ReGenerationXers

All of my leadership development research focusing on midcareer arts and cultural workers and developing the leadership pipeline started to gel for me in a conversation Stephen and I had yesterday. Relaxing in a super hip pub, The Oak (ironically since we lived in Oakland and are now in London), a block from our flat we sat amongst mismatched furnishings and over fancy mixed drinks started to philosophise about our state of being. Sounds a bit esoteric and it was. We talked about all our travel and where in the world we see ourselves settling next. Then the conversation turned to careers and we realised that despite our different business sectors (Arts/Publishing Not for Profit and Corporate Communications Consulting) we are both in creative industries and face the same leadership development challenges. We are GenXers bumping up against Baby Boomers and being over taken by GenYers.

We are in fact what I am now coining as a new phrase ReGenerationXers. The term emerged out of me stating that at this phase in the GenXer life we are nearly midlife and certainly midcareer. We are experts in our fields, have plateaued and are now looking at that vast, flat landscape in front of us and are saying to ourselves, What's Next? Unlike our parents we are extremely mobile, redefine ourselves continuously and are loyal to our own visions of ourselves much less than to a particular company or even sector. This kind of existence sounds liberating but in fact it is challenging to stay energised and avoid burnout.

Amy: Its like we need to regenerate - find ways to circle back into growth on the career lifecycle. [takes sip of expensive cocktail]

Stephen: ReGenerationX. [looking very pleased with himself]

Amy: That's it exactly! [jumping out of her seat] We're GenXers ReGenerating.

I am now officially coining the term RegenerationXers and am starting a website ReGenerationXers as it is who I am, who we are and I believe we're not alone. More to come.

Granted an Americans for the Arts Fellowship

We are at a critical juncture in the field of arts management as Baby Boomers consider retirement and GenXers are now Mid-Career. The transference of leadership and knowledge are confused by a generation gap that highlights the differences in management styles, career expectations and grasp of new technology - regardless of our shared vision for sustaining the arts.

I have been selected as a Fellow for Americans for the Arts to research the Mid-Career Leader perspective on this transition. Over the next several months I will be conducting focus groups and one-on-one interviews with Mid-Career Leaders so that I can articulate a situation analysis based on their aspirations and leadership development needs. My final report will include recommendations for how AFTA can support this delicate leadership transition in terms of programs and services for Mid-Career Leaders. Additionally, I hope to publish a paper that advances this vital discussion across the field.

The most significant article on this topic, my inspiration, is Leverage Lost written by John Kreidler. It is an essential read for anyone in the field of nonprofit arts management.