Whether in our working lives or at a personal level, relationships have the potential to add fulfilment and meaning to our lives or cause disappointment and unhappiness. Unfortunately, most of us obtain little training or learning in the most fundamental aspects of human behaviour that profoundly affects our personal and professional relationships: Emotional Intelligence. Each brings unique assumptions to the job. As a result, individuals often interpret events in the workplace differently in different generations. What may seem like good news to a Boomer might well be an unsettling and unwelcome development to a member of Generation X. Things that members of Gen Y love often seem unappealing or frivolous to those in older generations. CEE published Research on “Inspiring Your Future Workforce – Leading and Engaging Gen Y and Z Effectively” highlight attributes that distinguish Gen Z and Gen Y employees from a talent management perspective and provides an insightful picture and practical recommendations of what employees across the different generations could foster closer collaboration at the workplace .

1. NKF Learn@Lunch Session on EQ in a Diverse and Multigenerational Workplace – 7 October 2015 Page 1
NKF LEARN@LUNCH SESSION
Emotional Intelligence (EQ) in a Diverse and
Multi-Generational Workplace
OVERVIEW OF LEARN@LUNCH SESSION ON 7 OCTOBER 2015 – 1100 HRS
Whether in our working lives or at a personal level, relationships have the potential to add fulfilment
and meaning to our lives or cause disappointment and unhappiness. Unfortunately, most of us
obtain little training or learning in the most fundamental aspects of human behaviour that profoundly
affects our personal and professional relationships: Emotional Intelligence.
Emotional Intelligence is a compelling concept that has started to gather momentum in organizations
across the globe. The term EQ (Emotional Intelligence Quotient) was coined in 1985 by Dr. Reuven
Bar-On, a psychologist but has been made popular by Dr Daniel Goleman, the author of the world
best seller “Emotional Intelligence” and Working with Emotional Intelligence”.
Emotional Intelligence is our ability to recognize, understand and use emotions to cope with
ourselves, others and the environment. Emotional intelligence is the ability to perceive, assess and
positively influence one’s own and other people’s emotions.
This session helps individuals understand the outlook and experiences of different generations to
improve respect, communication and relationships in the workplace.
Organisations struggle with the challenges of effectively managing a more diverse workforce. These
challenges often relate to variation in perspective, values and belief systems as a result of
generational differences and are further complicated due to the age differences between managers
and employees. The assumption - that people of varying ages will understand each other or have
the same perspective and goals, is far from true. In order to be successful, managers need to
understand and value the diversity resulting from generational differences, varying perspectives and
differing goals.
Each brings unique assumptions to the job. As a result, individuals often interpret events in the
workplace differently in different generations. What may seem like good news to a Boomer might
well be an unsettling and unwelcome development to a member of Generation X. Things that
members of Gen Y love often seem unappealing or frivolous to those in older generations.
CEE published Research on “Inspiring Your Future Workforce – Leading and Engaging Gen Y and Z
Effectively” highlight attributes that distinguish Gen Z and Gen Y employees from a talent
management perspective and provides an insightful picture and practical recommendations of what
employees across the different generations could foster closer collaboration at the workplace1
.
This highly interactive, informative and practical session will provide participants with a deeper
understanding of what the differences are, how those differences impact their own perception and
leadership style, how they manifest themselves in the participants’ own organization and effective
ways to lead the people in their organization to become more harmonious, productive and mutually
respectful.
1
“Inspiring Your Future Workforce – Leading and Engaging Gen Y and Z Effectively”, published by Talent Management Excellence
Essentials, Issue 01.2015 (January 2015). E-copy available as a download at: http://www.cee-global.com/6/publication

2. NKF Learn@Lunch Session on EQ in a Diverse and Multigenerational Workplace – 7 October 2015 Page 2
Appendix I: Master Facilitator’s Bio – Professor Sattar Bawany
Professor Sattar Bawany is Chief Executive Officer of the Centre for Executive
Education (CEE Global).
He is also the Managing Director as well as Master Executive Coach & Facilitator with
Executive Development Associates (EDA) Asia Pacific. CEE is the exclusive Strategic
Partner of EDA in Asia Pacific.
Prof Bawany is also concurrently the Strategic Advisor & Member of International
Professional Managers Association (IPMA) Board of Trustees and Governing Council.
He has over 25 years’ international business management experience, including 15 years in executive
coaching, group facilitation, and leadership development and training with global management consulting
firms. In addition to his business and consulting career, Prof Bawany has over 10 years of concurrent
academic experience as an Adjunct Professor teaching senior executives international business strategies
and human resource courses at various leading universities. He is currently the Adjunct Professor of Strategy
with the Paris Graduate School of Management (PGSM) and Adjunct Professor, Curtin Graduate School of
Management of Curtin Business School.
Prof Bawany is an Adjunct Faculty of Harvard Business School Publishing Corporate Learning who partners
with clients to create world-class leadership development solutions for managers at all levels in global
organisations and governments. He is a member of the Duke Corporate Education (CE) Global Learning
Resource Network (GLRN).
Prof Bawany has assumed various senior management roles including Managing Director/Country Head and
Talent Development/Coaching Practice Leader for DBM Asia Pacific as well as Business Leader,
Organisational Effectiveness/Leadership Development Consultant and Executive Coach with Mercer HR
Consulting, The Hay Group, The Forum Corporation and Mercuri International.
Prof Bawany is an astute advisor to executives who need to know how they are perceived and want to focus
on what is most important in their professional and personal lives. He has coached a range of leaders, from
CEOs, to senior vice presidents, and high potential managers. His current work in organisations focuses on
encouraging individual initiative and leadership from a systemic perspective in order to achieve clearly defined
business results. His specialty is effectively linking people processes to business outcomes. His approach to
executive coaching encourages new insights into the key capabilities and unique strengths needed to sustain
practical behavioural change over time, resulting in the executive’s enhanced self-awareness, better decision
making, and continuous performance improvement.
He is a Graduate of Corporate Coach U and a Licensed Coaching Clinic Facilitator. He is certified in the
administration and application of various psychometric instruments.
He holds an Executive MBA and a Bachelor in Business Administration (Marketing). His Doctoral Research is
on ‘The Impact of Executive Coaching on the Personal & Professional Development of Leaders”.
Prof Bawany is a Fellow of International Professional Managers Association (IPMA) and The Chartered
Institute of Marketing (CIM). He is a Professional Member of the Society of Human Resource Management
(SHRM) and the Chartered Institute of Personnel and Development (CIPD). He is also a Practicing Member of
the International Coaching Federation (ICF) and International Association of Coaching (IAC).

3. NKF Learn@Lunch Session on EQ in a Diverse and Multigenerational Workplace – 7 October 2015 Page 3
Appendix II: Corporate Profile of CEE Global
About Centre for Executive Education (CEE)
The Centre of Executive Education (CEE) is a premier network for established human resource development
and consulting firms around the globe which partners with our client to design solutions for leaders at all levels
who will navigate the firm through tomorrow's business challenges. CEE has established strategic
partnerships with International Professional Managers Association (IPMA) and Executive Development
Associates (EDA) as well as a network of Affiliate Partners across the globe.
CEE faculty, consultants and executive coaches headed by our founder & CEO, Prof Sattar Bawany, are
highly credentialed with extensive experience to help managers and executives who are being positioned for
future career growth. They are authors, leaders, and each possesses an enormous passion for the success
and growth that executive development and coaching can bring to our participants.
CEE suite of executive development programs includes talent management & succession
planning, management & leadership development, executive coaching, CEO and board mentoring and
advisory services. CEE together with our Strategic and Affiliate Partners helps corporate leaders and small
business owners optimize their performance and accomplish their business and professional objectives. To
maintain competitive advantage and sustain success in a fast-changing business environment, we believe
organizations must identify, nurture, and prepare the next generation of high-performance leaders for
excellence.
About Executive Development Associates (EDA)
CEE is a Strategic Partner of Executive Development Associates (EDA) which is established in 1982. EDA is
a leader in creating custom-designed executive development strategies, systems and programs that help
organizations build the capabilities needed to achieve their strategic objectives.
Executive Coaching is one of CEE and EDA’s Best-Practice Solutions that delivers a one-on-one growth and
development opportunity and produces real business results in a short period of time. EDA customizes
coaching to meet the individual’s specific needs and matches the leader with the most appropriate coach.
EDA also strategically links the coaching goals to the organization's business strategies. Executive Coaching
facilitates individual learning and development for leaders in order to increase the velocity at which business
results are achieved. In all of our executive coaching engagements, a collaborative partnership is created
between the executive (coachee), the organization, and the executive coach.
Executive Coaching Services
 Coaches for C-Suite Executives: CEOs and direct reports
 Coaches for Executives and Leaders all the way down the leadership pipeline.
 Embedded coaches in internal action learning, high-potential or executive development programs to
gain real-time exposure of executives.
 Coach-the-Coach Internal certifications for internal or external coaches for a specific
organization. This ensures that coaching across the organization is aligned with the businesses
strategic objectives and the coaches all follow a similar process.
 Design and coordination of organization-wide executive coaching programs to ensure an
effective use of the company’s resources. Coaching levels are assigned with pre-set investment
amounts. Coaches are chosen and trained and processes are set for decision-making, tracking and
reporting of development metrics.