EGN Session on What Makes Millennials Tick - 1 June 2017

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All Rights Reserved www.cee-global.com
CEE is the Strategic Partner of Executive Development Associates Inc. (EDA)
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Prof Sattar Bawany
CEO, Centre for Executive Education (CEE)
C-Suite Master Executive Coach, Executive Development Associates (EDA)
1 June 2016 Vistra Singapore, Paya Lebar Square
EGN Session on
What Makes Millennials Tick?

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Every morning in Asia, a tiger
wakes up. It knows it must
outrun the slowest deer or it will
starve to death.
Every morning in Asia, a deer wakes
up. It knows it must run faster than
the fastest tiger or it will be killed.
It doesn’t matter whether you are a tiger or a deer: when the sun
comes up, you’d better be running…..
Are You a Tiger or a Deer?

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About
Centre for Executive
Education (CEE)
 Executive Coaching
 Executive Education
 Leadership & High
Potential Development
 Succession Planning
 Executive Assessment
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CEE is the exclusive Strategic Partner of Executive Development Associates (EDA) Inc.,
a pioneer in Executive Development & Coaching since 1982.
Prof Sattar Bawany, CMEC
C-Suite Master Executive Coach, CEE
Managing Director, EDA Asia Pacific
Adjunct Professor of Leadership, CGSB
Curtin University, Perth, Australia

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Gen Z/ i-Generation /
Linksters
Generation Y /
Millenials
Generation XBaby BoomersTraditionalists
68 and over 50-67 33-49 19-32 18 and under
1922-1945 1946-1964 1965-1980 1981-1994 1995-2010
Value logic and
discipline,
stability, want a
legacy
Idealistic,
competitive,
questions
authority,
dislikes change,
recognition,
stellar career
Work/life
balance,
career
portability,
flexible, some
anxiety, dislike
micro
management
Value diversity,
technologically
superior,
change, want
meaningful
work, embrace
selected
technologies
and don’t let go
Technology a
part of life,
never lost,
multi-profiled,
multi
collaborators,
multi personality
multi locations
The 5 Generational Traits

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Managing Intergenerational Issues
Aging Workforce In Singapore
Ageism at The Workplace
Changing Face of Leadership
Challenges of a Multi-Gen Workforce
Channel NewsAsia Debate on
Harnessing the Potential of the
Ageing Workforce in Singapore –
21 October 2013
www.youtube.com/watch?v=OUZWHFDUR7E
Or visit www.youtube.com/ceeglobal

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Channel NewsAsia Interview on
Singapore Tonight on Inspiring
The Future Workforce –
15 January 2015
www.youtube.com/watch?v=IKiPxTS8kaU
Or visit www.youtube.com/ceeglobal

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What they look for in their Managers:
 Coach & Mentor Me
 Effective Communicator
 Respects & Values Me
Important Aspects of Work Environment:
 Managers who I can Respect & Learn from
 Working with People I Enjoy
Key Findings of Research

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Millennial want to be friends with those in their
team, they want to connect with their Managers,
but at the same time, they may lack the desire for a
significant commitment to others.
It’s also no secret that Millennials are untrusting of
authority figures.
Managers should therefore work on creating a
connection and building rapport with Gen Yers.
Rigidity in structure does not work with Millennials –
they want flexibility and variety.
Managing and Engaging Gen “Yers”

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Whether they like it or not, managers have to become
comfortable answering the “Why?”. Be prepared to
explain your decisions. Keep in mind that, “Because
I said so,” or “Because I’m the Boss,” will probably not
suffice. That’s why they are the “Why Not?”
generation.
So, as a manager, please take a little time to explain
yourself and the decisions you make or the
instructions you give and remember, when they ask
“Why?” they aren’t necessarily challenging your
decision; they just want to know the rationale behind it.
Generation “Why Not”

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What it does mean as a manager is that you should
provide them positive feedback and catch them
doing something right.
What if they are doing something wrong? Well, you can
certainly point that out but rather than belittling them,
try coaching them. Tell them how they can improve
and, most importantly, tell them that you know they
CAN improve.
Yes, it might take a lot of hard work on their part but
you KNOW they can do it. They need to know that you
believe in them.
They Want Positive Reinforcement

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Video on Simon Sinek’s
Interview on the “Millennials Question”
Video on Simon Sinek’s
Interview on the “Millennials Question”
https://www.youtube.com/watch?v=y562yxCcJs4&feature

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Millennials (Gen Yers) are influenced by:
 Parenting
 Technology
 Impatience
 Environment
Questions for Self-Reflection:
 What are you learning from the younger generations?
 What are you learning from older generations?
 What actions and conversations are you having to guide and
develop the next generation of managers & leaders?
Key Considerations

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Quiz on Multigenerational
Team Effectiveness
Quiz on Multigenerational
Team Effectiveness
Important Note: The purpose of the following short quiz is to provide you with
an introduction to the dynamics and challenges in working in a
multigenerational workplace. The results you get from this quiz are NOT a
comprehensive picture of your effective or ineffective skills in collaborating with
your team members of the other generations.

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Scenario 1. You are a Baby-Boomer Manager in a
meeting when a Gen Y colleague takes credit
for work that you have done. What do you do?
A. Immediately and publicly confront the colleague over the
ownership of your work.
B. After the meeting, take the colleague aside and tell her that
you would appreciate in the future that she credits you when
speaking about your work.
C. Nothing, it's not a good idea to embarrass colleagues in
public.
D. After the colleague speaks, publicly thank her for
referencing your work and give the group more specific
detail about what you were trying to accomplish.

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Answer for Scenario 1
The Credit Stealing Colleague:
The most emotionally intelligent answer is D. By demonstrating an
awareness of work-place dynamics, and an ability to control your emotional
responses, publicly recognizing your own accomplishments in a non-
threatening manner, will disarm your colleague as well as puts you in a better
light with your manager and peers. Public confrontations can be ineffective,
are likely to cause your colleague to become defensive.
A. 0 Points – Immediately and publicly confront the colleague over the
ownership of your work.
B. 5 Points – After the meeting, take the colleague aside and tell her that
you would appreciate in the future that she credits you when speaking
about your work.
C. 0 Points – Nothing, it's not a good idea to embarrass colleagues in public.
D. 10 Points – After the colleague speaks, publicly thank her for referencing
your work and give the group more specific detail about what you were
trying to accomplish.

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A. Ignore it – the best way to deal with these things is not to
react.
B. Call the person into your office and explain that their
behavior is inappropriate and is grounds for disciplinary
action if repeated.
C. Speak up on the spot, saying that such jokes are
inappropriate and will not be tolerated in your organization.
D. Suggest to the person telling the joke he go through a
diversity training program.
Scenario 2: You are a Gen X Manager in an
organization that is trying to encourage respect
for racial and ethnic diversity. You overheard a
Gen Y employee telling both sexist and racist
jokes. What do you do?

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The most emotionally intelligent answer is C. The most effective way to
create an atmosphere that welcomes diversity is to make clear in public that
the social norms of your organization do not tolerate such expressions.
Confronting the behavior privately lets the individual know the behavior is
unacceptable, but does not communicate it to the team. Instead of trying to
change prejudices (a much harder task), keep people from acting on them.
A. 0 Points – Ignore it - the best way to deal with these things is not to react.
B. 5 Points – Call the person into your office and explain that their behavior
is inappropriate and is grounds for disciplinary action if repeated.
C. 10 Points – Speak up on the spot, saying that such jokes are
inappropriate and will not be tolerated in your organization.
D. 5 Points – Suggest to the person telling the joke he go through a diversity
training program.
The Racist Joke:

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Scenario 3. You are a Gen Y Manager and have
recently been assigned a Baby Boomer in your
team, and have noticed that he appears to be
unable to make the simplest of decisions without
seeking advice from you. What do you do?
A. Accept that he "does not have what it take to succeed around
here" and find others in your team to take on his tasks.
B. Get an HR manager to talk to him about where he sees his future
in the organization.
C. Purposely give him lots of complex decisions to make so that he
will become more confident in the role.
D. Engineer a series of challenging but manageable experiences for
him, and make yourself available to act as his mentor.

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The most emotionally intelligent answer is D. Managing multigenerational
employees requires high levels of emotional intelligence, particularly if you
are going to be successful in maximizing the performance of your team.
Often, this means that you need to tailor your approach to meets the specific
generational needs of the individual, and provide them with support to help
them grow in confidence.
A. 0 Points – Accept that he 'does not have what it take to succeed around
here' and find others in your team to take on his tasks
B. 5 Points – Get an HR manager to talk to him about where he sees his
future in the organization
C. 0 Points – Purposely give him lots of complex decisions to make so that
he will become more confident in the role
D. 10 Points – Engineer an ongoing series of challenging but manageable
experiences for him, and make yourself his mentor (reverse mentoring)
The indecisive Baby Boomer Employee:

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• Build Team Spirit by talking about the
generational issues to depersonalize the
conflict that arises due to the differences.
• Recognize and celebrate the Differences.
• Effective Communication - Seek to
understand and only then to be understood.
• Engage through Managerial Coaching
• Encourage Constant Feedback and show
recognition for Y-er’s & Z-er’s contribution
• Opportunities for Career Advancement and
Good Relationships are key factors
• Learn to use Technology – it is here to stay!
In Conclusion: Key to SuccessIn Conclusion: Key to Success

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If you do tomorrow what you did yesterday
Your Future is History……………
If you do tomorrow what we’ve covered today
Your Future is Historic!!!
Final Thoughts…Final Thoughts…

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Prof Sattar Bawany
CEO, Centre for Executive Education (CEE)
Managing Director, EDA Asia Pacific
Email: sattar.bawany@cee-global.com
LinkedIn: www.linkedin.com/in/ceeglobal
Facebook: www.facebook.com/ceeglobal
Twitter: www.twitter.com/cee_global
Articles: www.cee-global.com/6/publication
Presentation: www.cee-global.com/7/speaking_engagements
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EGN Session on What Makes Millennials Tick - 1 June 2017

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