Boomer Engagement: Inviting Boomers In

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

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# 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 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 [email protected]

Education

Boomer Engagement: Inviting Boomers In