Explore our books, download research papers, discover your organization’s life expectancy and identify your next generation IQ. At XYZ University, we are passionate about bridging generational gaps, which is why we work hard to provide you with the tools you need to deepen your own generational expertise.
“Knowing Y is informative and thought-provoking. It clearly conveys how important this generation is to our future. I’d say it’s more than a must-read, it’s a must-do.” – Paul Hartgen, CAE, Council of Manufacturing Associations
The largest shift in human capital in history–the ascension of Generation Y in the workforce–presents a strategic opportunity for virtually every business and organization: Turn the tide in your favor (or keep it moving in your direction) by tailoring you offerings and culture to the preferences of the dominant demographic. Doing so makes economic, consumer, marketing and management sense, according to XYZ University CEO Sarah Sladek’s new book published by ASAE.
To effectively serve this largest-ever population, you need to know and understand its principal actors and their expectations. This book helps you do just that. Knowing Y is brimming with first-hand insights from Gen Ys, examples of organizations that have successfully engaged Gen Y, and experience and advice from Sladek’s 10+ years researching generations and demographic shifts.
The message is clear. Adapt and engage this largest population. The consequences are dire if you don’t. Purchase Knowing Y today. Millennials will thank you. Order now.
“[Sarah Sladek’s] book, ‘The End of Membership As We Know It,’ is the bomb. [It is] a must read for every CEO, membership person and plenty of Board leaders.” – B.H., The NonProfit Center
The era when associations could count on members joining and renewing, has passed. Membership is not dead as author Sarah Sladek argues in The End of Membership As We Know It: Building the Fortune-Flipping, Must-Have Association of the Next Century (2011). But you do need to change your thinking and your models to adapt to the way participation is changing.
This book, published by ASAE, outlines real, useful advice and plenty of examples for moving your membership model into the future. Click here to order (Also available in Dutch!)
“Sarah Sladek knows her stuff when it comes to Gen X and Gen Y workers. Her brilliantly written Rock Stars Incorporated is a must-read for any manager, executive or business owner. Successful companies in the future will take the time to understand these technology-savvy, global-minded and goal-driven workers to squash their competition. ” – Chancellor Kris Solie-Johnson, American Institute of Small Business
Generations X and Y are changing the way our world works because what’s worked in the past isn’t working for them. Rock Stars Incorporated: Hiring the High Performance High Maintenance Hotshots Half Your Age (2008) provides valuable insight on how to manage, motivate, and market to these rising stars.
“Recruiting younger members is essential to our future if our organizations are going to remain vibrant and relevant. I give Sladek a lot of credit for taking on a hard and important issue.” – John Graham, President and CEO, ASAE & The Center for Association Leadership
The New Recruit: What Your Association Needs to Know About X, Y, & Z (2007) was one of the first books to address the generation gap in membership associations. It brings to light the challenges that Boomer-centric associations are experiencing and viable solutions to successfully recruit and retain younger generations.
At the end of 2015, Millennials, also known as Generation Y (ages 21-34) became the majority of the workforce. This transition marked the first time in 34 years that Baby Boomers (ages 52-70) were no longer the workforce majority.
This massive shift in human capital is causing big problems for even the most successful companies. Employee turnover has become a major concern, costing U.S. companies an estimated $30.5 billion per year.
Even if companies are able to recruit Millennials, they lose them shortly thereafter. In fact, research indicates more than 40% of this generation plan to leave their jobs within the next two years. To date, Millennials have changed jobs three times more frequently than older generations of workers.
Marketers and generational professionals have turned their attention to Generation Z (1996-2009)—the oldest of whom will turn 19 this year—to gain a better understanding of what will define and drive this next generation of workers and consumers.
XYZ University spent months researching Generation Z and the findings are fascinating. In this white paper we define who Gen Z is (and who they are not) and how they are different from the generations before them. This 16-page white paper explores Generation Z in greater detail and provides insight into how this generation will work and what businesses need to be doing to prepare for their arrival.
Time will tell how this generation goes down in history, but we believe Generation Z’s arrival will mark the beginning of the end of the America we’ve always known. Welcome to the 21st century. This is Generation Z.
In our 2012 white paper, “America’s Aging Workforce Crisis”, co-produced with GradStaff, we reported on the growing crisis, highlighted the four oldest industries—real estate, healthcare, insurance and manufacturing—that are struggling to recruit young workers, and shared best practices and advice on how to recruit and engage young workers.
This follow-up report serves as a guide to hiring young workers and shows that the problem is not getting better. Three of the four industries haveincreased their median ages and one remained unchanged!
This white paper revisits the oldest industries in America and describes how they, and employers in general, are working to attract the younger generations. This is a report you do not want to miss. The future of your industry depends on it.
The largest generation in history—the Millennials—is at your fingertips, but has a keen ability to slip through them with ease. Also known as Generation Y, these people between the ages of 18 and 31 now number 80 million and are about to reach their peak earning and spending years.
“Getting Gen Y to Buy” takes you into the mind of the Millennial consumer. The publication is full of examples from companies such as TOMS, Zipcar, Krispy Kreme, Starbucks, FRANK, Oreo, Gemvara and includes interviews from writers T. Scott Gross and Bob Phibbs, CEO of the Retail Doctor®, author and frequent guest on MSNBC and Fox News.
The white paper also features the top 8 items Gen Y won’t buy and four marketing focuses to keep in mind when selling to Generation Y. You’ll meet the Recessionistas, Digital Natives, Migrators, and Trophy Kids–also know as Generation Y–that you need in order to sustain the future of your business.
The U.S. Census Bureau and Bureau of Labor Statistics both predict that by 2015 Baby Boomers will cede the majority of the workforce to Generation Y. It will be the largest shift in human capital in history. Most membership associations remain almost entirely governed and supported by the Baby Boomer generation. If we take an honest look at membership we can see that most associations are still struggling to engage Generation X (currently ages 32-48), much less Generation Y (ages 18-31)! If we fail to engage Gen Y, we prepare to fail.
“Engaging Young Generations” not only walks associations through ways to effectively engage younger members but also delves into membership engagement–what is it and how is it different for Baby Boomers, Generation X and Generation Y. The report includes a one-page chart of generational characteristics, interviews and tips from national membership associations and tips for building trust with younger generations.
Is your organization prepared and capable of engaging a young, powerful group of members–Generations X and Y? Download this white paper and prepare your association for the inevitable shift.
Is your organization prepared for the biggest shift in human capital the United States has ever seen?
XYZ has identified 52 scary stats that should get you excited about, and maybe a little scared of, this major shift in the workforce. Companies must soon realize that it is no longer business as usual; that the ever-changing landscape of employees—of generations—is making an impact on whether or not industries, companies and associations will be viable in the next year.
Yes. We said year.
As a leader in next generation associations, our team at XYZ University sent out our 2012 Advocacy in Associations Survey at the end of June. The purpose of the survey was to support our ongoing research of the state of advocacy in membership associations. The findings from this survey serve as a starting point to pinpoint the hurdles that associations currently face in furthering advocacy efforts.
The 2012 Advocacy in Associations Survey offered questions that yielded more than 125 responses from participants throughout the country. This report serves as a synopsis of the raw survey data with any personal information and examples removed to protect the identity of those who responded.
An estimated 78 million Baby Boomers (40% of the workforce) will file for retirement benefits over the next 20 years – an average of 10,000 per day. Many industries and most companies are grappling with shortages of skilled labor, dwindling talent pipelines, and a loss of critical knowledge. This report features recommendations for improving the odds of talent succession, which is a direct line to global competitiveness and economic prosperity in the United States.
Our hope is that this report can be a guide for employers to fully understand the urgency of the situation and immediately commence the development of strategies to ensure they will have the talent, expertise, and leadership necessary for their future success.
This downloadable report (PDF format) is a position paper examining the engagement of younger generations in the political processes and leadership of the United States. Our research, which comprised of reading articles and documents, interviewing sources, and surveying 18-40 year olds, revealed that younger generations pose the greatest challenge and the greatest opportunity to America’s political landscape.
Our hope is that this study can be a guide for city, state, and federal leaders and government organizations to fully understand the challenges and opportunities associated with succession planning and to successfully engage young people in our nation’s political processes.
In the 1990s, REM wrote a popular song that exclaimed, “It’s the end of the world as we know it, and I feel fine!”I can’t think of a better explanation to describe what is happening in our world today.Read more
America has a new favorite Christmas movie. For the 11th year in a row, TBS aired its 24-hour Christmas Story movie marathon on December 24 and 25. TBS officials report most movie re-runs fade over time, but Christmas Story has continually risen in the ratings.Read more
On New Year’s Eve, my husband surprised me with dinner at one of the classiest restaurants in downtown Minneapolis. Upon our arrival, we were surprised to discover that most of the people eating there weren’t established couples enjoying a romantic evening, but rather boisterous groups of Gen YsRead more
I watched the televised coverage of the Iowa caucus with great interest, not only because I grew up in the state, but also from a generational perspective.Read more
I met a colleague yesterday over coffee who specializes in board governance. We shared our experiences working with boards of directors, and both of us (as Xers) agreed the board concept has little to no appeal to our generation and the generation that follows.Read more
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