The document discusses generational differences and characteristics of millennials in the workforce. It provides an overview of different generations based on their age ranges and how major world events shaped each cohort. Millennials, born between 1977-1993, make up a large portion of today's workforce but desire flexibility and how companies contribute to society in addition to profits. Engaging with millennial talent is important for businesses to avoid being left behind by this demographic.

1. Millennial
Leadership

2. RedMan47
in.linkedin.com/in/rajdeeplalvani
rajdeep.lalvani@gmail.com
+91
9811156990
The
VIEWs
expressed
in
this
PresentaJon
are
in
no
way
the
official
views
of
The
Times
of
India
and
should
not
be
interpreted
as
such.
Rajdeep
Lalvani
Associate
Vice
President
The
Times
of
India
Group

3. PRE
1936
1937
-­‐
1945
1946
-­‐
1964
1965
-­‐
1976
1977
-­‐
1993
1994
+
Please
select
the
appropriate
period
in
which
you
made
your
Parents
really
happy
by
being
born
to
them!!!!

4. Heard
these
Terms???

5. The
GeneraJons
Age
+79
70
-­‐
78
51
-­‐
69
39
-­‐
50
22
-­‐
38
<
21
Major
Events
WW
I
WW
II
Great
Depression
Mahatma
Gandhi
–
1920s
WW
II
Great
Depression
Food
Ra:oning
Indo-­‐China
Aggression
‘62
Civil
Rights
Independence
Women’s
Libera:on
Cold
War
Colour
Television
Famine
Vietnam
Indo
–
Pak
War
‘65
&
‘71
Water
Gate
MTV
Gen
Greenpeace
Drought
AIDs
Technology
Personal
Computer
–
1981
Hotmail
Environment
9/11
26/11
Gulf
War
Afghanistan
War
Kargil
War
Google
Glass
Nano
Compu:ng
Major
Traits
Formal
Uniform
Coopera:ve
Public
Interest
Personal
Connects
Respect
for
Authority
Loyal
Hard
Work
Personal
Connects
&
Telephone
Explore
Op:mis:c
Work
Centric
&
Loyalty
Career
Defined
by
Employer
Individualis:c
Flexible
Rebel
against
Authority
Tech
Explorers
SMS
&
E-­‐Mail
Tech
Comfortable
Family
Centric
Op:mis:c
Issue
Ac:vist
Ac:vist
Connected
24
X
7
Mul:
Taskers
Solu:ons
crowd-­‐
sourced
The
GeneraJons
Source
of
InformaJon
-­‐
The
Indian
Millennial,
JWT
Study,
TISS
Survey
PRE
1936
1937
-­‐
1945
1946
-­‐
1964
1965
-­‐
1976
1977
-­‐
1993
1994
+

6. The
GeneraJons
Age
+79
70
-­‐
78
51
-­‐
69
39
-­‐
50
22
-­‐
38
<
21
AspiraJons
Home
Ownership
Hero
Job
Security
Independence
Social
Standing
Job
Security
Re:rement
Financial
Security
Work
Life
Balance
Financial
Security
Freedom
&
Flexibility
Security
Stability
Signature
Product
Automobile
Automobile
Television
Automobile
Home
Owner
Television
Telephone
Personal
Computer
Internet
Mobile
Phone
Smart
Phone
Laptop
Tablet
Google
Glass
Mac
Android
Career
A^tude
Jobs
are
for
Life
Jobs
are
for
Financial
Stability
&
Social
Standing
Employer
is
“Annadata”
Loyal
to
Profession
not
necessarily
to
Organiza:on
Digital
Entrepreneurs
–
Work
with
Organiza:ons
not
for
Career
Mul:-­‐
Taskers
–
Jobs
&
Businesses
Percentage
in
the
Workforce
NIL
NIL
15%
30%
50%
Part-­‐Time
or
Internships
/
College
The
GeneraJons
Source
of
InformaJon
-­‐
The
Indian
Millennial,
JWT
Study,
TISS
Survey
PRE
1936
1937
-­‐
1945
1946
-­‐
1964
1965
-­‐
1976
1977
-­‐
1993
1994
+

7. This
is
how
it
LOOKS
TODAY
• Every
GeneraJon
sees
itself
as
the
“BEST”
• And
no
doubt
a
lot
of
us
have
heard
endless………
“Hamare
Zaamane
Main
STATEMENTs”
• Every
genera5on
sees
itself
as
being
different
and
special,
however,
the
truth
is
that
the
basic
DNA
remains
the
same,
it
is
the
way
we
think
and
the
belief
system
that
are
crea5ng
the
differences.
And
these
differences
are
all
hard
wired
into
our
brain
due
to
the
Major
Events
that
have
happened
during
the
forma5ve
years
of
each
of
the
Genera5ons
• In
the
World
we
live
in,
human
nature
remains
more
or
less
the
same.
PRE
1936
Have
gone
out
of
the
WORKforce
1937
-­‐
1945
Have
also
gone
out
of
the
WORKforce
Emeritus
Roles
1946
-­‐
1964
The
Baby
Boomers
are
sJll
acJve
in
the
WORKforce
1965
-­‐
1976
Gen
X’rs
are
very
acJve
part
of
the
WORKforce
and
most
are
in
Leadership
roles
1977
-­‐
1993
Millennials
-­‐
The
Primary
WORKforce
and
they
are
in
a
hurry,
impa5ent
and
more.
1994
+
StarJng
to
come
of
Age,
but
not
really
in
the
WORKforce
as
yet

8. 2015
Deloiie
Millennial
Survey
Source
of
InformaJon
-­‐
The
Indian
Millennial,
JWT
Study,
TISS
Survey,
H
Barry
Salzbery
–
CEO
of
Delloite
Global
When looking at Career Goals, today’s Millennials are just as interested in how
a business develops its people and its contribution to society as they are in its
products and profits. To deal with this way of thinking, the Business community
needs to change the way they engage with Millennial talent or risk being left
behind.

9. The
Indian
Millennial
• With
a
populaJon
of
1252
million
(2013
World
Bank
est.)
we
are
the
second
most
populous
Country
in
the
World
marginally
behind
China.
• And
at
last
count
we
had
close
to
600
million
people
who
would
fall
into
the
category
of
“Millennial”.
This
is
double
the
populaJon
of
the
US.
• In
spite
of
the
a^tudes
and
lifestyles
that
describes
the
Global
Millennial,
the
Indian
Millennial
brings
to
the
table
a
combinaJons
of
tradiJonal
values
&
cultural
perspecJves.
• A
study
by
JWT
supports
this
and
have
coined
a
new
term
for
the
Indian
Millennial
–
“Tech
Savvy
TradiJonalist”.
Source
of
InformaJon
-­‐
The
Indian
Millennial,
JWT
Study,
TISS
Survey

10. The
Indian
Millennial
• As
against
in
the
West,
you
are
quite
likely
to
find
the
Indian
Millennial
staying
as
a
part
of
a
large
extended
family.
A^tude
towards
ge^ng
a
“good
bargain”
remain
deeply
ingrained
in
the
mind-­‐set.
• According
to
some
studies,
over
70%
of
the
Indian
Millennial
support
tradiJon
and
preserve
family
values.
• A
new
generaJon
of
Indians
is
joining
the
Workforce
even
as
we
speak
and
trust
me,
they
are
not
bound
by
any
“dictates”
that
were
bestowed
upon
us
like
–
developing
naJon,
under-­‐developed,
poor
or
like
–
This
is
a
generaJon
of
“hungry
for
success,
the
rich
and
upwardly
mobile.”
Source
of
InformaJon
-­‐
The
Indian
Millennial,
JWT
Study,
TISS
Survey

11. The
GeneraJons

12. PRE
1936
Have
gone
out
of
the
WORKforce
1937
-­‐
1945
Have
also
gone
out
of
the
WORKforce
Emirateus
Roles
1994
+
StarJng
to
come
of
Age,
but
not
really
in
the
WORKforce
as
yet
1946
-­‐
1964
The
Baby
Boomers
are
sJll
acJve
in
the
WORKforce
1965
-­‐
1976
Gen
X’rs
are
very
acJve
part
of
the
WORKforce
and
most
are
in
Leadership
roles
1977
-­‐
1993
Millennials
-­‐
The
Primary
WORKforce
and
they
are
in
a
hurry,
impa5ent
and
more.
• Close
to
95%
of
the
WORKforce
are
a
MIX
of
Baby
Boomers,
Gen
X’rs
and
Millennials.
• And
the
biggest
segment
is
the
Millennials
who
are
being
in
most
cases
being
managed
by
Gen
X’rs.
• To
be
able
to
effecJvely
lead
this
group,
we
need
to
win
the
hearts
and
the
minds
of
this
group
–
and
to
do
that
we
need
to
understand
them
a
bit
Coming
of
Age!

13. Coming
of
Age!

14. Coming
of
Age!

15. Millennial
DifferenJaJon
Within
the
Millennial
GeneraJon
also
there
are
two
disJnct
groups
–
The
Younger
&
the
Slightly
more
Younger!!!
21
years
–
27
years
28
years
–
37
years

16. DIGITAL
SURROUND
The
Traits
of
every
GeneraJon
are
defined
by
the
events
that
shaped
their
growing
up
years.
In
this
case
Digital
has
shaped
their
World
View
–
They
are
always
on
and
connected,
Technology
is
their
SKIN

17. DIGITAL
SURROUND
99%
own
Smartphones
&
connected
24
X
7
Text,
Whatsapp,
Re-­‐Tweet
&
Likes
are
their
Life
Social
Media
&
EmoJcon
Life
Crowd-­‐Sourced
decision-­‐
making
Obsessed
with
PercepJon
Have
their
OWN
website
and
or
Blogs

19. HBR
• Jeanne
C
Meister
&
Karie
Willyerd
published
an
ar:cle
5
years
ago
in
HBR
that
the
makeup
of
the
global
workforce
was
undergoing
a
shif
and
in
four
years,
Millennials
would
account
for
over
50%
of
the
workforce.
• The
ar:cle
also
highlighted
the
TOP
5
requirements
Millennials
had
and
these
are
a
reality
in
todays
world
Source
of
InformaJon
-­‐
The
Indian
Millennial,
JWT
Study,
TISS
Survey,
….from
their
Boss
….from
their
Company
….to
Learn
Help
me
Navigate
my
Career
Path
Will
develop
my
skills
for
the
Future
Technical
Skills
in
my
area
of
exper:se
Will
give
me
straight
feedback
Has
strong
Values
Self
Management
&
personal
produc:vity
Mentor
&
Coach
me
Customized
benefits
&
rewards
Leadership
Sponsored
formal
development
programs
Work
–
Life
balance
Industry
&
Func:onal
Knowledge
Is
comfortable
with
flexible
schedules
Clear
Career
Path
Crea:vity
&
Innova:on
Strategies

20. • Millennials
view
WORK
as
a
key
part
of
Life
• They
also
want
to
find
WORK
that
is
personally
fulfilling
• Want
to
WORK
to
make
new
friends,
learn
new
skills
and
connect
to
a
larger
purpose
• In
a
Sense,
they
are
looking
at
TOTAL
FULFILLMENT
• They
want
Leadership
Roles
• They
want
to
be
Mentored
–
not
lectured
too
• They
Want
to
be
Coached
through
their
Mental
minefield
• The
are
looking
for
conJnuous
learning
and
consequent
growth
• They
want
to
be
Socially
Responsible
• They
want
to
try
and
belong
as
a
community

21. • They
Want
to
Be:
– Approachable,
Open
&
Transparent
– Ethical,
Fair,
Honest
&
Trustworthy
– AnalyJcal
• They
Want
to
Do
– Develop
Skills
– Inspire,
Encourage
&
MoJvate
– Treat
others
with
respect
&
dignity
– Foster
an
Inclusive
Environment
• They
Want
to
Communicate
– Clearly
arJculate
thoughts,
opinions
and
Ideas
– Have
truthful
&
transparent
conversaJons
– Solicit,
accept
and
take
acJon
based
on
subordinate
feedback
In
Summary