11/16/2016 www.LTSemaj.com 1
Dr. Leahcim Semaj
Transformational Specialist
Intl. Keynote & Motivational Speaker
Above or Beyond
876-383-5627
The X-Y-Z
of Management
11/16/2016 www.LTSemaj.com 5
Leahcim Semaj, PhD
CanYou Gen-Flex?
11/16/2016 www.LTSemaj.com 9
 Traditionalists: 1922 – 1943 (over 70)
 Baby Boomers: 1944 – 1964 (51– 70)
 Generation X: 1965 – 1980 (35 – 50)
 Gene...
11/16/2016 www.LTSemaj.com 11
11/16/2016 12www.LTSemaj.com
11/16/2016 www.LTSemaj.com 13
COMPANY CONFIDENTIAL 14
1511/16/2016 www.LTSemaj.com
11/16/2016 www.LTSemaj.com 16
 Famed for their work ethic and commitment to getting the job done.
 Known to ask how they can help “improve” the work e...
 In addition to the talent-specific concerns of filling positions
vacated by Boomers in critical leadership and technolog...
 Think that technology is a separate thing.
 They “go on” the internet.
 They “make a call on the cell phone”.
 They l...
remember life without it,
 may use it and may be addicted to it like
everyone else
 but they can more easily let it go ...
11/16/2016 www.LTSemaj.com 21
 You’ve heard how large the Boomer
generation is in numbers, right?
 The Millennials are an even larger group
 The Gen ...
 arguably the best educated generation
 with that education and a growing maturity they
are starting to form families wi...
 Primarily children of the Baby Boomers born between
1960–1981.
 These are children who seek a sense of purpose, work-
l...
 They are extremely independent,
 they have totally embraced the technological revolution, and
they feel empowered and a...
 Generation X will question workplace
regulations
(such as dress codes and schedules),
 and know that there are other o...
 or at least to be climbing the corporate ladder by their
sixth month on the job.
 They believe that they deserve the po...
 increasingly a challenge for employers.
 To a Gen-Xer, a good job is no longer defined by monetary
gains alone
 Positio...
Forget GenY
Gen Xers are the Future of Work!
11/16/2016 www.LTSemaj.com 29
 Poised for great leadership
 the average age of an S&P 1500 CEO is 50.
 They’re already leading the majority of growin...
 Generation X may be the smallest portion of the
workforce, but they’re your company’s rising and
current leaders.
 With...
 As the average child-bearing age increases and
life expectancy expands,
Generation X is bearing the burden of
▪Raising ...
 we can’t ignore the stress that follows them
into the workplace and into positions of
leadership.
11/16/2016 www.LTSemaj...
 The generation under the most financial stress,
 In the USA
 Generation X lost 45% of its wealth
 almost double that ...
 Because Gen Xers will make up only 20% of the
workforce,
 as leadership roles are vacated by older workers,
there are ...
 experienced leaders may be impossible to recruit.
 Focusing the same attention on the generation
that isn’t demanding i...
 Then you can work on removing the roadblocks in their
way
engagement,
financial,
personal
 and develop tailored plan...
 that’s where data comes into play–
 not the large sweeping global trends on generations, but a deep look
inside your or...
 5% Mortgage?
 Assistance withTertiary Education costs?
 Inclusion of elder parents of health Insurance?
11/16/2016 www...
11/16/2016 www.LTSemaj.com 40
 Sometimes people ask,
 “Isn’t this just an artifact because these people are young?
 Soon they will grow up
 and get ...
 They are the most tech savvy and demanding
generation ever on this planet
 Technology is in their DNA.
 The internet i...
 For them the virtual world is real –
 Friends, Fans, Followers and Contacts
 Geography and distance are
 no hindrance...
 They are more self-directed
 process information at lightning speed.
 are smarter than any other generation
▪(how wise...
 They will give new meaning to the term Social workers:
 Raised in an educational culture of working in teams
 Highly s...
 Millennials are extremely social workers.
 they are the first generation to begin to build
relationships virtually
 an...
 Millennials
 have integrated all the various technologies into their lives,
 they are the ones that will say,
 “We ne...
11/16/2016 www.LTSemaj.com 48
11/16/2016 www.LTSemaj.com 49
11/16/2016 www.LTSemaj.com 50
11/16/2016 www.LTSemaj.com 51
 Millennials (or GenerationY)
 were born between 1980 and 2000.
 reputation for ambition and efficiency and enjoy worki...
 tried to give their children the very best
 (i.e., vacations, education, new forms of technology)
 encouraged them to ...
 recent studies and trends have shown that in
general this new group of young
professionals
 has a very different mindse...
 is primed to bring the biggest shift in
managerial styles and workplace culture
that has been seen in a long time.
11/1...
 This generation would rather work remotely.
 They would prefer to get their work done at their
favorite coffee shop
 a...
 to advance quickly
 and need to feel they have an opportunity for growth.
 If they are unhappy in a position
 or don’...
 prior generations have more of a
 “live to work” attitude.
 They are fine with logging a 60-hour work week
 and they ...
 to stay in one position for a long period of time
 and believe in the concept of
▪ “paying your dues”
 They are not co...
 While some employers and managers
 might see the attitudes of this younger generation in
a negative light,
 This group...
 one of the greatest attributes about this group is
 their comfort level in not only using technology
 but embracing ne...
 They want to be judged based on their
performance per project
rather than by the hours they log in the office.
 In thi...
 Since technology continues to become deeply
embedded into how we all work
 and is a huge part of how we do business.
 ...
 you want a high-technology campaign that is
colorful, upbeat and modern.
 Xers are fast to recognize when a potential
e...
 the possibilities, and the opportunities.
 Hiring the next generation of workers means
utilizing new recruitment method...
 Eric Chester,
 author of GettingThem to Give a Damn: How to GetYour
Front Line to Care aboutYour Bottom Line,
 suggest...
 1. Good relationships with bosses and co-workers
 2. Income
 3. Opportunity for growth
 4. Opportunity utilize their ...
 GenerationY is not very different from any other
demographic.
 They, too, want to be respected and recognized
for their...
 The work they do should mean something and
have importance to them personally and to their
company.
 They are confident;...
 will bring new ideas and values into the
workplace.
 They are highly educated, willing to learn,
technologically savvy,...
 Sometimes people ask,
 “Isn’t this just an artifact because these people are young?
 Soon they will grow up
 and get ...
 Coaching
 Mentoring
 Active Listening
 Rate them, don’t rank them
 Reward, daily
 Vary the package
 Give them chal...
11/16/2016 www.LTSemaj.com 94
 Millennials are the ‘hottest’ thing in the job market and are touted
as being the greatest assets to organisations.
 Th...
 60 IS the new 40!
 Current Generation Xers, Baby Boomers andTraditionalists (XBT)
are the fittest, healthiest and sharp...
 When a company is in crisis or experiencing rapid growth, it needs a
CEO who has experience in crisis management or scal...
11/16/2016 www.LTSemaj.com 98
11/16/2016 www.LTSemaj.com 99
11/16/2016 www.LTSemaj.com 100
11/16/2016 www.LTSemaj.com 101
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Reflection on Optimizing Performance & Productivity Across Generations; Baby Boomers, Gen X and Gen Y.

Dr. Leahcim Semaj
HRMAJ Conference 36
November 2016

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Generation xyz nov@016-hrmaj

  1. 1. 11/16/2016 www.LTSemaj.com 1
  2. 2. Dr. Leahcim Semaj Transformational Specialist Intl. Keynote & Motivational Speaker Above or Beyond 876-383-5627
  3. 3. The X-Y-Z of Management 11/16/2016 www.LTSemaj.com 5 Leahcim Semaj, PhD
  4. 4. CanYou Gen-Flex? 11/16/2016 www.LTSemaj.com 9
  5. 5.  Traditionalists: 1922 – 1943 (over 70)  Baby Boomers: 1944 – 1964 (51– 70)  Generation X: 1965 – 1980 (35 – 50)  GenerationY: 1981 – 1994 (21 – 34)  Generation Z: 1995 - ? (Under 20) 11/16/2016 10www.LTSemaj.com
  6. 6. 11/16/2016 www.LTSemaj.com 11
  7. 7. 11/16/2016 12www.LTSemaj.com
  8. 8. 11/16/2016 www.LTSemaj.com 13
  9. 9. COMPANY CONFIDENTIAL 14
  10. 10. 1511/16/2016 www.LTSemaj.com
  11. 11. 11/16/2016 www.LTSemaj.com 16
  12. 12.  Famed for their work ethic and commitment to getting the job done.  Known to ask how they can help “improve” the work ethic of Generation Xers and Millennials.  The work-life balance of boomers traditionally includes a little more “work” than “life.”  Between work ethic and sheer years of experience in the workplace, Boomers often represent a walking trust of organizational knowledge  Unlike their younger colleagues, older workers were less likely to switch employers throughout their careers 11/16/2016 www.LTSemaj.com 17
  13. 13.  In addition to the talent-specific concerns of filling positions vacated by Boomers in critical leadership and technology roles,  HR leaders should also value their older workers’ organizational knowledge.  By establishing strong knowledge management and transfer programs, such as documentation, job transfers and mentor relationships,  HR leadership can ensure that Boomers’ critical experience and knowledge isn’t lost the day they take retirement. 11/16/2016 www.LTSemaj.com 18
  14. 14.  Think that technology is a separate thing.  They “go on” the internet.  They “make a call on the cell phone”.  They look something up “on the computer”.  They have a distinction between doing a task and the “tool” that they do the task with. 11/16/2016 19www.LTSemaj.com
  15. 15. remember life without it,  may use it and may be addicted to it like everyone else  but they can more easily let it go and live without it. 11/16/2016 20www.LTSemaj.com
  16. 16. 11/16/2016 www.LTSemaj.com 21
  17. 17.  You’ve heard how large the Boomer generation is in numbers, right?  The Millennials are an even larger group  The Gen Xers are a much smaller group 11/16/2016 22www.LTSemaj.com
  18. 18.  arguably the best educated generation  with that education and a growing maturity they are starting to form families with a higher level of caution and pragmatism than their parents demonstrated. 11/16/2016 23www.LTSemaj.com
  19. 19.  Primarily children of the Baby Boomers born between 1960–1981.  These are children who seek a sense of purpose, work- life balance, fun, variety, respect, and the opportunity to do “real” work that makes a difference.  Arguably everyone wants these things from a job;  the difference with Generation X is they’ll talk with their feet when their needs are not fulfilled. 11/16/2016 24www.LTSemaj.com
  20. 20.  They are extremely independent,  they have totally embraced the technological revolution, and they feel empowered and are optimistic about the future.  Growing up in the age of technology has put a computer in the hands of almost every child.  These are people who have  understanding,  knowledge,  a command of technology  and they keep up with its advances. 11/16/2016 25www.LTSemaj.com
  21. 21.  Generation X will question workplace regulations (such as dress codes and schedules),  and know that there are other options out there if they are not satisfied with the answers. 11/16/2016 26www.LTSemaj.com
  22. 22.  or at least to be climbing the corporate ladder by their sixth month on the job.  They believe that they deserve the position they want.  This is not a lazy generation  actually they are not against hard work by any means.  They also want to do the work better and faster than their co-workers.  Being competitive with themselves and others is in their nature. 11/16/2016 27www.LTSemaj.com
  23. 23.  increasingly a challenge for employers.  To a Gen-Xer, a good job is no longer defined by monetary gains alone  Position selection is behavior-driven  Xers will take a given job because theyWANT to work there,  not because they have to.  What they’re looking for is an opportunity to make a difference  in the world, or the company. 11/16/2016 28www.LTSemaj.com
  24. 24. Forget GenY Gen Xers are the Future of Work! 11/16/2016 www.LTSemaj.com 29
  25. 25.  Poised for great leadership  the average age of an S&P 1500 CEO is 50.  They’re already leading the majority of growing companies: 68% of Inc. 500 CEOs are Gen Xers. 11/16/2016 www.LTSemaj.com 30
  26. 26.  Generation X may be the smallest portion of the workforce, but they’re your company’s rising and current leaders.  With the rise of millenials (predicted to be more than 40% of the workforce by 2020), we’re obsessed with pleasing the masses and concerned about the aging Boomer workforce. 11/16/2016 www.LTSemaj.com 31
  27. 27.  As the average child-bearing age increases and life expectancy expands, Generation X is bearing the burden of ▪Raising young children ▪Funding tertiary education ▪Caring for aging parents 11/16/2016 www.LTSemaj.com 32
  28. 28.  we can’t ignore the stress that follows them into the workplace and into positions of leadership. 11/16/2016 www.LTSemaj.com 33
  29. 29.  The generation under the most financial stress,  In the USA  Generation X lost 45% of its wealth  almost double that of the Baby Boomers before them.  What about CASH PLUS and OLINT IN JAMAICA  Financial stress affects work quality and engagement  This also means this generation may take fewer risks in the workplace  for fear of losing their jobs and have a lower propensity for change and shifting jobs even when opportunity arises. 11/16/2016 www.LTSemaj.com 34
  30. 30.  Because Gen Xers will make up only 20% of the workforce,  as leadership roles are vacated by older workers, there are fewer Gen Xers available.  And Millenials may not have the experience and maturity needed for such roles.  A possible war for talent. 11/16/2016 www.LTSemaj.com 35
  31. 31.  experienced leaders may be impossible to recruit.  Focusing the same attention on the generation that isn’t demanding it could be even more productive than helicoptering over your Millenials. 11/16/2016 www.LTSemaj.com 36
  32. 32.  Then you can work on removing the roadblocks in their way engagement, financial, personal  and develop tailored plans for those high-potentials you want and need to be ready for the top jobs. 11/16/2016 www.LTSemaj.com 37
  33. 33.  that’s where data comes into play–  not the large sweeping global trends on generations, but a deep look inside your organization:  Who are your Generation Xers?  How are they performing?  What are their specific challenges?  How is the organization helping to address those challenges? 11/16/2016 www.LTSemaj.com 38
  34. 34.  5% Mortgage?  Assistance withTertiary Education costs?  Inclusion of elder parents of health Insurance? 11/16/2016 www.LTSemaj.com 39
  35. 35. 11/16/2016 www.LTSemaj.com 40
  36. 36.  Sometimes people ask,  “Isn’t this just an artifact because these people are young?  Soon they will grow up  and get married and have children  and then they will be just like all the other Gen Xers, right?”.  I don’t believe this.  The differences are deep and have been ingrained since childhood.  The Millennials are not going to grow into Gen Xers,  just like the Gen Xers are not going to grow into Boomers. 11/16/2016 41www.LTSemaj.com
  37. 37.  They are the most tech savvy and demanding generation ever on this planet  Technology is in their DNA.  The internet is their life.  they will use it for everything  They will be a transient workforce.  They will 'follow the work' and live where the work is based. 11/16/2016 www.LTSemaj.com 42
  38. 38.  For them the virtual world is real –  Friends, Fans, Followers and Contacts  Geography and distance are  no hindrance,  Everything is here and now - just a click away. 11/16/2016 www.LTSemaj.com 43
  39. 39.  They are more self-directed  process information at lightning speed.  are smarter than any other generation ▪(how wise? Time will tell?) 11/16/2016 www.LTSemaj.com 44
  40. 40.  They will give new meaning to the term Social workers:  Raised in an educational culture of working in teams  Highly socially connected through  computers, cell phones, text messaging, instant messaging, social networking,  blogs, multi-player gaming, etc., 11/16/2016 www.LTSemaj.com 45
  41. 41.  Millennials are extremely social workers.  they are the first generation to begin to build relationships virtually  and are now bringing a culture of constantly working together 11/16/2016 www.LTSemaj.com 46
  42. 42.  Millennials  have integrated all the various technologies into their lives,  they are the ones that will say,  “We need to talk more instead of all this texting.”  or “People are forgetting how to even just talk to each other”,  or “I don’t use email. It’s a hassle and it’s too impersonal.  IfYou need to communicate with them Call or text or facebook 11/16/2016 47www.LTSemaj.com
  43. 43. 11/16/2016 www.LTSemaj.com 48
  44. 44. 11/16/2016 www.LTSemaj.com 49
  45. 45. 11/16/2016 www.LTSemaj.com 50
  46. 46. 11/16/2016 www.LTSemaj.com 51
  47. 47.  Millennials (or GenerationY)  were born between 1980 and 2000.  reputation for ambition and efficiency and enjoy working on teams.  They were raised in a period of economic prosperity  by Baby Boomer and Gen X parents  Raised in a less authoritarian style than they themselves had been raised. 11/16/2016 www.LTSemaj.com 52
  48. 48.  tried to give their children the very best  (i.e., vacations, education, new forms of technology)  encouraged them to seek employment in occupations that were meaningful on a personal level. 11/16/2016 www.LTSemaj.com 53
  49. 49.  recent studies and trends have shown that in general this new group of young professionals  has a very different mindset and approach than their predecessors. 11/16/2016 www.LTSemaj.com 54
  50. 50.  is primed to bring the biggest shift in managerial styles and workplace culture that has been seen in a long time. 11/16/2016 www.LTSemaj.com 55
  51. 51.  This generation would rather work remotely.  They would prefer to get their work done at their favorite coffee shop  and get on with their personal lives. 11/16/2016 www.LTSemaj.com 56
  52. 52.  to advance quickly  and need to feel they have an opportunity for growth.  If they are unhappy in a position  or don’t feel there is room for professional development  they’re more likely to seek other employment options.  Building tenure at an organization is not a top priority for this group. 11/16/2016 www.LTSemaj.com 57
  53. 53.  prior generations have more of a  “live to work” attitude.  They are fine with logging a 60-hour work week  and they enjoy face-to-face interaction with their colleagues. 11/16/2016 www.LTSemaj.com 58
  54. 54.  to stay in one position for a long period of time  and believe in the concept of ▪ “paying your dues”  They are not comfortable  working their way up the ladder  and biding their time to achieving success. 11/16/2016 www.LTSemaj.com 59
  55. 55.  While some employers and managers  might see the attitudes of this younger generation in a negative light,  This group could bring many positive changes to the way we do business. 11/16/2016 www.LTSemaj.com 60
  56. 56.  one of the greatest attributes about this group is  their comfort level in not only using technology  but embracing new technology.  They know how to use the latest and greatest  and they’re not afraid to flow with the changes. 11/16/2016 www.LTSemaj.com 61
  57. 57.  They want to be judged based on their performance per project rather than by the hours they log in the office.  In this respect, GenerationY works to live. 11/16/2016 www.LTSemaj.com 62
  58. 58.  Since technology continues to become deeply embedded into how we all work  and is a huge part of how we do business.  Being “technology literate” isn’t going to cut it anymore. 11/16/2016 www.LTSemaj.com 63
  59. 59.  you want a high-technology campaign that is colorful, upbeat and modern.  Xers are fast to recognize when a potential employer uses technology in lieu of important parts of the hiring process.  They expect to interact with recruiters who are knowledgeable and skillful. 11/16/2016 64www.LTSemaj.com
  60. 60.  the possibilities, and the opportunities.  Hiring the next generation of workers means utilizing new recruitment methods. 11/16/2016 65www.LTSemaj.com
  61. 61.  Eric Chester,  author of GettingThem to Give a Damn: How to GetYour Front Line to Care aboutYour Bottom Line,  suggests that  employers no longer need to hire the best people ▪ rather, they need to employ the right people.  Using personality profiles to hire people with similar work habits and views  will reduce the tension and turnover in the workplace. 11/16/2016 66www.LTSemaj.com
  62. 62.  1. Good relationships with bosses and co-workers  2. Income  3. Opportunity for growth  4. Opportunity utilize their skills  5. Challenging daily work  6. Flexible schedules for social and personal time  7. A casual dress environment.  8.Tuition reimbursement  9. Pension match by employer  10. Bonuses  11. Comp days 11/16/2016 67www.LTSemaj.com
  63. 63.  GenerationY is not very different from any other demographic.  They, too, want to be respected and recognized for their workplace contributions.  These kids are connected:  Technologically savvy, they are used to using cellular telephones and the Internet as primary means of communication. 11/16/2016 68www.LTSemaj.com
  64. 64.  The work they do should mean something and have importance to them personally and to their company.  They are confident;  products of encouraged self-esteem and educational opportunities,  they believe they can do it all and trust me, many can! 11/16/2016 www.LTSemaj.com 69
  65. 65.  will bring new ideas and values into the workplace.  They are highly educated, willing to learn, technologically savvy, and motivated.  Understanding and being sensitive to the needs of these workers will be the key factor in recruiting and retaining them.  If you want them to care about your company,  remember to show that you care about them. 11/16/2016 70www.LTSemaj.com
  66. 66.  Sometimes people ask,  “Isn’t this just an artifact because these people are young?  Soon they will grow up  and get married and have children  and then they will be just like all the other Gen Xers, right?”.  I don’t believe this.  The differences are deep and have been ingrained since childhood.  The Millennials are not going to grow into Gen Xers,  just like the Gen Xers are not going to grow into Boomers. 11/16/2016 71www.LTSemaj.com
  67. 67.  Coaching  Mentoring  Active Listening  Rate them, don’t rank them  Reward, daily  Vary the package  Give them challenges  Share their interests  Learn their language  Meet them where they are 11/16/2016 www.LTSemaj.com 72
  68. 68. 11/16/2016 www.LTSemaj.com 94
  69. 69.  Millennials are the ‘hottest’ thing in the job market and are touted as being the greatest assets to organisations.  They are tech savvy and they are a lot of them!  They also come with attitudes and behaviours that organisations balk at and not much ‘real’ work experience.  Generation Xers, Baby Boomers andTraditionalists (XBT) are becoming endangered species in the job market.  Organisations that want to discard XBTs based on the latest fad and hype around millennials will miss the boat. 11/16/2016 www.LTSemaj.com 95
  70. 70.  60 IS the new 40!  Current Generation Xers, Baby Boomers andTraditionalists (XBT) are the fittest, healthiest and sharpest the world has ever seen.  Today at age 60 the projected life expectancy is 85.  XBTs have a wealth of education, experience, emotional intelligence and organisational navigation skills that no other group possesses.  They can hit the ground running which results in immediate value to the organisation with focused attention and steady hands. 11/16/2016 www.LTSemaj.com 96
  71. 71.  When a company is in crisis or experiencing rapid growth, it needs a CEO who has experience in crisis management or scaling in a hurry,  not someone who is smart but needs CEO experience.  In this dynamic market when everything is changing at the speed of light experience in solving big problems quickly,  is a requirement to succeed.  Organisations that want to have a competitive edge must embrace XBTs who haveTAPTalent.  Not all XBTs want to own their own business. 11/16/2016 www.LTSemaj.com 97
  72. 72. 11/16/2016 www.LTSemaj.com 98
  73. 73. 11/16/2016 www.LTSemaj.com 99
  74. 74. 11/16/2016 www.LTSemaj.com 100
  75. 75. 11/16/2016 www.LTSemaj.com 101

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