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Capturing the Energy and Expertise of Baby Boomers in National Service National Service Inclusion Project February 21, 2008 Center for Intergenerational.

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Presentation on theme: "Capturing the Energy and Expertise of Baby Boomers in National Service National Service Inclusion Project February 21, 2008 Center for Intergenerational."— Presentation transcript:

1 Capturing the Energy and Expertise of Baby Boomers in National Service National Service Inclusion Project February 21, 2008 Center for Intergenerational Learning Andrea Taylor, Ph.D. Director of Training

2 The Center for Intergenerational Learning Connecting Generations Strengthening Communities Model projects Training and technical assistance Communities for all ages Research Publications, materials and toolkits

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5 Goals for the session  Identify steps for engaging boomer volunteers;  Understand the changing paradigm of volunteerism and service  Learn strategies for developing compelling opportunities for boomers;  Utilize an assets approach to placing and retaining boomers.  Identify steps for engaging boomer volunteers;  Understand the changing paradigm of volunteerism and service  Learn strategies for developing compelling opportunities for boomers;  Utilize an assets approach to placing and retaining boomers.

6 Did You know…..  The average American lifespan is about 77.2 years.  It has increased by three months a year since the mid 19 th century.  The fastest growing segment of the population are people over the age of 85, followed by those over the age of 65.  People are considered “young-old”.  People over age 85 are considered “old-old”.  The average American lifespan is about 77.2 years.  It has increased by three months a year since the mid 19 th century.  The fastest growing segment of the population are people over the age of 85, followed by those over the age of 65.  People are considered “young-old”.  People over age 85 are considered “old-old”.

7 Physical Challenges and Changes of Aging  Hearing loss  Changes in vision  Taste and smell  Touch  Bone density and muscle mass  Hearing loss  Changes in vision  Taste and smell  Touch  Bone density and muscle mass

8 Engaging Boomers in Service 1.Understand Who the Boomers Are 2.Expand Your Menu of Opportunities 3.Market Your Opportunities to Attract Specific Populations 4.Develop a Targeted Recruitment Plan 5.Unleash the Talents of Boomers/People 50+ by Making the Right Fit 1.Understand Who the Boomers Are 2.Expand Your Menu of Opportunities 3.Market Your Opportunities to Attract Specific Populations 4.Develop a Targeted Recruitment Plan 5.Unleash the Talents of Boomers/People 50+ by Making the Right Fit

9 Who is this New Volunteer?

10 50+ Adults Represent Three Distinct Generations

11 Regular, ongoing commitment Recognition; based on hours Highly defined roles Hands-on, repetitive and routine tasks Lower skills Close supervision Regular, ongoing commitment Recognition; based on hours Highly defined roles Hands-on, repetitive and routine tasks Lower skills Close supervision Traditional Volunteering Shaped by the G.I. Generation

12 “New Volunteers” Have Different Preferences!  Choice, choice, choice!  Short-term commitments  Meaningful work  Self-benefit  Autonomy & self-direction  Choice, choice, choice!  Short-term commitments  Meaningful work  Self-benefit  Autonomy & self-direction

13 What Does This Mean for Volunteer Programs?  You may need to make changes to your portfolio of opportunities and management style.  Boomers will begin retiring in force in We have 3 years to build infrastructure.  You may need to make changes to your portfolio of opportunities and management style.  Boomers will begin retiring in force in We have 3 years to build infrastructure.

14 Strategies to Create Compelling Opportunities for 50+ Adults © 2007 Temple University Center for Intergenerational Learning.

15 Expand the types of Roles Enrich Opportunities Offer varying Time commitments Offer a range of Incentives Explore new ways to Structure roles Structure Time Roles Incentives Opportunities 5 Strategies © 2007 Temple University Center for Intergenerational Learning.

16 The right message… Sells! Becomes the basis for all communications Bears repetition Sells! Becomes the basis for all communications Bears repetition © 2007 Temple University Center for Intergenerational Learning.

17 “ Marketing” vs “Recruiting” © 2007 Temple University Center for Intergenerational Learning.

18 Message Desired Perceptions Existing Perceptions Customer Benefits Target Audience Mission Creative Brief Creative Brief — the components © 2007 Temple University Center for Intergenerational Learning.

19 Develop a Targeted Recruitment Plan Response Find People Skills Opportunity

20 Opportunity-Opportunity-Opportunity-Opportunity Your job is to find the “right fit” between a person’s assets and preferences and the requirements and expectations of a specific opportunity

21 The Right Fit Drivers Interests Dreams Accomplish- ments Skills Roles Work Environment Time Commitment Intensity The Personal Profile

22 What can YOU do to keep people 50+ connected and contributing to your organization? Strategy 1 Create a workplace that recognizes generational differences and promotes inclusion of diverse groups Strategy 1 Create a workplace that recognizes generational differences and promotes inclusion of diverse groups

23 Strategy 2 Develop an individualistic and facilitative management approach. Strategy 2 Develop an individualistic and facilitative management approach.

24 Strategy 3 Support people as they age. Strategy 3 Support people as they age.

25 This involves: Creating a climate where requests for accommodation are welcomed and voiced by the individual—not presumed by staff. Create less taxing roles. Make modifications in the work environment. Provide adaptive equipment. Give less complex tasks to those who display cognitive impairment—or pair them up with another volunteer. Creating a climate where requests for accommodation are welcomed and voiced by the individual—not presumed by staff. Create less taxing roles. Make modifications in the work environment. Provide adaptive equipment. Give less complex tasks to those who display cognitive impairment—or pair them up with another volunteer.

26 Strategy 4 Invest in individual development. Strategy 4 Invest in individual development.

27 Want more in-depth? Sign up for a webinar series! Series 2: March 6, 13, 20, 27, 2008 Series 3: May 6, 13, 20, 27, 2008 Series 4: July 9, 16, 23, 30, 2008 Series 5: September 4, 11, 18, 25, 2008 To Schedule Your Training: To register for a series call Arlene Ketchum toll free at , or For technical support and certification, contact Jamie Bracey at Series 2: March 6, 13, 20, 27, 2008 Series 3: May 6, 13, 20, 27, 2008 Series 4: July 9, 16, 23, 30, 2008 Series 5: September 4, 11, 18, 25, 2008 To Schedule Your Training: To register for a series call Arlene Ketchum toll free at , or For technical support and certification, contact Jamie Bracey at


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