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Powerpoint by Andrea Taylor, PhD Director of Training at the Center for Intergenerational Learning at Temple University. As presented at the Arlington Volunteer Roundtable on March 26, 2009 hosted by Volunteer Arlington and the Arlington Community Foundation.
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BOOMER ENGAGEMENTINVITING BOOMERS IN
Andrea S. Taylor, Ph.D.Director of TrainingCenter for Intergenerational Learning @ Temple UniversityPhiladelphia, PA
FIVE KEY STRATEGIES FOR INVITING BOOMERS IN
DREAM BIG
MAKE A DIFFERENCE
BUILD STRONGER COMMUNITIES
THE FIVE STRATEGIES1. Know Who the Boomers Are2. Listen to Them3. Craft Compelling Opportunities that
Connect Their Passion to Your Mission4. Create High Impact Messages5. Collaborate
# 1: KNOW WHO THE BOOMERS ARE
7
Cohort size (1946-1964)
•Leading Edge – (born 1946-1954)
– Over 60 million They’re currently 54 – 62 years old
– This is the BOOM!!!
Size
78 million
8
Generational InfluencesGenerational Influences
• Economic prosperity
• JFK
• Space exploration
• Civil rights &women’s movement
• Sexual revolution
• Woodstock
• Cuban missile crisis
• Vietnam War
• Kent State
• Assassinations JFK, MLK, Malcolm X
1946-1955
9
Values, Attitudes,& Preferences
Values, Attitudes,& Preferences
• Optimism
• Team orientation
• Personal growth
• Health & wellness
• Youth orientation
• Work is all-important
• Political involvement
• Diversity awareness
• Environmental concerns
1946-1955
10
# 2: LISTEN TO THEM— THEY’RE THINKING ABOUT THE FUTURE!
StructureStructure
Tim
eTi
me
TypesTypes
IncentivesIncentives
Enrichment
Enrichment
Expand Types of opportunities Expand Types of opportunities
Offer Enrichment Offer Enrichment
Offer varying Time commitments
Offer varying Time commitments
Provide IncentivesProvide Incentives
Explore new ways to Structure opportunities
Explore new ways to Structure opportunities
#3: CRAFT COMPELLING OPPORTUNITIES#3: CRAFT COMPELLING OPPORTUNITIES
Begin by assessing the diversity of your current roles
RolesRoles
• Direct Client Service (e.g. mentoring, friendly visiting) • Indirect Client Service (e.g. sorting donations, house repair)• Advocacy (e.g. writing letters, public speaking)• Organizational Administrative (e.g. filing, data input)• Organizational Capacity-Building (e.g. accountant, researcher)• Organizational Managerial (e.g. project leader, committee chair)• Organizational Governance (e.g. board member)
Underutilized
Underutilized
Underutilized
Underutilized
Offer opportunities with varying Time
commitments
Offer opportunities with varying Time
commitments
Strategy #2Strategy #2Ti
me
Tim
e
Making regular ongoing opportunities more flexible
• Be a sub• Come when called• Job Sharing• Taking turns• Breaking it down
Tim
eTi
me
Explore other ways to structure
volunteer roles
Explore other ways to structure
volunteer roles
Strategy #3Strategy #3StructureStructure
Teams
• Types of Teams:– Service delivery
teams– Problem-solving
teams– Leadership teams
• Team Management:– Staff managed– Self-managed
(Self-Directed)
• Value of Teams:
• Increased job satisfaction
• Increased retention
• Increased creativity
StructureStructure
Two Types of Roles
•Organizationally-defined–Created by staff with no
input from volunteers–Volunteers recruited to
fill existing slots
StructureStructure
•Volunteer-defined–Start with volunteer’s
particular interests & skills
–An opportunity is created to utilize those unique qualities
–More effective way to utilize specialized skills
•Volunteer-defined–Start with volunteer’s
particular interests & skills
–An opportunity is created to utilize those unique qualities
–More effective way to utilize specialized skills
• Telecommuting • Volunteering from home or work through technology• Technology can be used to:
– Complete tasks offsite– Enable direct client service– Manage distant volunteers
StructureStructure
Telecommuting
Offer a range of Incentives
Offer a range of Incentives
Strategy #4Strategy #4Incentives
Incentives
Think of incentives along a continuumIncentives
Incentives
• Recognition• Token gifts• Major gifts• Expense
reimbursement• Cash-equivalent
benefits• Cash
Enrich Opportunities
Enrich Opportunities
Strategy #5Strategy #5Opportu
nities
Opportunitie
s
A recent poll determined that the…
50+ workforce could be doubled through
small inducements such as:50+ workforce could be doubled through
small inducements such as:
Learning new things, making new friends, putting career skills to useLearning new things, making new friends, putting career skills to use
Opportunitie
s
Opportunitie
s
• Service learning• Leadership development• Personal development
enrichment
Opportunitie
s
Opportunitie
s
Lifelong learning as an inducement to volunteering
Information/Media Explosion
Pre-1950 Today’s ConditionedResponse
#4: CREATE HIGH IMPACT MESSAGES
Why MarketWhy Market
Why MarketWhy MarketWhy MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy MarketWhy MarketWhy Market
Why MarketWhy Market
Why MarketWhy MarketWhy MarketWhy Market
Why MarketWhy Market
Why MarketWhy MarketWhy MarketWhy Market
Why MarketWhy MarketWhy MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy MarketWhy MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy MarketWhy MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy Market
Why MarketWhy MarketWhy MarketWhy Market
Why MarketWhy MarketTo break throughthe CLUTTER!
To break throughthe CLUTTER!
VolunteeringThink of it as a face-lift for your spirit
And once they’re in the door…
#5: COLLABORATE• Ask people’s opinions• Involve them in decision-making• Address their concerns• Help them reach their goals• Empower them to become leaders• LISTEN!
For more information:email DGoldberg@ComingofAge.org
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