New Leadership Board

The New Leadership Board (NLB) is an advisory group of people ages 17-39 who work with the EDC leadership to establish an additional set of priorities for the economic future of the Bloomington-Normal area. The goal is to create a generational dialogue and provide ongoing input to our business, economic and political leadership regarding these emerging generations' concerns, bringing a voice to this untapped resource.

 

What does this board talk about?

 

The NLB engages in a variety of discussions. The goal of each session and each discussion is the shaping and development of a "white paper" with general goals and objectives pertaining to the subject matter, followed by specific recommendations to the EDC board for implementation. The questions under consideration in 2008 will be split into four half-day sessions and include the following topics:

 

• What is the future of the workplace?

We see media reports about how high-tech companies offer alternative workplace environments that are much different than those of the past. A relaxed and even "fun" atmosphere is encouraged, whereas years ago discipline ruled the day. Is this the type of workplace that will inspire and motivate workers in the future? Is working from home or any other location other than the office or factory meaningful and productive? If the "world is flat" - meaning companies and workers are global and can work from anywhere - is Bloomington-Normal flat? (OK, we know the geography is rather flat, but we'll get to that later.)

 

• Who's the boss?

Who are you working for: a corporation, a privately-held company, a not-for-profit or for yourself? Are you a private contractor, a free agent or do you own your own business? Years ago, upon high school graduation one could count on a job in manufacturing or the trades and get a decent wage - at least enough to live on until retirement. College was for those who could afford it. Today, post-high school education is more important than ever. Manufacturing jobs without additional training or education are very few and far between, or just plain non-existent. So who are you going to work for? Yourself? This discussion will look at the future of jobs and the type of education needed to survive. We will also discuss the value of entrepreneurship. Is this something that can be taught? What environment is needed in the community to take entrepreneurial risks? Who are you going to work for, whom do you want to work for, and what does it mean for the economics of the community?

 

• The Value of Technology

In the past 30 years, technology has moved faster than ever before. It has a significant impact on our ability and style of communication across all generations. What does this mean for Bloomington-Normal? (See the "world is flat" reference above). Students today access information not by trudging to the library, but through Google searches in the comfort and warmth of their dorm rooms. People arrange dates through a dating service online and never even talk in person until they meet. What impact does this have on how we socialize and interact as human beings? Have you ever emailed someone in the next office or cubicle instead of getting up and talking to him or her face-to-face? What will technology do to the community? What should we understand about technology, and what projects should we move forward in the community to enhance the economic well-being?

 

• Quality of Life

Many communities have paid dearly to create attraction strategies that will assist in bringing in new, hip, creative class people to their community. Many of these strategies are designed to bring younger workers back to the community after they have left. Many people in their 20s and 30s are interested in living in high energy urban areas. Once they start families, they have a tendency to return. This is a general observation and not wholly quantified, so what is the truth? And what truly keeps and/or attracts younger generations of workers to Bloomington-Normal? Is it the lure of a job? Did the community grow on them during their years in college? After college some students can't wait to leave and get back to the more familiar surroundings of their hometowns. Why? What type of "quality of life" is required to keep people here or attract them? Is it worth the time, effort and money to even employ this type of strategy? What would make Bloomington-Normal more attractive as a community?

 

Who is on the NLB?

 

The NLB consists of men and women ranging in age from 17 to 39 nominated from businesses and government throughout the McLean County region. Any company or organization can nominate an individual to be part of the NLB. The NLB will be no larger than 45 people.

 

The EDC takes into account a wide variety of criteria when selecting from nominations to the board. The EDC would like to have as much cultural, occupational, ethnic, racial and gender diversity as possible to make sure all voices and ideas are heard, cultivated and developed. Because the EDC would like to hear from a wide variety of viewpoints, there will be many criteria taken into consideration including, but not limited to, the following:

 

• Demonstrated leadership ability
• Ability to communicate
• Interest in the future of the community
• Ability to meet at least four times over a 12-month period for several hours at a time

 

Nominations

 

The nomination deadline for 2008 has passed. Nominations cannot be self-generated. Nominations are accepted from the following sources:

 

• High School Principal/Teacher/Counselor
• College Professor/Dean/Administrator/Advisor
• Current Employer/Supervisor
• Former Employer/Supervisor
• Mentor
• Vendor (if self-employed)
• Someone with whom you currently have an ongoing relationship that could attest to your abilities and character as described above

 

Tenure

 

Once nominated and chosen, NLB members serve a one-year term and then have the option to renew their commitment for the following year. In order to maintain a fresh perspective and to keep new ideas flowing, individuals will only be allowed to serve on the NLB for up to three consecutive years.

 

Expectations

 

After each session, members develop a white paper with goals and objectives pertaining to the subject matter followed by specific recommendations to the EDC board for implementation. The NLB Chair presents the report to the EDC board at its regular board meeting.

 

The New Leadership Board is NOT a leadership course. It is NOT a substitute for other leadership programs. The members are not taught leadership skills; rather, they are informing the EDC what is important to them for the growth and development of our community.