation X, Generation Y, generational slang, lingo

# posted by Sarah Sladek, Limelight Generations @ 7/22/2008 08:30:00 AM  0 Comments Links to this post

Labels: age discrimination, Baby Boomers, Generations X and Y, succession planning

# posted by Sarah Sladek, Limelight Generations @ 7/10/2008 09:25:00 AM  2 Comments Links to this post

Ah, summer. Here in Minnesota, summer is a highly anticipated event for the fun in the sun, barbeques, and the vacation time it brings. While most Xers remember camping during their youth or cross-country road trips with their relatives a la The Griswold’s in the movie Vacation, they don’t necessarily pine for the past. We have established new trends in travel, such as these:

• Turndown service is nice, but wireless is even nicer. These 24/7 travelers travel with technology and stay plugged in at airports, hotel rooms and, alas, beaches. Some hotels are now trumpeting free high-speed Net access that lets you log in without worrying about wiring.
• Young, single, and employed Gen Ys are skipping the sighseeing for adventure travel. Most popular excursions include whitewater rafting, scuba diving and mountain biking.
• "Staycations," where travelers stay closer to home and take long weekends instead of weeks away, are more popular than ever, especially with younger generations. Almost 30 percent of Americans have taken five or more weekend trips in the past year and 35 percent say they've taken their children with them on at least one weekend trip.
• Xers and Ys are taking their families on business trips, and they are also the proud parents of babymoons (where couples take a vacation before their first baby arrives).

Xer and Y travelers are far more adventurous, far more curious and far more tech-focused than our parents. Although we earn on average $6,000 per capita less than Boomers, Xers travel more and spend more per capita on travel. And Gen Y may represent only 9% of business travelers at the moment, but it is 75 million strong. The hospitality industry is changing. Fast. Here are three hotels on top of the trend:

• Starwood has introduced Aloft, a new line of lifestyle hotels that are chic, sociable, affordable, and tailored to the under-35 crowd. Aloft has an average rate of $150 per night featuring plasma televisions, computerized check-in kiosks, pool tables and a gourmet snack bar. Founders of Aloft say they are targeting a generation that has grown up appreciating the customization of Starbucks, the good prices of Target and Ikea, and like to maintain their hip, urban lifestyle wherever they go.
• NYLO opened its first hotel in a suburb of Dallas, and expects 50 more to open by 2010. NYLO has a multi-use lobby designed to encourage guests to socialize with features like wi-fi, chairs that hang from the ceiling, and a Nintendo Wii. NYLO has design features that play up the locality, like cowhide rugs and glass chandeliers in the shape of antlers in Texas, and will offer local entertainment such as bands, art shows and movie nights. Rooms cost an average of $120 to $200 per night.
• InterContinental's Hotel Indigo is so locality-focused that each city's hotel has an entirely different décor and sponsors local art auctions and singer-songwriters in the lobby. There are guitars for guests to play hung on the wall in Nashville and a dog named Indie residing in the Atlanta hotel who is hosting canine cocktail parties this summer.

While the Bomers expected a hotel that was nicer than their home, Xers and Ys are more interested in casual food being available anytime, free Internet, great views, and self-service check-in/checkout. We have redefined the meaning of a vacation, which has become more of a lifestyle than a luxury.

Labels: Aloft, Generations X and Y, Hotel Indigo, NYLO, travel trends, vacation

# posted by Sarah Sladek, Limelight Generations @ 6/17/2008 09:44:00 AM  0 Comments Links to this post

• The Southern Baptist Convention will take place in Indianapolis this week. As the nation's largest Protestant denomination, the religious organization made headlines when the outgoing SBC president issued a warning to Baptists saying that unless the SBC wakes up, in the next two decades more than half its member churches could vanish. The SBC president told reporters in an interview that SBC is comprised of “small groups of older white people” who must embrace diversity if it hopes to survive and must be more welcoming to ethnic groups and younger generations.
• The Episcopal Church has suffered a net loss of 115,000 members over the past three years. Nearly 60 percent of Episcopalians are reportedly over 50.
• In 2007, the United Methodist Church reported its membership was at its lowest since 1930 with just over eight million members.
• Lutheran Christians in North America decreased about 1.41 per cent, while the Lutheran World Federation witnessed a 1.73 per cent drop. The second largest LWF member church– the Evangelical Lutheran Church in America – accounting for 4.85 million members–saw about a 1.6 percent drop in the same year.
• Membership in the Presbyterian Church U.S.A. declined sharply in 2003. Figures released by the church show the denomination had 2,405,311 active and confirmed members at the end of 2003—a drop of 46,658 from 2002.
• Jewish synagogues have also observed declines. A World Jewish Digest article recently observed, “Leaders have had any number of reactions to the noticeable absence of young adult Jews in synagogues. … In the past, Jews showed their support for synagogue life by paying dues— whether they were enthusiastic participants or not. Today, that sense of obligation is gone: young adults do not feel compelled to join a synagogue if they have no intention of attending. However, when they to do decide to join, they participate as active, invested members.”

Regardless of religious affiliation, young adults attending churches, synagogues, mosques and other religious organizations will strongly influence the direction of religious life in the United States over the next 25 years. It remains to be seen whether religious organizations can successfully engage Xers and Ys in their communities.

Generations X (1965-1981) and Y (1982-1995) have challenged religious organizations to become more intentional and strategic in the ways they serve their members because they are the first generations to want new ways to worship.

Religious organizations everywhere are struggling to understand this generational shift. As a result, they are observing a decline in membership among younger generations.

I recently wrote an article about this decline for Church Executive magazine, which will be published in next month's issue. Here are a few of the tips I outlined for religious leaders to consider in the article:

• Relationships Building relationships with Xers and Ys is imperative. These generations rely only on the people who take the time to earn their trust and express care for them. Your church will successfully engage them when it becomes concerned about their needs and actively engages in developing programs and services especially for them.
• Positive Energy Younger generations often refer to church as boring, time-consuming, judgmental, and hypocritical. If Xers and Ys don’t feel positive, inspired, welcome, or engaged in their church experience, they are likely to run for the door. Churches have responded by introducing shorter services, musical instruments, and humor in the sermon. And if you don’t know what younger generations dislike about your church – ask them!
• Family Focus Xers are having children and Ys will be starting families soon. A commitment to an outstanding children’s program and a family-friendly environment is essential to attracting and keeping younger members.
• Purpose Younger generations want to make a difference and to know their participation has purpose and value. Explain how their involvement is making a difference. Gen Y has an especially broad worldview and would prefer to join a church where there are ample mission and service opportunities.
• Respect Contrary to popular belief, Xers and Ys are not slackers. They are multi-tasking high-achievers, but they don’t like obligations that intrude on family life. Be respectful of their time, don’t guilt them into taking on volunteer roles, and understand their participation will be more episodic. They like to take the lead a single project and then that’s it for a while.
• Technology Utilize technology to provide access to the church and its worship and faith-building opportunities 24 hours a day, seven days a week. Consider podcasting sermons or worship music or the minister’s message for the day, post video testimonials featuring younger members, use Webinars for Bible study, or launch a blog or bulletin board where people can engage in discussions about the church.

While the Traditional and Baby Boomer generations have sustained religious organizations for quite some time, many organizations have made the mistake of ignoring the Xers and Ys or waiting for them to conform to the traditions and the values of previous generations. Xers and Ys are actively seeking a place to belong, and they will abandon the idea of going to church or synagogue altogether when religious organizations don't meet their interests and needs.

There’s a tremendous opportunity here for the religious organizations that can find meaningful ways to integrate their involvement into young people's lives, and literally focus on the next generation of faith leaders and members. It’s important to understand that younger generations haven’t lost their faith. Research repeatedly indicates this is not the case. Xers and Ys are faithful and spiritual generations--they are simply seeking new ways to worship than the generations that came before them. The question is: Will your organization be the answer to their prayers?

Labels: Bible, declining membership, faith leaders, Faithbook, Generations X and Y, religious organizations

# posted by Sarah Sladek, Limelight Generations @ 6/09/2008 11:53:00 AM  0 Comments Links to this post

Labels: advertising to Generations X and Y, American Family Insurance, Apple Computer, Chase Bank, Heineken Premium Light, Jones Soda

# posted by Sarah Sladek, Limelight Generations @ 5/27/2008 02:33:00 PM  1 Comments Links to this post

Labels: Gen X nostalgia, Marketplace, National Public Radio, nostalgia marketing adn entertainment

# posted by Sarah Sladek, Limelight Generations @ 5/19/2008 10:48:00 AM  0 Comments Links to this post

First-time parents continue to be a growth opportunity for businesses as we experience a baby boom in America. Gen X parents, ages 26 to 44, waited until later in life to have children and are now producing twins and triplets thanks to fertility treatments and the fact that multiples are more common in older women. The oldest Gen Ys were making decisions about parenthood at an early age. Surveys conducted a few years ago revealed that Gen Ys would be even more family-focused than the Xers, which were dubbed the Family First generation by USA Today. Ys expressed an interest in co-parenting and co-working, splitting the child-rearing and paycheck-earning tasks equally among moms and dads. The Y’s passion for parenting, combined with being the largest generation to ever walk this Earth, makes them a hot target for family-focused businesses. Furthermore, the nation's Latino population grew 62% from births in 2007. That’s 868,000 new U.S. Latino babies! Indeed, the Pew Hispanic Center reports that the fertility rate of Latinas is one-third higher than that of non-Latinas. Anyway you look at it, today’s baby boom spells opportunity for brands to make and maintain a family-centered connection and nurture a new generation of consumers (Generation Z). Here are just a few of the new baby businesses out there:

• At-Home UltraSound parties Young families are throwing baby showers that feature live ultrasound images of baby, in utero. At least three local businesses have popped up in Tampa, Florida offering at-home, non-diagnostic ultrasounds along with a full menu of additional services. Ultra Babies offers DVD photo discs set to music, belly casts, massage and henna tattoos. Look Who's Kickin' and Storksview offer their own facilities with humongous flat-screens in private viewing rooms and Internet accessibility, allowing faraway friends and family to join the party and enjoy the view.

• Momsclusive Clubs New moms can experience me-time with a membership at two recently opened momsclusive clubs in London. Cupcake Spa and Members Club offers seminars, fitness training (with and without baby) and a café, and a kids-free floor houses the spa where moms and moms-to-be enjoy specialized treatments catered to their pregnancy stage. At Maggie & Rose, members can host fabulous parties with organic kids’ foods, take cooking classes, enjoy a movie night with other families, or power up in the WiFi café. Both clubs offer childcare.

• Sleep Training Nannies While sleep training is more popular in the UK, its slowly making its way to the U.S. Hush-a-bye Baby based in Chicago offers night-nannies and sleep-trainers to give tired parents a much-needed rest.

• Baby Fashion From vintage punk t-shirts to onesies with phrases like ‘Got Milk?’, trendy baby fashions are all the rage. Check out the What’s Hot for Tots blog and designer brands at Tutti Bella or the latest in Generation Green organic baby clothing at Obli Organics.

Labels: baby fashion, first-time parents, Generation X, Generation Y, Generation Z, momclusive clubs, parenthood, sleep training nannies

# posted by Sarah Sladek, Limelight Generations @ 5/14/2008 04:33:00 PM  0 Comments Links to this post

I was honored to receive the National Association of Women Business Owners of Minnesota’s 2008 Innovative Business Award last week. NAWBO even asked me to keynote the awards gala, which was especially flattering. As CEO of one of the only generational marketing companies in the United States specializing in Generations X, Y, and Z my business is indeed innovative, and at 35 I am a young entrepreneur. But being a young and innovative entrepreneur is rapidly becoming more common than ever before. Nearly 465,000 people create new businesses, on average, per month in the United States. Today, the vast majority of those businesses are started by Generations X and Y–individuals between the ages of 14 and 44. In fact, Xers and Ys are spending an average of 20 months on the job before job hopping or starting their own company, which is a mixed blessing for America’s economy. Here’s the good news: The influx of small businesses in America has spurred a wealth of innovation in the form of new products and services. For example, BusinessWeek just named its list of Best Young Entrepreneurs of Tech. The list of millionaires under the age of 30 includes the founders of FriendFeed, which lets subscribers monitor more than 30 social networking sites on a single site, and Mint.com, which is considered an easier way for businesses to categorize expenses and flag problem spending in comparison to using Intuit and Microsoft software. Here’s the bad news: Most industries, with the exception of technology, are struggling to maintain a workforce. Dare I say all industries, with the exception of technology, are struggling to maintain a workforce. The Bureau of Labor Statistics projects a shortfall of 10 million workers within the next 10 years, which means two employees will be leaving for every new hire entering. What most business leaders fail to realize is that the looming talent gap is largely due to the generation gap. My fellow Gen Xers aren’t content working for corporate America, and neither are the Ys, so they’re doing exactly what I have done. They are leaving to start their own businesses. We are using all that pent up frustration with working nine to five and our fear of downsizing, mergers, layoffs, and big business scandals and forging new ways of working. So while innovation may be hot within small business start ups, big businesses are struggling to survive. The fact is, if we fail to focus on the next generations now, we fail our businesses, families, economy, and country. Whether you are an employer or an employee, whether you are a Boomer or Gen Xer or a Y—as a citizen of America, this threat to our nation’s economy will affect each and every one of us. Employers stand a chance in bridging the talent gap if they simply rethink the way they motivate their young workforce. This is where innovation in business is needed most right now. In crafting the perfect pitch these days, employers need to put something far more valuable on the table than retirement benefits and 14 days of paid vacation. Generations X and Y are looking for meaningful work; work that makes a positive difference in their lives personally and professionally, and also benefits their communities.

• Personal Generation X and Y are renowned for being high achievers and dedicated employees, but they want the freedom to work when they want, where they want. These generations are not opposed to working in the evenings or on week-ends, if it means being able to see their children’s soccer games in the afternoons. Also known as work-life balance, Generations X and Y measure their work time in terms of quality, not quantity. In other words, they want to enjoy their work and they don’t want work to interfere with their personal time. In fact, employees under the age of 35 often consider work-life balance as the single most important consideration when deciding whether to join or remain with an employer. Work-life balance benefits include flexible schedules, the opportunity to work from home, parental benefits, increasing vacation time, and customized medical plans.
• Professional To recruit both Gen X and Y, appeal to their desire to learn. It’s ironic, but younger workers value learning a variety of skills to become as marketable as possible. We want to be prepared to take on more responsibility and we work in fear of being laid off or downsized, which is why we are cautious about committing to one employer. The irony is this: The more marketable you make us; the more likely we are to stay. Eighty percent of employees say that job training is key to keeping them as employees. Engage Xers and Ys in the company’s growth strategies and help them understand how they affect the bottom line. They want to not only understand what is expected in their present capacity, but even more importantly, what skills they will need to obtain to move into the next opportunity.
• Community These generations are attracted to companies that are supportive of community causes. So whether your company is giving employees paid time off to work with nonprofits, or organizing company-wide service projects or fundraisers, that connection to community is critical to recruiting and retaining younger talent.

Employers also need to understand that the rules of engagement have changed. The X and Y workforce isn’t going to pay their dues and patiently climb a corporate ladder. You can blame technology and credit cards for creating a workforce that expects instant gratification. You can blame parents for using time-outs with their toddlers and allowing their college grads to move back home for creating a workforce that expects nurturing relationships. You can even blame Starbucks for creating a workforce that expects customization and catering to their wants and needs. In any case, giving Xers and Ys menial tasks and minimal responsibility puts them on a fast track to the exit sign. Instead, give them access to career pathing, training opportunities, recognition for exceptional work, a paid day on their birthdays, access to CEO meetings, child care services, home office equipment, fitness memberships, and social opportunities. Above all, Xers and Ys want to be surrounded by positive relationships at work. Lack of positive relationships with bosses and co-workers is the number one reason why X and Y employees leave a job. Treat your talent well, and they will outperform time and again. (And don’t be surprised when they show up on the first day of work with ideas on how to improve your company!) Innovation in business is admirable and often necessary. Entrepreneurs are getting younger and more successful all the time. There’s even a book out there right now teaching parents how to help their children become successful business owners. Generations X and Y (and soon Z) have created new ways to work because what’s worked in the past isn’t working for them. Their contributions have been positive, but the fallout of the under-40 workforce could leave our economy exposed and vulnerable to serious setbacks. We must find a happy medium. Innovation needs to be at work in small business and big business alike to create workplaces that are rewarding and fulfilling to the careers of young Americans. Whatever career path they choose, there needs to be a place for younger generations to succeed and prosper. That is the American dream after all, isn’t it?

Labels: American dream, Generation X, Generation Y, innovation at work, talent gap

# posted by Sarah Sladek, Limelight Generations @ 5/13/2008 08:40:00 PM  0 Comments Links to this post

• The Bureau of Labor Statistics projects a shortfall of ten million workers, as 40 percent of the workforce will be eligible to retire.
• Census data suggest two employees will be leaving for every new hire entering, and new college grads will be an ever-increasing precious commodity.
• According to the National Association of Colleges and Employers, the number of entry-level job seekers receiving multiple offers has been on the rise, and the competition is driving salary offers up.

Labels: American Institute of Certified Public Accountants, college graduates, Generation Y, National Association of Manufacturers, STEP-UP, talent shortage

# posted by Sarah Sladek, Limelight Generations @ 5/05/2008 02:27:00 PM  0 Comments Links to this post

Labels: generational marketing, marketing to Generations X and Y

# posted by Sarah Sladek, Limelight Generations @ 4/22/2008 06:52:00 AM  0 Comments Links to this post

Labels: American Journalism Review, CBS, Generation X, Generation Y, media, newspapers, television news

# posted by Sarah Sladek, Limelight Generations @ 4/10/2008 12:48:00 PM  0 Comments Links to this post

Generation Z is growing up in a world where pretending, imaginary play, and learning have been dramatically redefined. Unlike the generations that came before them, Z children, ages 12 and younger, have spent their formative years using technology to play and learn. Children as young as two and three years old are now using computers. According to Nielsen/Net Ratings Inc., the number of online users in the 2-to-11 age group rose 19 percent to 15.1 million in December 2006, from 12.6 million in December 2002. Furthermore, according to a 2007 study released by the Consumer Electronics Association and Toy Industry Association, consumers are expected to spend $2 billion on electronic toys for children ages 0 – 15 years within the next 12 months. What does this mean for America’s consumers, businesses, and associations? It means today’s children and future workforce are even more tech-savvy than Generation Y, and technology is not only influencing–but shaping–the way they play, learn, and the way they will eventually work and do business. For those of you who aren’t yet aware of how technology is influencing the lives of America’s children, here’s a brief synapsis of the most popular tech toys out there right now:

• Fisher Price® Smart Cycle (Ages 3-6) – A virtual fitness experience, you plug the Smart Cycle right into a TV and as the child pedals, favorite character friends guide him or her through learning discoveries, games and even races.
• Fisher Price® Kid-Tough™ Digital Camera with Bonus Card (Ages 3+) – Designed to teach children how to take, view and download their own photographs. Features a color LCD preview screen; two-eye viewing; dual handgrips; big buttons; storage space for 60 images; and a “bonus card” that will hold an additional 142 images.
• Power Rangers Operation Overdrive Mega Mission Helmet (Ages 4+) – This replica Power Rangers helmet features a silver chrome band with mega-action flashing LED lights and sound effects. Using the included USB cord, which plugs into the top of the helmet, you can download over 20 missions from Bandai's Power Ranger Operation Overdrive Web site.
• Text ‘n Talk Walkie Talkies (Ages 5+) – Loaded with cell-phone style features, these next-generation walkie talkies let kids send and receive text messages. With a huge 1,000 foot range, four channels, and 10 pre-set text messages, these walkie talkies feature a keypad, LCD screen, message alert, and belt clip.
• Webkinz (Ages 6 – 13) – Children learn to use the computer and Internet with Webkinz, plush pets that each come with a unique Secret Code that lets you enter the Webkinz World online and play with a virtual version of your pet.
• EyeClops (Ages 7+) – A handheld bionic eye that plugs into your TV. Point the EyeClops at any object and see it magnified 200 times on your TV. Includes an observation dish and tube to view liquids, salt, bugs, etc.
• RipRoar Creation Station (Ages 8+) - RipRoar’s Creation Station is an all-inclusive system for setting up, filming, editing, and uploading videos to You Tube or other online video sharing sites. Simply hang the green screen, point the camera at it, and start filming. Then use the integrated software and included CD to edit the action, replace the green screen with background images, drop in sound or visual effects, and add music.

Our oldest daughter turns 7 this month. During the past year, she’s become fascinated by technology and all it has to offer. From her Smart Globe that downloads the latest world news, to her virtual pets on Webkinz and BellaSara, and her interactive robotic pet, MioPup. When I was 7, I was climbing trees, playing Barbies, or riding my bike. Granted, my daughter does all of this too, but her world has opened up to infinite playing and learning opportunities inspired by technology. I guess that’s why the top two gifts on her birthday wish list are a frog habitat -- and an iPod.

Labels: Generation Y, Generation Z, imaginary play, learning, technology, Webkinz

# posted by Sarah Sladek, Limelight Generations @ 4/07/2008 01:48:00 PM  0 Comments Links to this post

Labels: Generations X and Y, National Association of Women Business Owners, recruiting

# posted by Sarah Sladek, Limelight Generations @ 3/27/2008 02:45:00 PM  0 Comments Links to this post

• Flex-Time Working nine to five is not the only way Xers and Ys want to make a living. They want the option to work when they want and where they want. This means they will work from home, at night, or whatever it takes to get the job done and still be able to attend their children’s soccer games on Wednesday afternoons.
• Family-Friendly Benefits Hard as it is for Boomers to believe, salary and retirement packages are not primary motivators for Generations X and Y. They want the opportunity to choose the benefit packages that best fit their young lives and address their needs here and now. This usually equates to child care and elder care benefits, tuition reimbursement, and reimbursement for home office equipment.
• Learning Opportunities Xers and Ys live in constant fear of losing their jobs, largely due to the fact that the 1970s introduced thirty years of massive layoffs in corporate America. Job security is like a fairy tale to them, so they pursue each and every opportunity to enhance their resumes and further their careers. When employers invest in their training, provide ample learning opportunities, challenge them and further their careers, Xers and Ys take notice.
• Commitment to Community Raised with a global and cultural perspective, Xers and Ys want their work to be meaningful and to make a positive difference in the lives of others. They actively seek out employers with organized employee service projects and a focus on volunteerism and community giving.

Mr. Shelby didn’t understand the work-life balance concept, and most employers still don’t either.

According to a recent workforce study from Smart Business Network, 86 percent of the employees identified work-life balance as the most important career priority. Employers, by contrast, ranked it dead last. In Watson Wyatt Worldwide’s Global Strategic Rewards study, work-life balance appeared in "top 5" lists of both employers' and employees' views of why the latter stay at or leave a job.

Work-life balance programs are proven to boost employee morale and loyalty, prevent burnout, increase productivity and decrease turnover. Employers should be embracing this concept rather than sticking to the tired traditions of increasing annual salaries and one-size-fits-all retirement packages.

Simply put: Xers and Ys are not motivated by salary or retirement packages. And until Boomer managers realize this fact, they will have an incredibly difficult (if not impossible) time recruiting and retaining the next generation of employees.

Labels: Generation X, Generation Y, WCCO 830 Radio, work-life balance

# posted by Sarah Sladek, Limelight Generations @ 3/24/2008 11:05:00 PM  1 Comments Links to this post

• “The future will show that a real estate agent will become less and less necessary over time. The handling of the legal part of the transaction is rapidly being extricated from the hands of the real estate agent.”
• “Technology is eliminating the need for agents to broker transactions. While an agent is driving around one customer, ten other customers are searching the MLS online themselves and wondering why they are paying 3%.”
• “Realtors used to control the process, now with the Internet they are largely unnecessary.”
• “I don't think Realtors will ever be totally replaced, but we sure could get by on a lot fewer of them. Then maybe the remaining ones will actually earn their money.”

Keeping in mind that Generation Y is extremely tech-savvy and tends to be very skeptical consumers who aren’t swayed by marketing and sales pitches, it’s no surprise they have a low regard for real estate as a profession. The industry as a whole will need to engage in public relations efforts to build trust and persuade young professionals of their merit.

Real estate isn’t alone in this battle. Insurance, accounting, construction, manufacturing, and a plethora of other industries are equally endangered by the passage of the Boomers. Our society has changed, and if the industries don’t also change and cater to the needs of the next generation, it will be nearly impossible for them to survive.

The real estate industry’s desire to employ younger agents isn't just about ensuring desks aren't empty when the Baby Boomers retire. Younger agents connect with buyers, whose median age is just 39, according to the National Association of Realtors.

This makes the Gen X and Y consumers an especially hot commodity in real estate right now. Real estate relies on relationship management because most of the business comes from referrals. This is especially true with younger buyers, who trust the referrals of their peers more than anyone else.

According to statistics, the real estate industry is headed towards a rocky and uncertain future. The industry needs to consider the challenges that lie ahead and find ways to bridge the talent gap before it's too late.

Otherwise, this very well could indicate the foreclosure of the real estate profession.

Labels: Generation X, Generation Y, National Association of Realtors, real estate industry

# posted by Sarah Sladek, Limelight Generations @ 3/13/2008 02:34:00 PM  0 Comments Links to this post

Watch out below! Just when we thought the workplace was free from intolerance, today’s young professionals are bumping into age discrimination on their way to the top. For years we heard about women hitting their head on the metaphoric glass ceiling, never able to move higher on the ladder to success and get ahead of their male counterparts in the business world. Today we’re hearing about the gray ceiling as a result of the massive numbers of Baby Boomers who consume most of the senior-level positions in today’s businesses, making it increasingly difficult for the under-40 performers to move up. Consider the stories of these three young professionals I heard from just this week:

• After being named a salon’s top revenue-generator for two years in a row, the Gen Y stylist approached her Boomer manager about moving up into a new position within the company. Instead of promoting her, the manager gave her a $150 bonus and told her there was nothing else that could be done. The stylist left the salon to work independently and a considerable number of customers left with her.
• A Gen X school administrator interviewed teachers for an open position. An enthusiastic Gen Y applied and so did a Baby Boomer. The Boomer candidate stated in her interview that she didn’t want the job, but was taking it so she could collect a salary for the next few years prior to retirement. Nevertheless, because this teacher had considerably more experience, the school administrator was advised to hire the Boomer.
• A Gen Xer was hired to re-energize a foundation’s programs and outreach efforts. The youngest person on staff, she reports to management and a board comprised of people twice her age. When she approached her superiors about hiring other young professionals for the purpose of succession planning and building a diverse workforce, they shot her idea down saying they had hired one Gen Xer and that was enough.

Ouch! Is it possible that gray-ceiling incidents are treading close to reverse age discrimination? I think it’s likely that we will begin to hear more about age discrimination as more Xers and Ys enter the workforce in the coming years, much like we heard about sex discrimination as more women entered the workforce in the 1980s and early 1990s? In August 2006, Fortune magazine published an article titled, Are you stuck in middle management hell?. The article features the stories of many Xers who have been unable to move upward and onward because of Boomer management. One Xer was quoted as saying, “Youthfulness is valued in the workforce because it's seen as with-it and relevant, but it's a paradox. The senior managers in their 40s and 50s are paranoid about keeping their own jobs, so they do everything they can to keep you down.” While it’s hard for me to believe that Boomers are purposely ousting the Xers and Ys, I do believe they are more comfortable ‘sticking to their own kind’. That’s why we’re hearing more about prolonging retirement, and not nearly enough about succession planning and bringing up the next generation of employees and executives. Let’s face it. The Boomers differ from the Xers and Ys in nearly every way. The generations possess different work ethics, values, needs, and interests, so the challenges of working together are evident. And the Boomers have their pride, too. The Boomers worked tirelessly to build the businesses of America. Their generation is the very essence of loyalty and legacies and deserves and wants respect and admiration of younger generations. But herding the Boomers together to create a gray ceiling isn’t going to benefit anyone or any company in the long run. While loyalty and legacies are valuable, important, and very respectable, the approaching retirement wave should be a valuable reminder that succession planning is of the utmost importance. The time is now to focus on a new generation of leaders who will create their own legacies, as well as carry out the legacies the Boomers began. If we fail to focus on the next generation, we fail our businesses, families, economy, and country. Undoubtedly, the Boomers play a key role in our country’s ability to bridge the talent gap. They have wisdom to share, and a workforce to recruit and retain. They are also setting the tone as to whether this is going to be a time or peace or a time of pandemonium in America’s workforce. If the Boomers insist on sticking to their own kind, pandemonium will ensue and Xers and Ys will seek their revenge sooner or later. Right now, they are seeking it in business start-ups and leaving corporate America in overwhelming numbers. Babson Women’s Business Blog addresses this point candidly: “Boomers! You may have paved the way, but the next generation has seen the enemy (er...ceiling) and it is you.” So what will it be, Boomers? Will you extend peace-making efforts to the Xers and Ys and meet their demands for less hierarchy and more opportunity in the workforce? Or will you continue to ignore their pleas and wait for conformity? Here’s some advice: If you want to win the war for talent, give peace a chance.

Labels: age discrimination, Baby Boomers, Generation X, Generation Y, gray ceiling

# posted by Sarah Sladek, Limelight Generations @ 3/06/2008 11:59:00 AM  0 Comments Links to this post

Labels: Generation Y, My So-Called Life, NBC, network television, Quarterlife

# posted by Sarah Sladek, Limelight Generations @ 2/28/2008 11:47:00 AM  0 Comments Links to this post

Labels: Generations X and Y, Limelight Generations, Rock Stars Incorporated, Sarah L. Sladek

# posted by Sarah Sladek, Limelight Generations @ 2/19/2008 11:21:00 AM  0 Comments Links to this post

Labels: Generation X, Generation Y, Generation Y at work, helicopter parent, managing Generation Y

# posted by Sarah Sladek, Limelight Generations @ 2/18/2008 11:30:00 AM  1 Comments Links to this post

Labels: Generations X and Y, Minneapolis St. Paul: More to Life, Minneapolis-St. Paul, Young Professionals

# posted by Sarah Sladek, Limelight Generations @ 2/05/2008 09:13:00 PM  0 Comments Links to this post

Here are some tactics not to be overlooked:

• Peer groups Xers and Ys prefer connecting with their peers for professional development. Young professional groups, as they are often called, are most effective when there is a defined call to action, value for getting involved, access to exclusive benefits, and numerous involvement opportunities, all at an affordable price. Peer groups are an effective way for an association to encourage relationship building among young professionals, and to demonstrate the association's commitment to their professional development. Startup costs are minimal, but the return can be significant.
• Students Associations often overlook students as a viable membership base, but forming relationships with aspiring professionals and helping them launch their careers is a relationship-building effort of tremendous significance. Students have an interest in finding mentors, and an association can be a great vehicle for the formation of those relationships. Be guest lecturers, attend career fairs, or publish a student e-newsletter. Invite students in and this relationship-building effort is certain to generate ongoing growth for the association.
• Social causes Generation X and especially Y choose their employers and brands based on a company's commitment to community. They want to know that their contributions are making a positive difference, which offers a meaningful way for associations to connect with members. Associations can tout their support for an industry or community or cause, and the can also promote their scholarships and foundations. Or, start up a new giving or volunteer effort to benefit others. Social causes influence change, increase the public's awareness of the association through publicity, and often increase membership―all as a result of establishing an emotional connection through relationship building.
• Blogs and podcasts Few associations (about 300 in the United States) are taking advantage of the ability to communicate with their audiences via these technologies. Blogs and podcasts have the power to personalize an association and give it a voice. Whether you are interviewing members on a podcast or blogging back and forth about a hot topic, these relationship-building tools increase an association's visibility through search engines and viral marketing, and they position the association as an expert and trendsetter in its field.
• Webinars Presenting information or meeting online cuts expenses and makes meeting and collaborating easier for presenters and attendees. Webinar software allows presenters and attendees to interact and collaborate through live polls, question and answer periods, and document sharing, making it easy for attendees to participate in and learn from the event.

Your audiences are searching for new, different, and innovative approaches to connect with your association. Will your association stand out from the crowd? Will it meet their expectations? It's much easier to do both today than it was in 1950.

Sarah L. Sladek is the president and CEO of Limelight Generations and was a presenter at the 2007 Great Ideas Conference. Email: ssladek@limelightgenerations.com

Labels: American Society of Association Executives, Generations X and Y, marketing, membership associations, relationship-building

# posted by Sarah Sladek, Limelight Generations @ 1/30/2008 01:55:00 PM  0 Comments Links to this post

Labels: Baby Boomers, Generations X and Y, Minneapolis Foundation, Young Professionals

# posted by Sarah Sladek, Limelight Generations @ 1/26/2008 03:11:00 PM  0 Comments Links to this post

I met a colleague yesterday over coffee who specializes in board governance. We shared our experiences working with boards of directors, and both of us (as Xers) agreed the board concept has little to no appeal to our generation and the generation that follows. Most – if not all – of our clients are experiencing great difficulty in recruiting and retaining young professionals to board roles. Which leads me to wonder: what will happen to boards of directors once the Baby Boomers retire? Throughout the nineteenth century and before, there are examples of corporations, non-profits, and associations utilizing boards of directors. Yet, despite the passage of time the concept of the board of directors hasn’t evolved one iota. The concept remains much the same as it did more than 100 years ago. Needless to say, Xers and Ys find a number of faults with the board concept and would rather pull their hair out than serve a single term on a board. As my colleague put it, the Xers that do get involved in the process are "there just long enough to realize they don’t need this in their lives and quickly leave". Here are two characteristics of boards that really turn Xers and Ys off:

• Lack of trust As a rule, Xers and Ys don’t trust people they don’t have relationships with, largely due to the social events that took place during their youth: high divorce rates, terrorism, massive layoffs in corporate America, and business and political leaders failing to deliver on their promises. Boards of directors have a bad reputation as entities consumed with negativity, distrust, political undermining, and people who use the board more as a resume-booster than a service opportunity. In a number of corporate scandals during the 1990s, one notable feature revealed in subsequent investigations was that boards were not aware of the activities of the managers that they hired or the true financial state of the corporation. I conduct surveys of younger professionals, and they often describe their organization’s board of directors as cliques or people with a dishonorable regard for service. In short, they don’t trust their organization’s leaders and have no interest in joining them.
• Unreasonable expectations While the Baby Boomers thrive in commitment, Xers and Ys resist it. Most board members are required to attend long or numerous meetings and engage in lengthy discussions about topics that aren’t relevant or meaningful. I recently worked with an association that allows board members to serve up to 11 years and requires them to attend meetings that are four days long. Likewise, my colleague is working with an association’s board that has been engaged in debates about what to serve on the vegetarian menu at the conference. It’s no surprise these organizations can’t get Xers and Ys to step up to the plate! Xers and Ys want the time they spend away from their careers or families to be filled with relevance, meaning, and purpose. They want to make decisions and make change and know their efforts are making a difference. They want a foreseeable beginning and end to their work, and they expect recognition and rewards for their contributions.

What does all this mean for the future of corporations, non-profits, associations, and their boards of directors? I think it means change. Significant change in what a board does, how it operates, its purpose, and its outcomes. A lot has happened in the past 100 years. Most everything that was in existence during the last century either was improved or became antiquated. If nothing is done to improve our organizational leadership processes, then our boards of directors will also become antiquated and literally die out -- because I assure you, the Xers and Ys certainly aren’t going to spend 11 years serving on a board or sitting through meetings that focus on menu options.

Labels: board of directors, corporations, Generations X and Y, membership associations, non profits

# posted by Sarah Sladek, Limelight Generations @ 1/11/2008 11:53:00 AM  2 Comments Links to this post

Labels: Baby Boomers, Generation X, Generation Y, Iowa caucus, politics

# posted by Sarah Sladek, Limelight Generations @ 1/07/2008 10:02:00 AM  0 Comments Links to this post

Labels: Gen Y, Generation X, YoCos, young socialites

# posted by Sarah Sladek, Limelight Generations @ 1/02/2008 10:14:00 AM  0 Comments Links to this post

Labels: A Christmas Story, Generation X, Generation X-mas, Generation Y

# posted by Sarah Sladek, Limelight Generations @ 12/26/2007 10:16:00 AM  0 Comments Links to this post

Labels: ASAE, Baby Boomers, Generations X and Y, membership associations, The New Recruit

# posted by Sarah Sladek, Limelight Generations @ 12/17/2007 09:30:00 AM  0 Comments Links to this post

Labels: Baby Boomers, Generations X and Y

# posted by Sarah Sladek, Limelight Generations @ 12/03/2007 11:13:00 AM  0 Comments Links to this post