leading and working with the millennial generation

the millennial generation Leading with

An exclusive Center for Organizational Leadership Development Presentation

@work serieswww.cfold.org

and working

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I worked for a very long time


Understand the uniqueness of the

millennials

by the end of this presentation you will be able to:

Agenda

Know how to effectively manage

them

1 2


Who is a millennial?



A person reaching adulthood by the year 2000

Those who are born after 1980…



Greatest Generation – Before 1928Silent Generation – 1928 – 1945Baby Boomers – 1946 – 1964Generation X – 1965 – 1980 Millennials – 1980 – 2000Generation Z – 1995 - 2012


Uniqueness of MillennialsPart - 1


Let’s get to know them a little more first…


Do you think?

Millennials just start companies because

they are too lazy


Do you think?

Millennials are so bothered about ‘I’


Do you think?

Millennials are socially obsessed


Do you think?

Millennials are natural rebels


In reality

They see work differently


In reality

Micromanaging vs AutonomyWhat they do When they do itHow they do it Whom they do the work with


In reality

Money vs Meaning Passion rather obligationMore risk taker


In reality

Similarity vs DiversityRangeSensitiveAcceptance


In reality

Tech-savy vs Tech-dependentRangeSensitiveAcceptance


In reality

Bothersome vs CuriousNeed to know whyExploreNo boundaries


Pause… Reflect…

Think of a millennial who you really believe is a great performer…

What makes this person great?


Pause… Reflect…

Think of a millennial who you really believe is a mediocre performer…

What makes this person mediocre?


Managing Millennials Part - 2


Managing Millennials

Answer their ‘Why’Involve them, Set context and

meaning



Ensure you EmpowerIncrease the stakes, let them be

owners



Provide instant FeedbackDon’t miss the moment



Make time for listening They want you to know them



Give them Freedom Learning and Approach



Expect them to Go Remember they are exploring


When to coachDirect Delegate

Develop

Low skills and competence

New in a Role New to the company New to a client/partner New way of working

Show – What, How, When and Provide specifics

Some experience in the role Track record of competence Confidence in their abilities Similar ways of working

Moderate to High competence

Flow – Set expectations but allow own approach

High Competence and Commitment to Task Extensive Experience Demonstrated evidence of competence Growing new competencies Tried new approaches and is successful

Grow – What, How, When and Provide specifics


Developing as a coach


Developing as a coach

1. Belief2. Ready to help as well seek help3. Humility & Patience4. High degree of personal ethics5. Emotional Intelligence6. Inner satisfaction 7. Consistent learner

1. Understanding Human Behavior2. Interpersonal Sensitivity3. Powerful Questioning4. Active Listening5. Goal Setting and tracking

Great Heart

Great Mind


Your Questions Matter!Joseph Abraham

[email protected]+91 98400 79377

leading and working with the millennial generation

Leadership & Management