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

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I worked for a very long time

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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

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Who is a millennial?

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Who is a millennial?

A person reaching adulthood by the year 2000

Those who are born after 1980…

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Who is a millennial?

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

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Uniqueness of MillennialsPart - 1

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

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Do you think?

Millennials just start companies because

they are too lazy

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Do you think?

Millennials are so bothered about ‘I’

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Do you think?

Millennials are socially obsessed

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Do you think?

Millennials are natural rebels

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In reality

They see work differently

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In reality

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

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In reality

Money vs Meaning Passion rather obligationMore risk taker

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In reality

Similarity vs DiversityRangeSensitiveAcceptance

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In reality

Tech-savy vs Tech-dependentRangeSensitiveAcceptance

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In reality

Bothersome vs CuriousNeed to know whyExploreNo boundaries

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Pause… Reflect…

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

What makes this person great?

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Pause… Reflect…

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

What makes this person mediocre?

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Managing Millennials Part - 2

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Managing Millennials

Answer their ‘Why’Involve them, Set context and

meaning

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Managing Millennials

Ensure you EmpowerIncrease the stakes, let them be

owners

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Managing Millennials

Provide instant FeedbackDon’t miss the moment

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Managing Millennials

Make time for listening They want you to know them

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Managing Millennials

Give them Freedom Learning and Approach

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Managing Millennials

Expect them to Go Remember they are exploring

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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

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Developing as a coach

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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

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Your Questions Matter!Joseph Abraham

joseph@cfold.org+91 98400 79377