This past Saturday was spent with Kiwanis International’s Circle K GATC conference here in Indianapolis.  GATC brings together the brand new Governors (college students that run their district’s Circle K programming) and their Administrators (volunteers who support the Governors in the process).  We love working with this group because not only do we get to see dynamic and enthusiastic Millennials who are making a big difference, but we also get to focus on engaging generations together.

Saturday was all about creating positive relationships and mentorships.  This was the first time that these new Governors had met their administrators, and we felt it was the perfect time to talk about how to build a dynamic relationship based on good communication, trust, and mutual respect.  During this process, we asked the Governors and the Administrators to draw their perfect relationship.

Here are some of the responses:

• Fawkes the Phoenix and Harry Potter (drawn by a Millennial Circle K Board Member):  The Administrators are like Fawkes.  They are always there and provide support and help to the Governors (Harry Potter) when they ask for it.
• Batman and Alfred (drawn by an Administrator): Sees Governor as Batman, out in the world fighting crime and making a difference.  Sees herself as Alfred back in the Bat Cave, ready to supply Batman with what he needs and provide sound advice.
• Simba and Mufasa (drawn by a Governor): Sees herself as Simba because she’s brand new.  Her Administrator is Mufasa, ready to work with her and teach her the ropes of the savanna, or in the case Circle K.

We loved all these responses because they embody positive and supportive relationships. Young adults are capable and ready to assume leadership roles, but having a strong mentoring relationship can boost their ability and their effectiveness.  Most young adults (and young professionals) are seeking some type of mentoring relationship, whether it is directly related to their work or whether it is more casual and relates more toward building  general skills like leadership and communication.

In the case of Circle K, the mentoring relationship is the formal top-down variety (an older person mentoring a younger person in an established setting).  It’s important to remember that other types of mentoring relationships exist (for example peer-to-peer, bottom-up, formal, informal etc) and can be just as beneficial.

What would your perfect mentoring relationship look like?

You don’t have to go far to hear about the issues that face our city, our country, and our world.  I don’t know about you, but I find it easy to get bogged down in the issues and at times lose focus on what actions I can take to help bring change to our community.

That is one reason Catalyst X-Change will be hosting a new event in September to get individuals and groups focused on the actions we each can take to play a role in making Indianapolis even better.  The event is called Catalyze Indy and we need your help to identify what action you most gravitate towards, so we can highlight the organizations and efforts that speak to the widest audience.

Take the poll below and feel free to send to others,  so we get best the feedback.

From a training we did with the Indy Public Allies program. Millennials listing the strengths and challenges of their generation.
Photo (c) 2012 Catalyst X-Change, Inc.

Written by: Melissa Noyes

I came across a great blog yesterday written by Millennial Daniel Newman entitled “Time for a Millennial to Speak for Millennials.”  I wanted to highlight it in my blog this week for two reasons: 1. I think it’s awesome and I wanted to share it with our readers, and 2. I think it’s important to hear from actual Millennials on the subject of our generation.  Too many times the research comes from older generations, and while completely valid, tends to lack the Millennial “voice” so to speak.

So please take a moment to read Daniel’s blog post.

My hope is that we can continue to shed light on (and dispel some myths about)  Gen Y while also continuing to promote understanding, empathy, and engagement between all generations.

I’d love to hear any comments/reactions to the myths Daniel highlights.  Please feel free to comment below.

We all have that list of things we want to do in our life, whether you have a special notebook you keep it in or a mental checklist.  One of the things that I have always wanted to do is participate in a flash mob.  I don’t know what it is about a flash mob that speaks to me, but there is something about a group of people working together who don’t know each other to do something fun and outside the norm.

I don’t know if any of you have heard of the new take on flash mob called a cash mob.  The concept is that a large group of people flood a local business to show their support and spend some of their cash.  The hope is that is will create lasting customers and a growing local business sector in our communities.  Social media is often the selected form of marketing and connection for the event and brings a group of strangers together to join their dollars to demonstrate a support for local entrepreneurs.  I think this concept is brilliant as it builds on a current fad (flash mob), but is focusing on how to make our communities a better place.

It also takes social media to a new level by connecting those who “like” certain businesses or cash mob sites online into a relationship with each other by facilitating an in person experience that focuses on the businesses, but connecting supporters socially.  It also provides an opportunity for the business owner to connect personally with individuals who support their business or will be supporters after the event.

So I will continue to dream about my one day flash mob experience, but hope that this new craze of cash mobs comes to a business near you.  This is one trend that I hopes sticks and gets people in the game of supporting local business and the people behind the product.

One of my obsessions is Food Network.  I can’t seem to get enough (either can my kids who prefer Rachel Ray’s 30 minute meals to Dora the Explorer any day).  There is a new program called Restaurant Stakeout that has an expert restaurant owner spy on the staff to see how they represent the company and take care of the customers.  All in an effort to better the customer service and help the owner become a more successful business person.  As I watched the other night something struck me, what if there was a show titled “Nonprofit Stakeout”. 

Let me explain.  Nonprofits are in the business of helping the community and meeting the needs of their given clients and supporters.  One of the foundations of the nonprofit is built on the role community members can play in helping us achieve our mission through volunteering their time, giving of the financial resources, working as employees, etc.  Much like the restaurant business, nonprofits are in the business of engaging community members and there is alot of competition. 

So if someone was to stakeout your nonprofit, do staff members provide good customer service?  Do they treat volunteers in a way that keep them coming back?  Do they know the “menu” of initiatives going on within the organization to be a good ambassador?  How do they interact with your donors?  These are important questions to make sure your engagement experience is top notch and to ensure your supporters don’t go somewhere else to get better service.

Most staff aren’t in charge of volunteers, donors, or other supporters and are focused on providing direct service to clients (who are supporters too).  However, they interact with these individuals on a daily basis and might not know what good customer service looks like.  To make sure you pass the grade, train all of your staff how to be great ambassadors and provide customer service that keeps them coming back.

To learn how you can provide this training within your organization, contact Kristin at kristin@catalystxchange.org

It is that time again. We are hosting our Spring Training Series, which is a great time to participate in a strategy packed training that allows you to take your nonprofit to the next level and network with other professionals.  And the line up is…. Drum roll please…

ENGAGING VOLUNTEERS: MOVING PAST JUST RETENTION

Tuesday, March 20th 9-11am

English Foundation Building: 615 N Alabama Street, Indianapolis, IN 46204

This training will assist you in learning strategies to fully engage volunteers within your organization and your mission. These strategies will assist you in building a strong foundation of organizational supporters. Each participant will leave with an action plan on how to apply the strategies within your organization.

Cost: $10 Payable the day of the training via cash, check, or credit/debit card

CONTINUUM OF ENGAGEMENT: CREATING AMBASSADORS FOR YOUR MISSION

(Co-hosted with CIAVA)

Thursday, April 12th 8:30-10am

Red Cross of Greater Indianapolis: 441 E. 10th Street, Indianapolis, IN 46202

This training will provide a glimpse into how to create a continuum of engagement that capitalizes on your current organizational supporters and positions you to grow in community support for your mission. This training is an introduction to our upcoming summer Boot Camp! (Email melissa@catalystxchange.org for Boot Camp information)

Cost: $12 for CIAVA members, $17 for non-CIAVA members

Payable the day of the training via cash or check to CIAVA

MANAGING UP: A SMART STRATEGY FOR YOUNG PROFESSIONALS

Friday, April 27th 9-11am

English Foundation Building: 615 N Alabama Street, Indianapolis, IN 46204

Designed especially for young professionals, this training will teach you how to use “managing up” to create a solid relationship with your supervisor and build a foundation for a successful career.

Cost: $10 Payable the day of the training via cash, check, or credit/debit card.

If you are interested attending any of the above trainings, RSVP to me at kristin@catalystxchange.org

If you are unable to attend any of these trainings but think your organization would benefit from some of this content, let us know because we tailor make trainings for organizations.

Being a big fan of Dr. Seuss, I was excited when previews for “The Lorax” started popping up.  I was a bit skeptical; however, as this is one of my favorite books and I wasn’t sure how it was going to translate to the big screen.  My skepticism was put to rest in the first 5 minutes.

In a nutshell, it was awesome.

Here’s why:

1. It teaches a great lesson on environmental responsibility.  Even the youngest viewers can understand the negative impact that cutting down the Truffala trees had on the entire ecosystem.  And it goes one step further (see number 2).

2. There’s an emphasis on personal responsibility.  As consumers, it’s up to each and every one of us to educate ourselves about the products we buy and about the companies that make them.  We vote with our dollars every day.

3. It’s okay to question “the way things are.”  It’s the only way that big changes are going to happen.  Sure, there might be pushback at first, but it can be worth it to make positive change.

4. Going outside your comfort zone (in Ted’s case, Thneedville) can result in amazing things.  You might learn something you didn’t know before.  You might find yourself.  You might make a new friend. You might bring about big changes.

5. One person can make a difference.  Let’s not forget the lesson of the “Unless” stone in front of the Once-lers house: “Unless someone like you cares a whole awful lot, nothing is going to get better. It’s not.”

Go see The Lorax.  You won’t be disappointed, I promise.  You might even be inspired to do something amazing.

Comparison to the Water Cycle: Relationship should be Circular, Sustainable, and Reciprocal

By: Kristin Clements-Effner, MSW  Training Coordinator/Cofounder

This past week we had a dynamic training with a group of young professionals that are entering the world of nonprofits and have been serving around the city this year.  The training topic was “Managing Up” and of course the training would not be complete without the drawing of pictures and lots of laughs.  Our request to this eclectic and dynamic group of professionals was to draw us what their perfect employee/supervisor relationship would look like.  Lets just say we had pictures from the Water Cycle, to Nicki Minaj, to a person on an island by themself with a life line to the office.

One thing was clear, young professionals know what they want in a supervisor and know when they have hit the supervisor jackpot.  My observation from the presentations of their drawings was that if one of them had a supervisor meeting their needs, they spoke of their experience with enthusiasm and passion.  There was a definite consensus among the group about what their ideal workplace situation would be.  And the survey says….

1. Teamwork and Trust: Both the employee and supervisor are seen as equals in achieving success and completing projects.

2. No Micromanaging Please:  Young professionals want a task with clear expectations, but then want the freedom to be creative and accomplish the task in their own way.

3. Communication…Communication…Communication:  Open and positive communication is essential to a young employee feeling valued and knowing where they stand.  Positive feedback is just as important as constructive feedback on performance.

4.  Flexibility:  Everyone has different work styles, times of productivity, and levels of efficiency in completing a task.  Flexibility in scheduling and moving to a more task based workplace would allow young professionals to have life/work balance and not have to stare at their computer screen just because they have to stay til 5pm.

We joke about how much our training participants dig coloring and drawing, but every time it lends itself to great insight into how employees feel and how to make a thriving workplace that fully engages all employees.

If you are a young professional, stay tuned for our “Managing Up” Public Training this Spring so you can cultivate a great employee/supervisor relationship.

Seeking a professional relationship with equality and free exchange of ideas.

A relationship based on trust, good communication, and room for autonomy and creativity.

Supervisor provides support and delegates tasks; employee can be productive and has the freedom to be himself.

I came across an article last night on NPR that talked about helicopter parents in the workplace.  (You can read the article here).   Helicopter parenting is an issue that comes up frequently during our trainings centered around generations in the workplace–although until last night all the feedback we’d received had been about helicopter parents in the college scene.

If you haven’t heard the term “helicopter parenting,” it refers to parents who are so overly involved in their children’s lives that they have the tendency to 1. hover and constantly check in on their kids, and 2. sweep in and rescue their kids as to prevent them from failing.  It seems to be a trend with parents of Millennials.  The most common example we hear is about parents calling or emailing professors to ask why their (adult) child failed a test or received a bad grade on a paper and requesting that the grade be changed (to an “A” of course).  Now it seems as though these same helicopter parents are buzzing along with their children into the workplace.

Am I shocked? No.  Am I appalled?  Yes.

Parents of Millennials have a done a lot of things right.  They’ve given us ample opportunities to explore, create, and find our strengths.  They’ve told us we’re amazing and can do anything we set our minds to and have supported us through everything–from the first day of kindergarten to the first day of our first real job after college.  However, some parents of Millennials have never let their kids fail.  They’ve wanted us to succeed so much that they’ll do anything to help.  Supportive? Yep.  Helpful? No.  This support sometimes comes at the expense of the development of critical skills like self-sufficiency and the ability the handle failure, and creates a sense of entitlement.  I’d even wager a guess that there are many Millennials out there who are completely able to handle their own lives, but their parents are afraid to let go.

So what can we do?

As an older member of the Millennial generation, I feel as though it’s our responsibility to start mentoring our younger counterparts.  Many Millennials may have never developed important skills like self-motivation, accountability, and the ability to advocate for oneself.  As older Millennials, we’ve been out of college for almost a decade and have had the opportunity to develop these skills.  We’ve achieved great things and celebrated our successes.  We’ve fallen flat on our faces and learned from our failures.

I would encourage all Millennials to seek out the fresh faces in your workplace and start cultivating relationships with them.  Volunteer at college campuses.  Mentor a high schooler.  Peer-to-peer mentoring relationships can provide Millennials with the opportunity to learn from one another and provides a safe, comfortable space for Millennials to discuss real issues that affect our generation.  A strong relationship with a peer who is navigating adulthood successfully can help eliminate the need for helicopter parents.  As younger Millennials find their feet and their voice, they won’t need parents to advocate for them.

It’s time for helicopter parents to come in for a landing.  But don’t worry, your kid will be fine.  We got this.

Over the past week, I haven’t been anywhere without talk of the Super Bowl and questions about when I am going to the NFL Experience.  You can’t go anywhere in the city and escape the Super Bowl banners and hype.  I will admit I am not a football fan and don’t really get into major sporting events; however, I can’t deny the level of city spirit that has seemed to rise up over the past week.  I know that the concerts are fun and the excitement can be intoxicating, as we build up to the game.  However, I can’t help but ask myself what happens when the tents come down and the banners are removed.  The celebrities will roll out-of-town and the jerseys will be put away for another season, but we would be sorry if we didn’t see the opportunity that this brings to reenergize residents about how great the city could be.

Indianapolis is a wonderful  place and all too often we drive in for work and make that long commute back home, turning our eyes and ears to the challenges that we face.  I want us to reflect on all the excitement this week and the pride that was awakened to capitalize on our desire to be apart of something big.  Let’s all join together to continually celebrate the good things in the city by supporting our local businesses and organizations throughout the year to make a vibrant community.  Let us remember that we are a piece of continuing this effort past a big game and more fully engaging ourselves in the city.  I hope this is just the beginning of those of us that call this city home seeing that it is worth investing in with our time, our talents, and our treasures.  So as you munch on the chips and dip and pick your favorite commercial of the evening, ask yourself; “What can I do to make this city even better?”