In Through the Out Door

Tonight at WorkPlay, I had the distinct pleasure to meet two people not waiting for the world to change.

The first was Andrea, who helps lead the Community Kitchens of Birmingham. She has the very big job of trying to feed thousands of Birminghamians who can't afford lunch. She's worked in both the for-profit and nonprofit sectors, and now feels like she's exactly where she's supposed to be.

The second was Andre, who heads up The Terminal, a new Web site that attempts to be all things Birmingham. He's been in the nonprofit world and has recently ventured off on his own. He's trying to improve the world via positive news and calling attention to the good.

So here were two people who on the surface appeared to be at very different places in life. But they were both looking to make the world a better place as best they could. One was in the nonprofit world and one was out of it, as if they were passing each other along the road to influencing change.

While there will probably always be people wanting to work for nonprofits and wanting to improve the community, what happens when people, especially young talented ones, begin to believe that they can affect more change outside of the nonprofit sector?

And then what happens when they do, in fact, more good by not working for nonprofits? Does the sector disappear? Does its influence wane? Is entrepreneurship the new philanthropy?

You Must Be This Old to Work Here

In Birmingham today, I had three deep conversations about generations in the workplace within 3 hours.

The first happened while meeting with the leadership of Ruth and Naomi, a nonprofit that "brings joy to older adults living in isolation through companionship, unconditional acceptance, and the beauty of music." This small nonprofit does a great job of matching up younger folks (ad people of any age) who want to volunteer their time by visiting people in nursing homes, or those living alone. Some of their most passionate and loyal volunteers are young people.

But how can they get more? What are the tools to enlisting more young folks to help with every aspect of their small, but growing, organization? Do they need a young face on staff? Do they need a trendy Web presence, full of bells and whistles?

We briefly discussed the convergence of different generations in the workplace, and what it means for nonprofits looking to capitalize on young talent and energy that usually naturally comes with someone in their mid-twenties. We also talked about the 'gray ceiling' and the seeming animosity that can be created when people born decades apart don't understand the basic outlook of each other.

Then, while at lunch with the executive director of Lifeline, an adoption services nonprofit, we once again talked about Generations X and Y and what that meant for him as the person in charge of managing a rapidly growing staff. Unfortunately, most of the recent college graduates he interviews simply aren't qualified to fill his staff positions. And this has nothing to do with age - if you haven't been certified to be a social worker, then he simply can't use you to council mothers and families dealing with the emotional aspect of adopting or giving up a child. Sure, he wants passionate and energetic people to help grow and maintain his nonprofit, but he has to search for it in the group of folks who have master's degrees.

And, he considers himself a 'boomer' even though he's not yet 30, mainly because of the way he was raised. Essentially, he believes that you earn what you work for. He sees some Gen X and Y folks as having a sense of entitlement, and this doesn't fly with his values.

Then, while being interviewed for a Birmingham newspaper, the conversation once again went to the realm of generational characteristics. What are Gen Y individuals looking for in a volunteer opportunity? What do they want out of a first job or a city to live in? Do they simply want things to be easy?

And then it hit me. Each conversation centered around one central theme: access.

Gen X and Y don't necessarily seek entitlement. At least not directly. They don't demand ease or run from commitment. They simply expect access - access to their boss, access to a promotion, access to opportunity, access to information, access to others.

While many have come of age with parenting and schools big on self-esteem, they have also come of age with many other tools of convenience. They have not known life without the Internet, microwave ovens, or drive-thru restaurants.

So, they don't think you're out of touch because you're old. They just can't fathom that they can't shoot you an email to get a basic question answered.

They don't not want to work with you because you don't know the latest slang. They just don't get why they can't get all the info they need quickly on your Web site.

And they won't quit your company or organization because you're not promoting them. They leave because they didn't get an opportunity to learn or try something new.

So, if you're looking to create a remarkable work or volunteer experience that appeals to a younger set, allow them access. Let them access their own dreams and hopes for an event. Give them the technological tools and digital information they need in order to tell all their friends on Facebook. Let them see what's available within the next 3 years if they work with you, and work hard.

Getting information quickly is expected today. If someone can't find the basics about you on your Web site in under a minute, they're gone. But if the info is there, they then can at least have access to their own decisions about the next step.

What a Book Feels Like: 94 Days to Go

I'm holding the bound copy of the latest version of the manuscript for New Day Revolution.

There are lots of holes - things I've been writing the last week or so that we'll add to the book before it's printed. We're also soliciting quotes to use during promotion. And, we've got some cool features we've been working on that will continue to make the book stand out. This bound copy will be sent by our publisher to magazines and other places for review.

But even though it's incomplete, I am holding a copy of my book. And it's pretty exciting.

Even though it's easier and cheaper than ever to publish your own book nowadays, the feeling of excitement isn't diminished at all. And, no doubt the final version will also bring surreal excitement.

But for now, I'm enjoying the Sunday when I held my first book.

As a reminder, you can preorder your copy of New Day Revolution: How to Save the World in 24 Hours via Amazon or from a local independent bookseller via Booksense.

Rewind: Week of 7/23-7/27

Monday, July 23: A Different Kind of Bird

Help kids facing cancer.

Tuesday, July 24: Strangers With Benefits

Give 'em a break!

Wednesday, July 25: That's Shady!

Don't be scandalous in your parking habits.

Thursday, July 26: Just Some Crayons

Help kids color a bright day.

Friday, July 27: Secret Admirer

Random notes can make people smile.

Be an Entrepreneur or Die

I just finished reading Thomas K. McCraw's short piece in the new Inc. magazine. He profiles Jospeh Schumpeter, "one of the most astute business thinkers who ever lived." I had never heard of him until this morning, but McCraw's book about him is now on my wish list.

Schumpeter was a very early advocate of entrepreneurship, believing that individual invention was what powered a capitalist economy, and not the role (or non-role) of the government. McCraw points out that while Schumpeter's ideas didn't immediately catch on in the first half of the 20th century, he now looks like a genius.

McCraw writes:

One of the hallmarks of Schumpeter's 1911 book is that he ventured into territory where no economist had gone before - namely, the psychology of entrepreneurs. Entrepreneurs, he insisted, are not propelled solely by a wish to grow rich or by any "motivation of the hedonist kind." Instead, they feel "the will to conquer: the impulse to fight, the prove oneself superior to others, to succeed for the sake, not of the fruits of success, but of success itself...There is the joy of creating, of getting things done, or simply of exercising one's energy and ingenuity."

As someone who identifies with Schumpeter's definition, I believe that the organizations and companies that will succeed in today's economy will be those that embrace entrepreneurship at every level.

Often times, we relegate our understanding of entrepreneurship to starting a business from scratch. What once did not exist, now does. So the new coffee shop down the corner, the new landscaping service, or the new staffing agency in town all get our approval as entrepreneurial endeavors.

However, for companies looking to be able to last, and for organizations and businesses looking to recruit and retain young talent, thinking like an entrepreneur should take up at least 50% of the CEO or President's time. And it should at least take up 10% of every employee's time.

The iPod was entrepreneurial. As was Divas Nashvegas. As is a new worship service at a church. Invention within an existing business aids in the success of that business. And, it allows creativity to be valued and expected.

What can you invent today? And who is willing to invent it? What new feature can you add as part of your volunteer program to enlist newer folks? What service can your company offer that no one else has thought of?

Young people today have grown up as creators. They create online content like no one else has, posting blogs, videos and pictures online faster and in higher quantities every single day. As such, most of them don't want to spend the majority of their day in a role that does not allow them to create.

If you're lucky enough to hire a young person, and you don't want to lose them, allow them the freedom to create and dream. And listen to their ideas. They may not all be gold nuggets, but you may just have the secret to the next big thing, whether it's a new product line or your next VP of Marketing.

As McCraw asks:

Will you be the creator and developer of a new opportunity or one whose business is overtaken and destroyed by someone else, outworking you either at home or abroad?

Rewind: Week of 7/16-7/20

Monday, July 16: Play Pumps

Water can be fun.

Tuesday, July 17: Put a Lid On It

Snap it tight instead of zipping it closed.

Wednesday, July 18: Signed, Sealed, Delivered

Keep cards handy for any occasion.

Thursday, July 19: American Idle

Use the 1-minute rule when you're not going anywhere.

Friday, July 20: A Walk in the Park

Enjoy the outdoors – it's everywhere.

'Too' Is the New 'No'

The default answer is always no. To get someone to say yes, usually, you've got to give them more than enough reasons why saying yes will be better, and even easier, than saying no.

But lately, I've been surprised by the amount of people who use 'too' as the default excuse. It seems as though 'too' has become easier to say than 'no.'

• It's too hot to go outside. (So I'll stay in and miss the chance to enjoy nature.)
• We're too small to get a meeting with them. (So I won't even call and miss the chance to make the deal of a lifetime.)
• It takes too long to get their business. (So I won't bother and miss the chance to get a great customer.)
• It's too hard to get someone to donate money. (So I won't ask and miss the chance at recruiting a loyal donor.)
• It's too far to the polling place. (So I won't vote and miss the chance at getting a say in the political system.)
• The budget's too tight to ask for a raise. (So I won't request it and miss the chance at some extra cash for the nest egg.)
• It costs too much to be sustainable. (So I won't change my practices and miss the chance at saving the earth.)

When we say 'too,' we're really saying 'no.' But it doesn't feel like a 'no' if we don't say 'no.' So we say 'too.'

It may make us feel better, but it doesn't make a difference, and it doesn't get us any closer to remarkable. If you find yourself saying 'too' a lot, press on anyway. Often times, we close doors that were wide open just because we're nervous about what's on the other side.

The Galley Is In: 106 Days to Go

We're 106 days out from the release of New Day Revolution: How to Save the World in 24 Hours. Where are we in the process?

Less than an hour ago, I got the galley back from my publisher. A galley is a proofread, but not final, copy of the book. Everything is laid out like it will be in the final version. The images are in. The text is nearly done. The quotes are quoted and the facts are factual.

We'll be looking this over during the next week, making some minor changes, and then we'll send it off to the printer.

At this stage, I find myself getting a bit nervous. I want to make sure I catch the mistakes and get it as polished as I can so it's a great final product for all of the fine people who paid their hard earned money for a crisp copy of it.

We're now sending it around for review and looking for some great quotes to go on the back and inside the front to serve as a tipping point to convince someone on the fence that yes, they do want to purchase it.

As always, you can preorder the book from Amazon, or you can visit BookSense and see if a local independent bookseller near you will be carrying it.

Do You Have Day Care for My Values?

For years, companies have offered more and more perks in an effort to lure talented workers. There have been pensions, 401(k)'s, health insurance, stock options, relocation fees, use of the company car, on-site day care, and expense accounts.

I've written before about the great perks at Google and Facebook. These two organizations know that to keep being the best at their respective games, they've got to continue to recruit and retain the best emerging (young) talent out there. So far, they've been able to do that, and they've been extremely remarkable.

But tonight, I was reminded that more and more young people are looking for a workplace where they don't have to leave their values at home. After all, we work nearly as much as we sleep. Therefore, it doesn't make sense if we have to leave behind what we believe in whenever we head out to earn our paycheck.

I caught my first episode of Big Ideas for a Small Planet, airing on the Sundance Channel. This show examines some of the coolest ideas out there. This episode was about work, and it featured different companies going green in the workplace, as well as contributing to their local communities in various ways.

One company profiled was the New Belgium Brewing Company, responsible for Fat Tire. Based in Fort Collins, Colorado, one scene showed the celebration going on for three employees celebrating their one-year anniversary with the company. As a gift, each received his or her very own bicycle, just like the one that adorns the label of Fat Tire.

But that's not the perk I want to highlight. New Belgium has figured out how to make its values the best perk available. When asked why she chose to begin working at New Belgium, one employee celebrating her anniversary explained how she moved from Missouri to Fort Collins, hoping to work for New Belgium because she had heard about their sustainability practices, their idea that work can be fun, and their values as a company.

By being a company with values, New Belgium saves money. Watch the episode and you'll see how they save on energy costs by having lots of 'green' practices at work in the brewery. But even better for the bottom line is what they spent to get this employee, who is motivated, energetic, and completely loyal to this organization: $0.

It cost them $0 to put an ad in the paper to attract her attention because the company's values were newsworthy already. It cost them $0 to move her form Missouri to Colorado because she moved on her own. It cost them $0 to motivate her to make sure she comes in to work everyday and does her job well. It cost them $0 to replace her after she found a better job, because to her, she's got the best job out there.

People today, especially young professionals, are looking for a gig in which they don't have to put their value in daycare while they're at work. They are deeply passionate people, aware of more ideas and beliefs than any other generation before them. If you think all the young workers are leaving your company because they're lazy and in search of a fast promotion without the hard work, you might want to take an inventory of what your company stands for.

It doesn't matter if your company sells widgets or hybrid cars. If employees aren't able to feel like their employer cares about what they think and feel, they'll be looking for one that does before their dental plan kicks in.

How many bottom lines do you have?

Rewind: Week of 7/9-7/13

Monday, July 9: Make Me Sustainable

And then make me some pancakes.

Tuesday, July 10: Drop It Like It's Hot

Or really cold.

Wednesday, July 11: Party of Five

More fun than old episodes of Melrose Place.

Thursday, July 12: Shake It Up, Baby

Change up your day-to-day routine.

Friday, July 13: Red, White, and Friday

Get dressed.

Contrast & Compare

I don't have a Costco card. I have a Sam's Club membership that I use maybe once a year when I'm thinking proactively and moved to buy in bulk. Other than that, my annual membership fees of something like $35 really go to waste.

But I read a few lessons about what I can learn from Costco, and so maybe I'll check them out next time I'm in the market for a 40-count of Ramen Noodles.

1. Take care of your employees
   We here at CoolPeopleCare have a few employees. We try our best to take care of them. And by "take care" I don't mean in the Soprano's fashion, but rather attend to their needs. We do a lot of work not face-to-face, which means other communication conduits like phone and email get used more often. And we try to do a regular check-in with employees, and not about what they're doing, but about how they're doing. As we grow, this will be more and more important. And speaking from experience, one of the best ways you can take care of your employees is the simplest -- pay them -- on time -- without fail. It is never incumbent upon the employee to ask for their hard-earned money. When an employer fails to deliver on this, the most basic agreement between employer and employee, the employee has every right to lose trust and fret. Despite the company's recent round of venture capital or the organization's endowment, an employee only sees their hand is empty, clerical errors be damned.
   

   If you are an employer, and this has accidentally happened? Apologize. Profusely. And make sure it's only a one-time occurrence.

2. Keep prices low
   T-shirts - $10. Stickers - $2. Annual partnerships - $1/day. If they were any lower we'd be paying you.
3. Pay attention to the customer, not the competition
   We have two distinct customers -- your nonprofit partners and our Website visitors. In both cases, we exist, survive and thrive only if we're listening to what these two entities want. If we don't produce the right content, our readers don't come back and we lose. If we don't deliver our nonprofits to a new audience so more people know about their good work, we lose. And when we lose these, we lose the opportunity to do what we love. And once you find a job doing what you love, no amount of ego or agenda-setting can take that away.

   As for competition, we're a Website. We've got a nearly-infinite number of competitors, vying for users' online time. To try and keep up with that would be a Sysiphean task.

4. Focus on a few core options
   From the start our philosophy has been to focus. Our approach is two-fold -- steadily remind people that they can make a difference in a small window of time, and frequently show them how to make a difference when they have larger pockets of time. We've avoided getting too far into "social networking" because we first wanted to be the resource for a shot of motivation and inspiration, followed by a comprehensive event listing chaser. Until we're doing that without equal, we can't afford to direct our focus elsewhere.
5. Use surprise to create excitement
   This one's got us scratching our heads. We've got ideas, some good, some, eh...To surprise someone during their online experience typically has negative connotations. So, until we come up with a winner here, you'll just have to keep guessing. Which, actually, might just be the opportunity we're looking for.

It's always good to look at what other people are doing. It can either validate our own feeling that we're performing well, or perhaps take us to task for being mediocre. And a good exercise can be to look at what others are doing in completely different industries to take with you new ideas of potentially how to recreate similar success.

Every single Walgreen's store is laid out the same. So, whether I'm in Slidell, Louisiana or Bellevue, Tennessee, I always know where to find my baby girl's Pampers. And every time I am reminded of the drugstore's ease-of-use, I try and apply it to the next project I work on such that my site's users are just as at home on my Website as I am in my Walgreen's -- each and every time.

What do you think about at your drugstore?

Time Flies

Check out this remarkable fact:

A boy who saw the Wright Brothers fly for a few seconds at Kitty Hawk could have watched Apollo 11 land on the moon in 1969.

-Arthur Schlesinger, Jr., The Cycles of American History

What does this means for someone:

• Who was a boy when Toyota made its Prius?
• Who was a girl when MySpace was sold?
• Who was a teenager when the iPhone was released?
• Who was in grade school when the Mars rover landed?

What will your organization look like then?

While these questions may be good for no more than the occasional day dream, the rate of change is speeding up more and more quickly. The good news is that your organization doesn't need to change all at once. But it does need to be improving.

The mistake many businesses and nonprofits make is in trying to maintain themselves. They want to be around in 100 years for all the positive reasons that come from longevity. So, they plan and strategize, but they mostly stay the same, thinking that current success is the best predictor of future results.

Unfortunately, what ends up happening is that by staying the same, instead of guaranteeing they'll be around in 58 years, they only guarantee that they won't be around for 58 years.

The organizations that will be around for the long haul will be those that revamp and retool, that rethink and redesign. That's what Apple's been willing to do. That's not what GM's been willing to do.

So, if you're remarkable today, the only way you can have a shot at being remarkable in 20 years is to be remarkable in 5. And to do that, given today's speed of growth, you've got to get improving and innovating.

If you think you're guaranteeing your longevity by not improving, you're doing exactly the opposite.

Read This Report: Connecting Across Generations in the Workplace

Penelope Trunk, of Brazen Careerist, links to an amazing report done by Deloitte. This is a short, but imperative, read for anyone who has a job. Or knows anyone who has a job. Or interacts with another human on any sort of level.

At CoolPeopleCare, we're all about connecting people who want to change the world with organizations already doing so. We especially help nonprofits recruit and retain young(er) volunteers and donors. Some of the recommendations in this report apply to volunteer situations with Gen Y'ers just as well as they do workplace ones.

Here are 5 recommendations from the report that will help any organization looking to entice volunteers from the younger set:

• Provide engaging experiences that develop transferable skills. By making them more employable, we actually increase the odds that they will stay.
• Provide a rationale for the work you've asked them to do and the value it adds.
• Provide variety.
• Grow teams and networks with great care: develop the tools and processes to support faster response and more innovative solutions.
• Provide a work environment that rewards extra effort and excellence.

Now, go and read the whole thing.

Fame Through Failure

One of my new favorite shows is Ice Road Truckers. The show follows a handful of guys as they brave the winter roads between Yellow Knife and the diamond mines near the Arctic Circle. Because of the terrain in northern Canada, with lakes and land randomly scattered, there are only 2 months out of the year when it's cold enough for the lakes to freeze. At this point, a sort of 'ice road' develops and 18-wheelers can drive much needed supplies to the mines.

Of course, these drivers are hauling many thousands of pounds of gear on 18 inches of ice, so danger is just part of the game. The main drivers profiled are both rookies and veterans on the ice road. Many of them do it for the money - a good driver can earn $50,000 for just 60 days of work.

As TV does, the only time you see another driver that is not part of the main 6 is when they end up in a ditch. Week after week, the audience is treated to 10 minutes worth of footage of some guy who made a mistake and slid off the ice with a huge water tank or 20 tons of mining concrete.

This means that this driver's one shot on TV was when he messed up.

As media becomes more democratized, it's easy to glorify the negative and honor the stupid. I'm sure that the majority of YouTube content is made up of folks acting stupid. The reason America's Funniest Home Videos is still around is because we all love to see some kid hit his dad in the crotch or someone wipe out while snowboarding. We forever emblazon individuals as 'That Guy Who Fell Off the Tractor and Landed in a Pile of Cow Crap.'

While all of this is good for a few laughs and a departure from our daily routine, it can easily make some of us even more afraid of failure. When we mess up, someone usually sees it, knows about it, and gets on our case for it. If we magnify that by a million strangers, then the cost of failure rises, and with it, the cost of even trying.

And when people are afraid to try, we all miss out on the beauty that lies in possibility.

Fear of trying is why people don't start conversations that lead to friendships.
Fear of trying is why new ideas don't get implemented that cut down on bureaucracy.
Fear of trying is why the next big idea just stays in someone's head.
Fear of trying is why pictures don't get painted, songs don't get written, and stories don't get told.

The best organizations - the ones that will still be around for our kids to lead - will be those that not only glorify success over failure, but those that encourage all employees, volunteers and customers to try.

Try to make our product better.
Try to come up with a more effective way to recruit volunteers.
Try to listen to others.
Try to improve our services.
Try to understand why this isn't working.
Try to initiate a new incentive program.
Try to be better, work smarter, and dream bigger.

Whether you're the low person on the totem pole or the head honcho, try to do something new. Failure will always be there, but he eventually goes away. Success, on the other hand, will stay with you always. After all, it was Aristotle who said, "We are what we repeatedly do. Excellence, then, is not an act but a habit."

And we still talk about that guy.

The Contest Season Has Begun

Last week, we issued a challenge in our daily emails:

Tell us in 99 words (or less) why you're a fan of CoolPeopleCare. One lucky person will be selected to win a free copy of Slice of Organic Life.

To our delight, you responded.

Here's what the winner, Kristin Hackler, had to say:

The private walls we build around ourselves are often times too strong. The activities of the outside world are almost a glimmer, visible when we hear words like "apocalyptic" or "tragic horror", but otherwise it buzzes along quietly without much notice. But if the name of your street is mentioned, your ears perk up. If your neighborhood's name appears in print, we say "what for? What's going on?" Coolpeoplecare.org is that perfect little voice, that shimmering flag in our peripheral vision that says "hey, stuff happens near you and you can play a part." It's not much effort, they give you the option of donating five minutes or full days, but the point is that as busy as you are, even a little act of local kindness makes a world of difference.

And here's some more warm fuzzies:

Rob:

It's easy enough to just let time go by. That may be easy, but that's not very cool. Take a few minutes to login, and find how easy it is to get involved.

Sarah:

I like CoolPeopleCare because it broadens my horizons and keeps me motivated. I appreciated being reminded to donate sports equipment and turn in unused hangers. I like finding new ways to make a difference using my computer or my curtains. And, CoolPeopleCare helps me stay motivated – it gives me small ways to add to a big change; it reminds me I'm not the only one who's trying.

Kathy:

I'd never have had water safety tips in my inbox or known where to send the detritus of three growing children's sports exploits without 5 minutes of caring. CoolPeopleCare is one of the most positive uses of the internet ever.

James:

CoolPeopleCare (is that three words or one?) ROCKS MY FACE OFF! I love the daily reminders that keep “making a difference” at the forefront of my mind.

Cynthia:

I like CoolPeopleCare and 5 Minutes of Caring because it epitomizes the adage attributed to the late Oscar Romero that, while we cannot do everything, we can each do something to make a positive difference for people, for God's other creatures, and for Mother Earth. It reminds me each time I open my e-mail that I can do something, even learn something, that will benefit us all as a global community.

Denice:

Life can be overwhelming and CoolPeopleCare gives me tools to overcome feelings of helplessness.

Clare:

I love the expression...."How Do You Eat An Elephant?...One Bite At A Time. 5 Minute of Caring offers me ideas .....one bite at a time.

Deana:

CoolPeopleCare is a quick read to keep me on track each day. When I take the time to read the short emails, I always get something good out of it. It helps remind me of my real purpose each day.

Peter:

CoolPeopleCare is an exceptionally short, concise, and Distilled source of Unique ideas, Hopes, ACTions, and empowerment through personal responsibility- for mental, community, and world Health!

Amy:

It's nice to get emails from intelligent people on things that really matter everyday. Instead of the usual pass this on or ten years of bad luck, or re-post this or your true love will never find you. In a day where the Internet is full of mindless drivel, your website and emails are a breath of fresh air, in a media clogged circus.

Be on the lookout for more and more prizes in the weeks ahead. We've got some great stuff coming your way.

This week, we're giving away two copies of Slice of Organic Life. All you have to do to enter is write about us online somewhere (MySpace, your blog, whatever). Bonus points to anyone who can get us in a newspaper or magazine!

Rewind: Week of 7/2-7/6

Monday, July 2: Junk in Your Trunk

What's back there, exactly?

Tuesday, July 3: Light My Fire(work)

Be safe when blowing stuff up.

Wednesday, July 4: Be Independent

Freedom and liberty and a whole bunch of other stuff.

Thursday, July 5: Cheapskate

Save money and spread the wealth.

Friday, July 6: Are We There Yet?

Stop and ask. Or take a compass.

My Thoughts on Live Earth

I've been watching a bit of the Live Earth concerts on the Music HD Channel. It's pretty awesome. Here we have some of the best musical acts on earth, strutting their stuff on every continent in order to raise awareness about what we're doing to our world.

But is this accomplishing anything? I mean, other than me nodding my head in rhythm with Genesis, Jack Johnson, James Blount, and Rihanna?

I'd like to think so. Much like the ONE concerts a few years ago, whenever superstars get together and do something, people talk about it. And I believe that getting people talking (and thinking) is the first step towards change.

However, if people just leave the concerts and turn off their TVs and everything is back to normal on July 8, then it will be like nothing ever happened.

Reportedly, 2 billion people will be watching and listening to these shows around the world. Awesome. The trick is to get these 2 billion people each to:

• Change a light bulb to a CFL model
• Eat one local meal a week
• Change their thermostat 2 degrees
• Combine trips when driving
• Unplug their cell phone charger when not in use

If these concerts get 2 billion people to each do those 5 things, we'll have a revolution on our hands - much more so than if Madonna, Kelly Clarkson and Kanye West play some songs.

Penelope Gets It Right

Brazen Careerist author Penelope Trunk hits at the heart of what Generation Y is looking for in the workplace. Her article in Time Magazine gives a quick but accurate insight into the need for businesses to attract and retain young talent.

Not surprisingly (to me at least) is the intersection of work and meaning. Many companies are having success by offering volunteer opportunities for their employees (or at least pointing them in the right direction).

I'm more convinced than ever that young people, the active producers of media and consumers of stuff, are looking for meaning and belonging. If employers, churches, or nonprofits can offer meaningful experiences, they'll have a captive audience into the near future.

Who is Leigh Piper

If you're one of our loyal readers, you've certainly noticed that someone named Leigh Piper has been writing a smattering of articles lately. But who is she?

Leigh is our awesome summer intern. She helps out with a lot of stuff, including writing great More Time on Your Hands and 5 Minutes of Caring articles.

She'll be graduating from MTSU in a year, so if any nonprofits want to enlist her event planning or writing skills, let her know come springtime.

She's got good references.

What Am I Supposed To Do With All of These Daredevils?

You hire them as fast as you can.

I