![]() This is especially true if you went to college and graduate school and didn't start your career until you were 25 (50 is halfway between 25 and 75). For instance, you might find yourself at a mid-career point around age 50. Additionally, there's a growing trend among Baby Boomers to extend their careers beyond the traditional retirement age of 65. This is a notable increase from the 28% recorded in 1990. A recent study by, "The MidCareer Opportunity," ( ) shows that 40% of the developed world workforce falls within the 45-64 age group. However, what they often overlook is asking the fundamental question: What do I want to do when I grow up? While it's the kind of question we were asked early in life, it's also relevant in midlife. They're looking for tools to help them find the next gig. Many people who come to MEA are navigating a midlife transition: divorce, retirement, menopause, a scary health diagnosis, selling a business, or perhaps being part of the new "sandwich generation." Maybe 30-40% of folks make the pilgrimage because they are either contemplating or are in the process of a career or job transition. Stay tuned.Ī Nonprofit Mentoring Crisis Threatens Future Leadership of the Field We hope it starts thousands of important conversations. But working across generations is the only way that we’re going to make progress on the major issues of our day – like solving the climate crisis, ending violence, and creating paths to economic opportunity for all.Įarly next year, we’ll publish a report on what younger leaders have told us. Instead, we need to foster environments where offering feedback, coaching and mentoring – in all directions – is normalized. But the answer isn’t to shut ourselves down. I understand the hesitation to share views at the risk of being canceled, called out (or sued!). When anyone feels unsafe to share input, we all lose. At a recent focus group we held with leaders between the ages of 17 and 30, one participant said younger leaders, like older ones, are afraid of being canceled for saying the “wrong thing.” They want opportunities to mentor and be mentored by others, both older and younger than themselves. These younger leaders are committed to working across generations. Right now we’re working with a group of 32 leaders under 30 to better understand what they want from older allies in the struggle for social change. ![]() He closes his piece by asking “What’s the solution?” and inviting conversation.Īt CoGenerate (Formerly ), we work to bridge generational divides, uniting older and younger people to solve the problems no generation can solve alone. ![]() He wrote that senior nonprofit leaders are treading so carefully amid younger employees’ demands that the entire sector is in crisis, with older leaders essentially muzzling themselves and younger leaders failing to receive the mentoring they deserve. As he put it: “entoring is the great unspoken casualty of the nonprofit upheaval era, in which relatively new employees feel it’s their right to question virtually every aspect of what their employers do and how they do it.” Last week in the The Chronicle of Philanthropy Eboo Patel sounded an alarm about generational tension in the nonprofit sector.
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