2014 global hr excellence - leading and engaging multigenerational workforce - 13 oct 2014

Copyright @2014 Centre for Executive Education Pte Ltd www.cee-global.com

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Prof Sattar Bawany Prof Sattar Bawany

CEO, Centre for Executive Education (CEE Global) C-Suite Master Executive Coach, EDA Asia Pacific

13 October 2014 Pan Pacific Hotel, Singapore

Leading and Engaging Today’s

Multigenerational Workforce

http://www.cee-global.com/




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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 Education

Leadership & High Potential Development

Executive Coaching

Succession Planning

Executive Assessment

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CEE Global is the Exclusive Strategic Partner of Executive Development Associates (EDA), a leader in Executive Coaching & Leadership Development since 1982.





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• Centre of Executive Education (CEE Global) 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 Executive Development Associates (EDA), International Professional Managers Association (IPMA) and Cegos Asia Pacific as well as a network of Affiliate Partners across the globe.

• CEE faculty, consultants and executive coaches are highly credentialed with extensive experience to help managers and executives who are being positioned for future career growth.

Who We Are





• CEO of Centre for Executive Education (CEE Global)

• C-Suite Master Executive Coach, EDA Asia Pacific

• Adjunct Faculty of Harvard Business School Corporate Learning

• Adjunct Faculty of Duke Corporate Education (CE)

• Adjunct Professor teaching international business and human resource courses with Paris Graduate School of Management

• Over 25 years’ in executive coaching, group facilitation, executive education and senior leadership development and training

• Assumed senior global and regional leadership roles with DBM (Drake Beam & Morin), Mercer Human Resource Consulting, Hay Management Consultants and Forum Corporation

About Your Speaker

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• Understand the Key Differences Between Traditionalist, Baby Boomers, Gen X, Gen Y and Gen Z (also known as Linksters/Digital Natives/i Generation)

• Learn the Contemporary Issues related to attraction, retention and engagement of Gen Y at Workplace

• Leverage on an Effective Framework to Achieve Results with Different Generations of Workforce

• Understand the Best Practices in Leading and Engaging a Multigenerational Team Effectiveness

This Session will provide you with a foundation of knowledge that will enable you to:

Session Objectives





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The New Realities of





C:/Users/Prof Sattar Bawany/Desktop/Workshop Videos/Generational differences.mp4


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Danger or Opportunity?

Our multigenerational work environment can be a source of positive challenge, opportunity and significant growth if managed effectively and leveraged to meet the business goals of our

organization.





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Baby Boomers are retiring at the rate of one every eight seconds

The vast majority of organizational leaders are Baby Boomers with the most typical age being 58 years old

There are 11% fewer Gen Xers than Baby Boomers

Generation Y (twenty-five and under) will not be senior management/ leadership material for years to come

Research: The New Realities

Source: http://www.executivedevelopment.com/product/decades-of-differences/




http://www.executivedevelopment.com/product/decades-of-differences/






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Shifting Demographics

• By 2017, workers in the US, Canada, France, Germany, Japan, Singapore, Italy and the U.K. aged 50 and over will make up more than 40% of the workforce and will be poised to retire in large numbers within the next ten years (AARP Profit from Experience, 2007).

• Gen X represents a much smaller pool of available workers and will not be able to fill the positions left vacant by retirements (Institute for the Future, 2003).





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Gen Z/ i-Generation / Linksters

Generation Y / Millenials

Generation X Baby Boomers Traditionalists

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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Generational Work Perspectives Generation

Years Born Work Perspectives

Traditionalists 1922 - 1945 “Company loyalty” - Believed they'd work for the same company their entire career.

Boomers

1946 - 1964 “Live to work” - Believe in putting in face time at the office. Women enter the workforce in large numbers.

Gen Xers

1965 - 1980 “Work to live” - Believe that work should not define their lives. Dual-earner couples become the norm.

Gen Yers (Millennials)

1981 - 1994 “Work my way” - Devoted to their own careers, not to their companies. Desire meaningful work.

Gen Zers (Linksters)

1995 to present

“Living and Working their way” - Their struggles in the work environment are tied to their youth and inexperience. Desire for change, stimulation, learning and promotion that will conflict with traditional organisational hierarchies.

Sattar Bawany (2013), ‘Unlocking unlocking the benefits of a multi-generational workforce in Singapore’, http://sbr.com.sg/hr-education/commentary/unlocking-benefits-multi-generational-workforce-in-singapore, published in Singapore Business Review on 24 January 2013




http://sbr.com.sg/hr-education/commentary/unlocking-benefits-multi-generational-workforce-in-singapore

















Source: The Straits Times, Singapore 8 April 2010





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Generational Differences





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Bringing a New Type of Language

to the Workplace • Your gf is getto lol

• Rofl nah she’s cool

• Lol coolies ttyl gtg pos

Your girlfriend is lower class laugh out loud

Rolling on the floor…

Laugh out loud, stay cool, talk to you later, got to go, parents over (my) shoulder





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Achieving Results with


• Profitability/Market Share

• ROI/Cost Optimization

• Customer Satisfaction/Loyalty

• Service Value/Relationship

• Employee Satisfaction/Loyalty

• Employee Turnover Rate

• Company Culture, Policies

• Rewards and Flexibility

EQ/Social Intelligence

Leadership Styles/ Humility/

Level 5 Leadership

Adapted from Sattar Bawany, (2011) “Ways to achieve Organisational Success: Role of Leaders in Engaging the Multi-Generational Workforce” published by Singapore Business Review, 1st November 2011. http://sbr.com.sg/hreducation/commentary/ways-achieve-incredible-organizational-success-0





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Leading Your Multigenerational

Team to Success with S.C.O.R.E

Source: Sattar Bawany (2014), “Building High Performance Teams Using SCORE Framework” in Talent Management

Excellence, April 2014 issue. http://www.cee-global.com/6/publication




http://www.cee-global.com/6/publication




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Interim Results of

CEE Global Survey on Leading and Engaging Gen Y and Z at the Workplace

Survey Commissioned by Centre for Executive Education (CEE Global): www.cee-global.com. To participate please visit Survey site at: www.surveymonkey.com/s/genyz







http://www.surveymonkey.com/s/genyz


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Interim Results of CEE Global Survey

on Leading and Engaging Gen Y and Z Survey Commissioned by CEE Global in Singapore

Research Aim: Evaluate Factors on Talent Attraction, Retention and Engagement as well as what they expects from their leaders.

Concerns on Employment Issues :

84% – Career Advancement

75% – Job Satisfaction

64% – Financial Security/Compensation

Push / Pull Factors in Leaving for another Job/Role:

36% – Higher Salary/Compensation

27% – More Opportunities for Advancement

25% – Dissatisfaction with Immediate Manager

Source: CEE Global 2014 Survey on “Leading and Engaging Gen Y and Z at the Workplace”





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Interim Results of CEE Global Survey

on Leading and Engaging Gen Y and Z What they look for in their Immediate Managers/Supervisors:

88% – Respects, Values and Appreciate Employees

84% – Able to Coach, Mentor and Guide Me

75% – Effective Communicator & Great Listener

Important Aspects of Work Environment:

51% – Managers/Supervisors who I can Respect and Learn from

24% – Working with People I Enjoy

18% – Having a Work-Life Balance

How long you expect to Stay in your Current Job:

36% – 3 to 5 years

32% – 1 to 2 years

12% – 6 years or longer

Source: CEE Global 2014 Survey on “Leading and Engaging Gen Y and Z at the Workplace”





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Invitation to Participate in the

Survey

For participation of CEE Global’s Survey on Leading and Engaging Gen Y and Z at the Workplace in Singapore, please visit CEE Homepage at: www.cee-global.com or visit directly the Survey Website at: www.surveymonkey.com/s/genyz







http://www.surveymonkey.com/s/genyz


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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 and Reverse Mentoring.

In Conclusion: Key to Success

Engage through Encourage Constant Feedback and show recognition for Y-er’s & Z-er’s contribution.

Opportunities for Career Advancement and Good Relationships are key factors.





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Appendix

Recommended Further Readings

and Research on Multigenerational

Workforce, visit:

www.cee-global.com/6/publication








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Leading and Engaging Gen Y and

Gen Z Employees




C:/Users/Prof Sattar Bawany/Desktop/Workshop Videos/Video on What Make a Great Leader - Leaders Care.mpg


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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…





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Prof Sattar Bawany

CEO, Centre for Executive Education (CEE Global)

C-Suite Master Executive Coach, EDA Asia Pacific

Strategic Advisor & Master Facilitator, IPMA Asia Pacific

Email: [email protected]

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