Lunch and Learn session at The Change School GYM at JustCo Singapore (Dec 2015).

1. T H E C H A N G E S C H O O L
Where you go to learn, un-learn & re-learn.
Embrace Change. Navigate through Change. Thrive in Change.

2. T R A N S F O R M I N G T H E
F U T U R E O F W O R K
A N D
F U T U R E O F L E A R N I N G
The Change School is a holistic education provider for transformative learning
and self-actualisation. We design and deliver experiential programs to develop
every person’s intellectual, emotional, physiological and creative potential -
encouraging both personal and collective responsibility to continuously learn and
grow. We work with individuals and organisations to build connection, meaning
and transdisciplinary inquiry, for life and work in the 21st century and beyond.
We believe, with the right tools, change can be a force for good.

3. W H Y
Change is the only constant in life - Heraclitus
Change Cycle

4. IMMERSIVE
RETREAT
GYM
(Gym for Your Mind)
TEAM
PROGRAMS
W H AT
Experiential Learning

5. Individuals need self-awareness and
clarity of their personal values
They can align their values
in life and work with clarity,
confidence and emotional
intelligence
They are better equipped to
navigate through change and
by remaining resilient and in a
state of flow.
They can become socially and
culturally sensitive citizens of the
world who continually inspire
others to do good.
Action and change
become reality.
Theory of Change
H O W
Deconstruct. Reconstruct. Move Forward.

6. U N D E R S TA N D I N G M I L L E N N I A L S
I N T H E W O R K P L A C E
Deconstruct
- Discussion: Challenges
- Who Are Millennials?
- Why Millennials Matter
Reconstruct
- The Millennial Mindset
- The Millennial Workforce
- The Millennial Advantage
Move Forward
- Opportunities
- Embracing Millennials
- Activity: The Future Workplace

7. W H AT C H A L L E N G E S D O Y O U FA C E ?

8. A different world, a different worldview. Millennials have grown up in a the age
of Digital, Globalisation and Economic disruption, giving them a set of
priorities and expectations sharply different from previous generations.
W H O A R E M I L L E N N I A L S ?
Digital Natives - technologically savvy and poised to unleash innovation
Social and Connected - considered the first global generation, with overlapping
beliefs, values and shared experiences
Less Money to Spend - slower to marry and have children, not always by choice
Dedicated to Wellness - exercising more, eating smarter, seeking work/life balance
BORN BETWEEN
1980 2000

9. By 2020…
Millennials will comprise half the Global Workforce
In APAC…
Millennials entering the workforce is identified as the top labour market shift
affecting workforce strategy
In the US….
Largest generation at work - one-third of the American workforce
W H Y M I L L E N N I A L S M AT T E R
With 75 million Millennials entering the workplace, they are shaping the world of
work for years to come. Attracting the best is critical to the future of any business.

10. Purpose is Key - 60% believe the businesses they work for should have a
sense of purpose (Deloitte)
So are Economics - 50% say increased earnings are the primary motivation
for seeking leadership positions, and 50% cite profit as the most important
function of business (Deloitte)
Independent and Entrepreneurial - 70% worldwide prefer to work
independently, 82% in emerging markets; 60% see opportunities to work
abroad as an essential part of their career path (PwC)
Value Balance - Work-life balance is a consistent priority… (HBR)
Globally - enough personal time
Asia - recognition and respect for employees
North America - flexible hours
T H E M I L L E N N I A L M I N D S E T

11. Job satisfaction is driven by competitive compensation (67%),
but bonuses are more important to non-Millennials (52%)
T H E M I L L E N N I A L W O R K F O R C E
SAP Workforce 2020 Report
Millennials (21%) are no more likely than non-Millennials
(24%) to leave their jobs in the next six months.
Millennials have the same top priorities for job satisfaction worldwide, but
in APAC, significantly more weight is placed on
Career goals (48% vs 35%), Income goals (39% vs 32%), Advancement (38% vs 29%)

12. T H E M I L L E N N I A L A D VA N TA G E
Wired for Multitasking - as digital natives, this is the first generation to enter the
workplace with a better grasp of a key business tool than more senior workers
Poised to Unleash Innovation - living in an ever-changing world, they are culturally
adaptable, creative problem solvers and open to change. They often question the
status quo and expect to make an impact on day one.
Collaborative - graced as the “We Generation”, they value teamwork, diversity and
“inclusive” leadership styles
Social Media Naturals - these skills are also useful for new business research and
forming relationships with potential clients and customers
Intrinsically Motivated - they want to learn, and they want to grow
Results-Driven - thrive on performance feedback, and expect recognition and reward
for hard work; they respect experience over power.
Socially Conscious - believe that doing good is good for business

13. O P P O R T U N I T I E S
While 64% of executives in APAC say Millennials entering the workforce
will have a major impact on their firm’s workforce strategy, only 27% say
they are giving special attention to Millennials’ particular wants and needs.
HR Strategy
Talent Management
Workplace Culture
Leadership

14. Leadership &
Training
Recruiting
On-Boarding
Work Ethic
Motivation
Boss
Relationships
Management
Work Assignment
Performance
Feedback
Reducing
Turnover
T H E F U T U R E W O R K P L A C E

15. Think About:
Flexible work scheduling
Inspiring space
Social interaction opportunities
Remember:
Millennials prefer open collaborations that allow employees to share
information and for everybody to contribute to decision-making.
Encourage workplace solidarity.
Work Environment

16. Learning & Training
Opportunities
Think About:
Coaching/mentoring
Different learning styles
Personalised career plans
Remember:
Baby Boomer parents raised them to believe that education is the road
to success. Unlike their parents, though, Millennials often gravitate
towards more interactive, technology-based forms of learning.

17. Recruiting
Think About:
Hiring strategy
Job-skill matching
Work scoping
Remember:
Millennials are driven by profit and purpose. They value feedback and
opportunities to learn and grow. They are reputation-conscious, drawn
to the values, vision and impact of organisations.

18. On-Boarding
Think About:
Exposure to different departments
Relationship building
Orientation resources
Remember:
Millennials want connections, checkpoints, and mentoring

19. Work Ethic
Think About:
Can-do attitudes
Accountability
Clearly defined expectations
Remember:
Millennials are ready to take on the world. Depending on cultural
backgrounds, they may have been raised to believe in “never making
mistakes” or to “keep failing”. Many Millennials have not been raised to
look around and see what should be done next (in a workplace setting).

20. Motivation
Think About:
Defining company values
Setting challenges
Recognition programs
Remember:
Millennials await their next challenge – they appreciate increased
responsibility and additional training opportunities. They may seek
validation and approval so tend to prefer more frequent employee reviews.

21. Boss Relationships
Think About:
Exemplary Leadership
Building trust
Providing inspiration and guidance
Remember:
Millennials want a tight bond with a boss who is close, caring and aware.
Encourage - don't squash them or contain them. They do not take well to
orders and resent being handed busywork with no explanation as to its
purpose.

22. Managing
Think About:
Striking a balance between structure and flexibility
Recognising and rewarding results
Promoting diversity and inclusion
Remember:
Millennials grew up learning how to figure out things on their own; they
know how to find their own answers. Focus on the results employees
produce rather than on how they get it done.

23. Work Assignments
Think About:
Striking a balance between structure and flexibility
Recognising and rewarding results
Promoting diversity and inclusion
Remember:
Millennials are great multi-taskers with 10 times the speed and technical
knowledge of their older peers. Though they are independent thinkers,
they love working in teams.

24. Performance Feedback
Think About:
Team programs/coaching
Performance reviews and feedback process
Celebrating success
Remember:
Millennials are used to constant feedback - they gather in groups and play
on teams; you can also mentor, coach, and train your millennials as a
team. Boomer parents coached them to ask for what they want - that’s
where the sense of entitlement comes from.

25. Reducing Turnover
Think About:
Personal career development
Accommodating personal needs
Setting short-term milestones
Remember:
Millennials need to see where their career is going and they want to know
exactly what they need to do to get there. Support Millennials who may
want to pursue another degree part time and extend the same educational
opportunities to other employees. They sometimes set short-term goals
while being resistant to putting in the work.

26. • Want a flexible approach to work, but very regular feedback and encouragement.
• Tend to be uncomfortable with rigid corporate structure and turned off by
information silos.
• Want to feel their work is worthwhile and that their efforts are being recognised.
• Value similar things in an employer brand as they do in a consumer brand.
• Are true team players and thrive in collaborative, sharing environments.
• Learn well in multiple, short-session formats rather than traditional classroom/
lecture style training.
• Team building and training programs can help bridge the gap between different
generations - enabling them to truly appreciate each other’s strengths.
• Desire a varied and interesting career - they are motivated by rapid progression
F I N A L T I P S

27. K E Y TA K E A WAY S

28. T H A N K Y O U !
W E B S I T E : T H E C H A N G E S C H O O L . C O M
E M A I L : H E L L O @ T H E C H A N G E S C H O O L . C O M