1.If You Cant Be with the One YouLove, Love the One Youre WithStrategies for a Multigenerational Workplace

2. VIEW THISPRESENTATION:http://slidesha.re/17HLt1x 3. Baby Boomer, 1943-1960 4. Generation X, 1961-1981 5. Millennials, 1982-2004 6. In my organization, there are real differencesbetween older and younger generations andhow they approach work.No, Ive nevernoticed, 16%Yes, there are, but theyNEVER posechallenges, 12%Yes, theySOMETIMES/OFTEN posechallenges, 72%Neil Howe & Reena Nadler, WHY GENERATIONS MATTER: Ten Findings from LifeCourse Research on theWorkforce, Feb 28, 2012 7. "I see no hope for the future ofour people if they are dependenton the frivolous youth oftoday, for they are recklessbeyond words. When I wasyoung, we were taught to bediscreet, respectful of elders, butthe present youth are exceedinglydisrespectful and impatient. Socrates, c. 400 BC 8. Open-minded, expertSentimentalValue due processChildren of NomadChildren in CrisisPrincipled, creativeRuthless, narcissisticValue vision, valuesChildren of HeroChildren in HighRational, CompetentUnreflective, boldValue communityChildren of ProphetElder in AwakeningPragmaticCynicalValue liberty, survivalChildren of ArtistChildren in AwakeningNomad HeroArtistProphet 9. Current Living GenerationsHero: GI (1901-1924), Millennial(1981-2004)Artist: Silent (1925-1942),Homeland (2005-Present)Prophet: Baby Boom (1943-1960)Nomad: Generation X (1961-1980) 10. NomadWashingtonHeroJeffersonArtistT RooseveltProphetLincoln 11. MILLENNIALS 12. Hero GenerationSelfless, rational, competentUnreflective, mechanistic, overboldCommunity, affluence, technologyChildren of Prophet GenerationYoung adult in Crisis, Elders in AwakeningThomas Jefferson, John Kennedy, WaltDisney, Ronald Reagan, Mark ZuckerburgMillennial (1982-2004), GI (1901-1924) 13. Hero GenerationBorn 1983 2004Politics: Clinton-Lewinsky, No Child LeftBehind, relatively stable political culture,9/11, War on TerrorSociety: helicopter parents, every body gets aribbon, zero tolerance, social media,diversity, self-esteemBusiness: Technology bubble, start-ups,Facebook, Google, Apple, NetflixCulture: focused on technology, celebrity sextapes, famous for being famous, sharing 14. WHY YOU SHOULD CARE? 15. 16,00017,00018,00019,00020,00021,00022,00023,00024,000Under 5years5 to 9years10 to 14years15 to 19years20 to 24years25 to 29years30 to 34years35 to 39years40 to 44years45 to 49years50 to 54years55 to 59years60 to 64years65 to 74years75 to 84years85yearsandoverSeries 1Baby Boomers81 millionGeneration X61 millionMillennials85 millionHomeland41 millionSilent & GI58 million 16. Most Developed Countries Have LaborShortages by 2020World Economic Forum, Stimulating Economies Through Tenant Mobility, 2010ShortageEquilibriumSurplus 17. Percentage of Millennials Planning toChange Jobs When Economy ImprovesUNC Kenan-Flagler Business School, The Force of Gen Y, June 28, 2012, http://under30ceo.com/infographic-the-who-how-and-why-of-leading-gen-y/ 18. Employee engagement is the extent to whichemployees are motivated to contribute toorganizational success and are willing to applydiscretionary effort to accomplishing tasksimportant to the achievement oforganizational goals.Rudy Karsan and Kevin Kruse, WE: How to Increase Performance and Profits Through FullEngagement, 2011 19. ENGAGEMENT IS GOOD FOR YOUREMPLOYEES Mental job stress has greater impact on marriage than physicalexhaustion Work challenges make both partners more argumentative Fathers with low job satisfaction have children who act out more atschool Employees dissatisfied at work at a BMI 0.6 higher than satisfiedemployees Workers with effective management were 1/3 to less likely tohave a heart attack Dissatisfied workers were 2.4X more likely to die of a cardiac event 20. AS SMOKINGA BAD BOSS IS AS BADFOR YOU 21. ITS ALSO GOOD FOR YOU Engaged workers are 18% more productive, 12% more profitable, and27% less prone to absenteeism. High-engagement companies had an EPS 18% higher thancompetitors and had growth rates 2.6 times of low-engagementcompetitors. High-engagement employees can outperform low-engagementemployees in highly technical and sales positions by as much as120%.John Fleming and Jim Asplund, Human Sigma, 2007Hay Group, Engage Employees and Boost Performance, Working Paper, 2001.http://web.archive.org/web/20061123123100/http://haygroup.ca/pdf/knowledge_engaged_performance_working_paper.pdf 22. Engagements effect on key performanceindicators.22%21%10%-41%-41%-48%-65%-25%-37%-80% -60% -40% -20% 0% 20% 40%ProfitabilityProductivityCustomerQuality (Defects)Patient Safety IncidentsSafety IncidentsLow-Turnover OrgsHigh-Turnover Orgs.AbsenteeismGallup, State of the American Workforce: Employment Engagement Insights for US Business Leaders, 2013 23. EIGHT KEYS TO MILLENNIALENGAGEMENTMake a diversity friendly workplaceCreate loyalty through personal relationshipsTake advantage of their market ethicMentor! Mentor! Mentor!Set clear expectations at the startReward & Appreciate their effortsShow them the keys to the mintHelp them overcome their fear of failure 24. MILLENNIALS EXPECT ADIVERSITY-FRIENDLYWORKPLACE 25. Be Prepared for a More Diverse Workforceand Customer Base72% 65% 58%48%39% 36% 32% 30%9%14% 20%29%36% 39% 42% 44%19% 18% 18% 17% 17% 17% 17% 17%3% 3%7% 7% 8% 9% 10%1970 1980 1990 2000 2010 2020 2030 2040White Hispanic Black OtherSource: HGAC Demographic ModelMillions 26. Percentage of Marriages in 2010 ThatWere InterracialHope Yen, Interracial Marriage In The U.S. Climbs To New High, Study Finds, Huffington Post, Feb16, 2012, http://www.huffingtonpost.com/2012/02/16/interracial-marriage-in-us_n_1281229.html 27. Cumulative US College Degree Gap inFavor of Women, 1982 - 2013US Department of Education, Digest of Educational Statistics, Table 283. Degrees conferred by degree-granting institutions, by level of degree and sex of student: Selected years, 1869-70 through 2020-21, 2011012345678910MillionsBachelors Degrees:4.3 millionAll Degrees:9.1 million 28. Projected US Population Growth IfImmigration and Fertility Do Not Change2002503003504004501970 1980 1990 2000 2010 2020 2030 2040 2050MillionsImmigrants andDescendantssince 1970Growth from DescendantsOf 1970 ResidentsSource: US Bureau of the Census, SUSPS Overview, http://www.susps.org/overview/numbers.html70% of US Growth1990 2050 will beFrom immigrants since 1970 29. In every school there arethe cool and popularkids, and then there arethe not-so-cool kids, hesays. Candidly, we goafter the cool kids. We goafter the attractive all-American kid with a greatattitude and a lot offriends. A lot of peopledont belong [in ourclothes], and they cantbelong. Are weexclusionary? Absolutely.Mike Jeffries, CEOAbercrombie & FitchQuoted in Salon, January 24, 2006 30. -20-15-10-505101522-Apr23-Apr24-Apr25-Apr26-Apr27-Apr28-Apr29-Apr30-Apr1-May2-May3-May4-May5-May6-May7-May8-May9-May10-May11-May12-May13-May14-MayCustomer Perception, Age 18-34Abercrombie & Fitch American Eagle H & MSource: YouGov BrandIndex, May 15, 2013, http://www.brandindex.com/article/abercrombie-fitch-scores-tumble-millennials A&F Brand IDtumbles withMillennials aftercommentsreferenced 1Q13 Same storesales decreased17% over last year H&M CEOannounces May 28:I have to behonest and say thatsome of ourmodels have beentoo skinny. Thatsnot OK.Business InsiderArticle with Comments 31. CREATE LOYALTYTHROUGH PERSONALRELATIONSHIPS 32. BABY BOOMER PARENTING Protecting through involvement Whats best for the GROUP of children Giving children what they need to besuccessful Aspirational you can do anything! Everybody winsAdapted from Frank N. Magid Associates, The Pluralist Generation, 2012 33. I trust Mom & DadMom & Dad alwaysgive me goodadviceI listen to Mom &DadBoss reminds ofMom & DadIll listen to BossAdapted from Nicole Lipkin and April Perrymore, Y in the Workplace: Managing the "Me First"Generation, 2010 34. TAKE ADVANTAGE OFTHE MARKET ETHIC OFMILLENNIALS 35. 56%41%37%0%10%20%30%40%50%60%Boomer Gen X MillennialPercentage who STRONGLY AGREE: "I like to be 100percent dedicated to my organizations mission."Neil Howe & Reena Nadler, WHY GENERATIONS MATTER: Ten Findings from LifeCourse Research on theWorkforce, Feb 28, 2012 36. Total Non-Farm Payroll, Bureau of Labor Statistics, May 2013040,00080,000120,000160,000F-48 F-52 F-56 F-60 F-64 F-68 F-72 F-76 F-80 F-84 F-88 F-92 F-96 F-00 F-04 F-08 F-124.5 M Boomers/yearenter economy w/ 50M jobs4.5 M Millennials/yearenter economy w/ 130M jobs 37. 46%36%32%0%10%20%30%40%50%Boomer Gen X MillennialPercentage who DISAGREE: "I believe in workingonly so long as it adds value for the client orcustomer. Working harder or longer is pointless."Neil Howe & Reena Nadler, WHY GENERATIONS MATTER: Ten Findings from LifeCourse Research on theWorkforce, Feb 28, 2012 38. Missed Expectations = MissedOpportunities0500010000150002000025000300003500011-Jan 11-Feb 11-Mar 11-Apr 11-May 11-Jun 11-Jul 11-Aug 11-Sep 11-Oct 11-Nov 11-DecAnticipated Calls Cumulative CallsOpportunityGap 39. Missed Opportunities & Revenue ImpactCategory MetricAnticipated Calls 32,700Cumulative Calls 26,501Missed Calls (6,199)Missed Meetings (32)Missed Deals (1/4) (8)Average Commission $30,000Missed Revenue $(240,000) 40. MENTOR! MENTOR!MENTOR! 41. Percentage of Millennials Who BelieveMentorship is a Key to Career SuccessPWC Global CEO Survey, 2011 42. Its important the organization I work forhas a good mentorship program.70% 71%81%12%8%14%0%10%20%30%40%50%60%70%80%90%Baby Boomer Generation X MillennialsImportance SatisfactionLifeCourse Associates, INDEPENDENT INSURANCE AGENTS AND BROKERS: THE GENERATION GAP, 2012 43. SET CLEAR EXPECTATIONSAT THE START 44. I know what my company stands for and whatmakes our brand different from ourcompetitors.60%46%37%3% 5%9%0%10%20%30%40%50%60%70%Executive Manager OtherStrongly Agree Strongly DisagreeGallup, State of the American Workforce: Employment Engagement Insights for US Business Leaders, 2013 45. What Every Employee Should Know Who are our customers? What are our products and services? Who are our competitors, why are they a threat and whatcan we learn from them? How do we measure our success? What is our current strategy? What history affects that strategy? What external trends affect that strategy? How does our organizations structure affect the strategy? What does our group do to support the strategy?Adapted from David DeLong and Steve Trautman, The Executive Guide to High-Impact Talent Management:Powerful Tools for Leveraging a Changing Workforce, 2010 46. REWARD AND APPRECIATETHEIR EFFORTS 47. A soldier will fight long and hardfor a bit of colored ribbon. Napoleon Bonaparte 48. Ignoring Work is the Same as DestroyingIt$0.15$0.26$0.28$- $0.05 $0.10 $0.15 $0.20 $0.25 $0.30WageShredded Ignored AcknowledgedDan Ariely, Emir Kamenica and Drazen Prelec (2008), Mans Search for Meaning: The Case of Legos.Journal of Economic Behavior and Organization. Vol. 67: 671-677. 49. SHOW THEM THE KEYS TOTHE MINT 50. Skill Development PlanAdapted from David DeLong & Steve Trautman, Executive Guide to High Impact Talent Management, 2010 51. I like to continuously acquire new skills.33%59%0%10%20%30%40%50%60%70%Baby Boomers and Gen X MillennialsLifeCourse Associates, INDEPENDENT INSURANCE AGENTS AND BROKERS: THE GENERATION GAP, 2012 52. HELP THEM OVERCOMEFEAR OF FAILURE 53. http://www.youtube.com/watch?v=Dr1pFnJj6H0 54. How Your Sales People Spend TheirTimeSelling, 41.0%NotSelling, 59.0%CSO Insight, 2011 55. Sales call reluctance is the fear ofself-promotion in professionalsales. 56. Call Objections WorksheetType of Objection Example Where it Comes From AnswersNow is not agood time. Short on time or prospect doesnt see value or benefit. When is agood time? If no good time ask when not to call.Too soon; 3 years left on my lease. Prospect doesnt see the value or benefit.Qualify prospect size - satisfaction with current building.For the right prospect, we can help now.Too busy. Short on time or prospect doesnt see value or benefit.When is agood time? If no good time ask when not to call.Ask if they have concerns to address so you are preparedfor the meeting.Call me back Unanswered obejction.When is agood time? If no good time ask when not to call.Ask if they have concerns to address so you are preparedfor the meeting.Get to the point. Short on time; or you may be waffling.Give quick summary of benefits and ask for an appt formore detail.How longwill it take? Unanswered obejction.Set ashort period of time and give quick summary ofbenefits. Ask if they have any concerns about space, etc.Waste of time. Prospect doesnt see the value or benefit.Ask if they want abenefit that you are offering, give themsome case studies detailingbenefit.I already have abroker. Prospect has abroker or doesnt trust you.Who is it? What are they doing? Why did you select thisbroker? When was the last time you talked with them?I handle the lease myself. Doesnt understand value or hidinganother objection.What are you doingto renew the lease? Educate theprospect, offer to team up.Im talkingwith other brokers. Prospect has abroker or doesnt trust you.When are you lookingto make adecision? What criteriaare you using? Do they have experience in this area?What other concerns do you have that need to beaddressed?I have family/afriend in the business. Prospect doesnt trust you.What kind of real estate do they practice?When was thelast time you talked with them about this? Can we workwith them?Offer areferral fee.I always use the same guy/youre not as good as myguy/etcDoesnt trust you or doesnt understand value, also mayhave been introduced to another broker by atrustedadvisor.Offer asecond opinion, see if you can offer increasedservice level, ask what they like about the broker and whythey selected them.Noteson ObjectionsTimeCompetition1Q2011 Brainstorming Seminar 57. EIGHT KEYS TO MILLENNIALENGAGEMENTMake a diversity friendly workplaceCreate loyalty through personal relationshipsTake advantage of their market ethicMentor! Mentor! Mentor!Set clear expectations at the startReward & Appreciate their effortsShow them the keys to the mintHelp them overcome their fear of failure 58. You should feel the greatestsatisfaction if one day yoursubordinate can do your jobbetter than you ever did, notdisparaging. For this is theultimate in achievement .The next generation must bemore than ready to fill ourshoes; they must be readyto run faster in them.-Lieutenant Col. Om Prakash, 87th Flying TrainingSquadron commander 59. LOVE THE ONE YOURE WITHSCOTT DAVIS2429 Bissonnet St Ste 526Houston, Texas 77005My Blog:www.scottdaviscre.infotisona@scottdaviscre.info832-304-3478