Don’t be so quick to cry “Ageism!”

According to a recent post on the blog Fifth Quarter, “Ageism is something most — if not all — twenty-somethings will have to confront as we build our careers.” That’s quite a statement. I don’t want to make light of the isolated incidences of ageism that he describes in his blog, but do they constitute an epidemic of injustices towards an entire generation? I think not. The author does his peers no favors when he tells them that they should expect to be discriminated against because of their age.

What I find problematic about this assumption is that it may cause young professionals to misdiagnose a problem, or an incident, or an attitude. People are quick to jump on the buzzword bandwagon and declare yet another incidence of [pick your crisis]. It’s so much easier than taking the time to clear up a misunderstanding or heaven forbid, taking a good look at your own words and actions to see if they might be at the root of the problem.

For example, there are an abundance of blogs about twenty-somethings’ frustration with the lack of leadership opportunities being handed to them. Is it ageism? Maybe. Or maybe it’s a lack of experience on their part. Or perhaps they don’t possess the qualities that the organization values in a leader. In any case, they’re not likely to find out why they’re being passed over for leadership opportunities if they assume it’s discrimination (after all, they were told to expect it!) and adopt attitudes and actions based on that assumption.

I caution young nonprofit professionals to resist the urge to cry “Ageism!” when their careers don’t move as fast or in the direction they want them to go, or when colleagues don’t treat them the way they think they should be treated. Be open to exploring other causes and be willing to accept that you might be a part of the problem and will certainly need to play a part in the solution.

Politically Incorrect Reflections on Nonprofit Leadership

Forget world peace and social justice, I dream of a day when the need to blog incessantly about the “leadership deficit” and “emerging leaders” has passed. The nonprofit sector has latched onto these buzzwords like a two-for-one deal at the Piggly Wiggly and apparently won’t be letting go anytime in the foreseeable future. In the spirit of “if you can’t beat ‘em, join ‘em,” I’ll add my tarnished two cents to the discussion.

Let’s begin with an exploration of my aversion to the term “leadership deficit.” Just what it is about this crisis du jour that sets my teeth on edge? I think it’s the fact that I don’t believe there is or will be a deficit. Granted, the coming years will see a record number of executive directors retiring, but there also exists a large pool of people (of all generations!) available to step up to those positions. I don’t disagree with the issues that need to be addressed (investment in leadership capacity, attracting and retaining talent, expanding recruiting horizons) but could we just be done with the drama, stop saying “leadership deficit” and get on with the work that needs to be done?

Let’s move on. This next phrase not only sets my teeth on edge, it causes a sharp incline in blood pressure and foaming at the mouth. There are individuals out there calling themselves “emerging leaders” and whining about a host of perceived injustices and I just want to scream, “Shut up!” (edited for print)

I feel better already.

There is an entire body of writings that attempt to define the characteristics of a leader and describe individuals, past and present, who exemplify the very essence of leadership. I’m willing to bet that nowhere in that literature does it describe a moment when Ghandi, or Martin Luther King, Jr., or Margaret Fuller woke up one morning and said, “I’m a leader. How can I make people recognize me as such??” “Leader” is not a title one gives oneself and it’s not the goal of a true leader. “Leader” is a title that is given to individuals by their subordinates or peers or communities. It is recognition of individuals who selflessly work to advance a cause or improve a condition. Leaders don’t need to prove themselves – their actions and accomplishments speak volumes and the people who are touched by their efforts decide who is and who isn’t a leader.

To those individuals impatient to make their mark on the world, your turn will come. The sector can’t afford to turn away anyone who exhibits leadership potential – you won’t be overlooked. In the meantime listen, observe, question, grow.

In summary, I don’t believe there is a leadership deficit; there are many passionate, hard-working individuals in the sector who will fill the gaps. These “emerging leaders” are those individuals who are willing to set aside ego, create awareness of a need, and work tirelessly to inspire a community to create solutions. We will know them by their actions and accomplishments – not because they told us they are leaders.