This cohort model allows individuals to build relationships, share in their learnings together, and, we hope, build a community that will last beyond the Corp program. Made up of “Gen Z,” these aspiring environmental and conservation leaders had their formative years defined by a recession, a pandemic, and growing political polarization. Their mental health and world view have been significantly influenced by social media and smart phones. As a result in they’re pushing back against many of the social and workplace norms set by previous generations, and within a white-dominant culture framework. To equip them with the “soft skills” of leadership, River Network focuses our trainings on:
- Highlighting the importance of self-care and boundary setting early in their careers.
- Encouraging them to center and strengthen their emotional intelligence competencies, especially as it relates to giving and receiving feedback.
- Identifying and applying for the job that aligns with their values and goals.
- Developing the skill set to serve as a mentor in the future.
In the fall of 2024, we expanded this cohort to include the participating Corps members’ mentors and supervisors. Focused on similar topics and trainings provided to the Corps, bringing the supervisors and mentors into the conversation (mainly Millennials with some Gen X and Baby Boomers thrown in), will bring forward cross generational knowledge and insights.
Gen X and Millennials: Supporting Change in Community
As we launched our first Executive Director cohort in the fall of 2023, we learned similar generational dynamics were a significant piece of what’s driving a changing landscape across organizational cultures. The goal of the cohort was to create a community of Directors that could lean on one another for expertise, comradery, and knowledge sharing. Together, the 18 cohort members explored how having different generations in the workplace can be challenging, while also changing how we do our work; how their organizations can enhance their fundraising efforts; and finally, how they can serve as an example to their teams by centering their own self-care.
The nine months we spent working with these directors showed River Network how valuable it is to create spaces and places for leaders (or those who aspire to lead) to meet one another, grow together, and lead by example for those who will follow them. We also recognize that leaders are busy: schedules don’t always allow for longer trainings followed by discussion.
As we look towards expanding our cohorts and peer learning networks, we’ll be making some key changes to how we build community, create and share resources, and convene leaders from across the country. The model of spending an in-depth week together, only to never connect again is out. In, is a hybrid approach that provides as many touchpoints as possible, both in-person and virtual. We’re building community, not offering one-off trainings.
Working with and across the five generations currently in the workforce has helped River Network explore changing how we build community, create and share resources, and convene more leaders across the country. As your organization experiences changes in the generational make-up of your teams, keep in the mind the following:
- Provide more opportunities to for your team to learn from their colleagues, especially allow for teams to share their different viewpoints and ideas across generations;
- Conflict is created by the distance between expectations and reality. Encourage your teams to be explicit about their expectations and current life experiences that may impact how they show up in the workplace;
- We all belong to a generation: for some, the generalizations fit perfectly; for others, not at all; for the rest, a little of both. The key is to show up with curiosity and a desire to learn from one another. We all have stories to share.
Looking Ahead
It’s people, networked together, who bring about the changes we need to protect our rivers and waters. Connecting local water leaders, from ALL generations, and giving each group the specific support they need is foundational to River Network’s mission. As the environmental movement prepares for monumental changes at the local, State, and Federal levels, building a community of leaders who have the tools and support for success are more important than ever. Stay tuned in 2025 as we:
- Explore opening cohorts in Western states and based on needs and interests related to organizational and leadership development topics.
- Create new resources for leaders, including a combination of pre-recorded online learning sessions, followed by “live” convenings that will encourage discussion and sharing of observations and learnings. Think of your favorite book club, focused on what you need to succeed as a leader, and facilitated by expert River Network staff!
- Offer an expanded set of tools specific to Executive Directors, Boards and Board Chairs, and volunteer-run organizations.
River Network’s Organizational and Leadership Development team will also continue offering one on one support as our schedules allow. This includes strategic planning or workplanning support, Executive Director and/or Board Chair coaching, and team building exercises. Organizations or leaders interested in contracting River Network with these services should contact our Organizational and Leadership Development team.
