Copyright @2014 Centre for Executive Education Pte Ltd www.cee-global.com 1 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
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2014 Global HR Excellence - Leading and Engaging Multigenerational Workforce - 13 Oct 2014
2014 Global HR Excellence - Leading and Engaging Multigenerational Workforce - 13 Oct 2014
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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
Copyright @2014 Centre for Executive Education Pte Ltd www.cee-global.com
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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.
Copyright @2014 Centre for Executive Education Pte Ltd www.cee-global.com
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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.
Copyright @2014 Centre for Executive Education Pte Ltd www.cee-global.com
• 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
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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
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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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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
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Achieving Results with
Multigenerational Workforce
• 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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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
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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