The New Leadership Board (NLB) will be an advisory group of people ages 17-39 who will work with the leadership of the Economic Development Council (EDC) 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 is this board going to talk about?

The NLB will engage 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 will 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 them 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. But 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 four years of college? After college some students can’t wait to leave and get back to more familiar surroundings of their hometown. 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 will be on NLB?

The NLB will consist of men and women ranging in ages from 17 to 39. The NLB will be individuals 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 40 people.

The EDC will take 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 four times over the next 12 months for several hours at a time

Nominations

The nomination deadline for 2008 has passed. Nominations cannot be self-generated. Nominations will be 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

The completed form should be emailed to Brooke Weishaupt at brooke@bnbiz.org or mailed to:

Economic Development Council
Attn: Brooke Weishaupt
200 W. College Ave., Suite 402
Normal, IL 61761

Tenure

Once nominated, NLB members will serve one calendar year 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.

Roles

In order to extract the best results from directed discussions, an infrastructure will be put in place to support the group as a whole. There will be a nominated Chairperson with one Co-Chair and one Scribe. Each position will have a defined role and be a part of the team to produce the final product to the EDC board of directors.

Expectations

After each session, the Chair, Co-Chair and Scribe will develop a white paper with goals and objectives pertaining to the subject matter followed by specific recommendations to the EDC board for implementation. The Chair and Co-Chair will present 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 will not be taught leadership skills; rather, they will be informing the EDC what is important to them for the growth and development of our community.