1.
If You Can’t Be with the One You
Love, Love the One You’re With
Strategies for a Multigenerational Workplace

2.
VIEW THIS
PRESENTATION:
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 differences
between older and younger generations and
how they approach work.”
No, I've never
noticed, 16%
Yes, there are, but they
NEVER pose
challenges, 12%
Yes, they
SOMETIMES/
OFTEN pose
challenges, 72
%
Neil Howe & Reena Nadler, WHY GENERATIONS MATTER: Ten Findings from LifeCourse Research on the
Workforce, Feb 28, 2012

7.
"I see no hope for the future of
our people if they are dependent
on the frivolous youth of
today, for they are reckless
beyond words. When I was
young, we were taught to be
discreet, respectful of elders, but
the present youth are exceedingly
disrespectful and impatient.“
– Socrates, c. 400 BC

8.
•Open-minded, expert
•Sentimental
•Value due process
•Children of Nomad
•Children in Crisis
•Principled, creative
•Ruthless, narcissistic
•Value vision, values
•Children of Hero
•Children in High
•Rational, Competent
•Unreflective, bold
•Value community
•Children of Prophet
•Elder in Awakening
•Pragmatic
•Cynical
•Value liberty, survival
•Children of Artist
•Children in Awakening
Nomad Hero
ArtistProphet

9.
Current Living Generations
•Hero: GI (1901-1924), Millennial
(1981-2004)
•Artist: Silent (1925-1942),
Homeland (2005-Present)
•Prophet: Baby Boom (1943-1960)
•Nomad: Generation X (1961-1980)

10.
Nomad
Washington
Hero
Jefferson
Artist
T Roosevelt
Prophet
Lincoln

11.
MILLENNIALS

12.
Hero Generation
•Selfless, rational, competent
•Unreflective, mechanistic, overbold
•Community, affluence, technology
•Children of Prophet Generation
•Young adult in Crisis, Elders in Awakening
•Thomas Jefferson, John Kennedy, Walt
Disney, Ronald Reagan, Mark Zuckerburg
•Millennial (1982-2004), GI (1901-1924)

13.
•Hero Generation
•Born 1983 – 2004
•Politics: Clinton-Lewinsky, No Child Left
Behind, relatively stable political culture,
9/11, War on Terror
•Society: helicopter parents, every body gets a
ribbon, zero tolerance, social media,
diversity, self-esteem
•Business: Technology bubble, start-ups,
Facebook, Google, Apple, Netflix
•Culture: focused on technology, celebrity sex
tapes, “famous for being famous”, sharing

14.
WHY YOU SHOULD CARE?

15.
16,000
17,000
18,000
19,000
20,000
21,000
22,000
23,000
24,000
Under 5
years
5 to 9
years
10 to 14
years
15 to 19
years
20 to 24
years
25 to 29
years
30 to 34
years
35 to 39
years
40 to 44
years
45 to 49
years
50 to 54
years
55 to 59
years
60 to 64
years
65 to 74
years
75 to 84
years
85
years
and
over
Series 1
Baby Boomers
81 million
Generation X
61 million
Millennials
85 million
Homeland
41 million
Silent & GI
58 million

16.
Most Developed Countries Have Labor
Shortages by 2020
World Economic Forum, Stimulating Economies Through Tenant Mobility, 2010
Shortage
Equilibrium
Surplus

17.
Percentage of Millennials Planning to
Change Jobs When Economy Improves
UNC 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 which
employees are motivated to contribute to
organizational success and are willing to apply
discretionary effort to accomplishing tasks
important to the achievement of
organizational goals.
Rudy Karsan and Kevin Kruse, WE: How to Increase Performance and Profits Through Full
Engagement, 2011

19.
ENGAGEMENT IS GOOD FOR YOUR
EMPLOYEES
• Mental job stress has greater impact on marriage than physical
exhaustion
• Work challenges make both partners more argumentative
• Fathers with low job satisfaction have children who act out more at
school
• Employees dissatisfied at work at a BMI 0.6 higher than satisfied
employees
• Workers with “effective” management were 1/3 to ½ less likely to
have a heart attack
• Dissatisfied workers were 2.4X more likely to die of a cardiac event

20.
AS SMOKING
A BAD BOSS IS AS BAD
FOR YOU

21.
IT’S ALSO GOOD FOR YOU
• Engaged workers are 18% more productive, 12% more profitable, and
27% less prone to absenteeism.
• High-engagement companies had an EPS 18% higher than
competitors and had growth rates 2.6 times of low-engagement
competitors.
• High-engagement employees can outperform low-engagement
employees in highly technical and sales positions by as much as
120%.
John Fleming and Jim Asplund, Human Sigma, 2007
Hay 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.
Engagement’s effect on key performance
indicators.
22%
21%
10%
-41%
-41%
-48%
-65%
-25%
-37%
-80% -60% -40% -20% 0% 20% 40%
Profitability
Productivity
Customer
Quality (Defects)
Patient Safety Incidents
Safety Incidents
Low-Turnover Orgs
High-Turnover Orgs.
Absenteeism
Gallup, State of the American Workforce: Employment Engagement Insights for US Business Leaders, 2013

23.
EIGHT KEYS TO MILLENNIAL
ENGAGEMENT
•Make a diversity friendly workplace
•Create loyalty through personal relationships
•Take advantage of their market ethic
•Mentor! Mentor! Mentor!
•Set clear expectations at the start
•Reward & Appreciate their efforts
•Show them the keys to the mint
•Help them overcome their fear of failure

24.
MILLENNIALS EXPECT A
DIVERSITY-FRIENDLY
WORKPLACE

25.
Be Prepared for a More Diverse Workforce
and Customer Base
72% 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 2040
White Hispanic Black Other
Source: HGAC Demographic Model
Millions

26.
Percentage of Marriages in 2010 That
Were Interracial
Hope Yen, Interracial Marriage In The U.S. Climbs To New High, Study Finds, Huffington Post, Feb
16, 2012, http://www.huffingtonpost.com/2012/02/16/interracial-marriage-in-us_n_1281229.html

27.
Cumulative US College Degree Gap in
Favor of Women, 1982 - 2013
US 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, 2011
0
1
2
3
4
5
6
7
8
9
10
Millions
Bachelor’s Degrees:
4.3 million
All Degrees:
9.1 million

28.
Projected US Population Growth If
Immigration and Fertility Do Not Change
200
250
300
350
400
450
1970 1980 1990 2000 2010 2020 2030 2040 2050
Millions
Immigrants and
Descendants
since 1970
Growth from Descendants
Of 1970 Residents
Source: US Bureau of the Census, SUSPS Overview, http://www.susps.org/overview/numbers.html
70% of US Growth
1990 – 2050 will be
From immigrants since 1970

29.
“In every school there are
the cool and popular
kids, and then there are
the not-so-cool kids,” he
says. “Candidly, we go
after the cool kids. We go
after the attractive all-
American kid with a great
attitude and a lot of
friends. A lot of people
don’t belong [in our
clothes], and they can’t
belong. Are we
exclusionary? Absolutely.
Mike Jeffries, CEO
Abercrombie & Fitch
Quoted in Salon, January 24, 2006

30.
-20
-15
-10
-5
0
5
10
15
22-Apr
23-Apr
24-Apr
25-Apr
26-Apr
27-Apr
28-Apr
29-Apr
30-Apr
1-May
2-May
3-May
4-May
5-May
6-May
7-May
8-May
9-May
10-May
11-May
12-May
13-May
14-May
Customer Perception, Age 18-34
Abercrombie & Fitch American Eagle H & M
Source: YouGov BrandIndex, May 15, 2013, http://www.brandindex.com/article/abercrombie-fitch-scores-tumble-millennials
• A&F Brand ID
tumbles with
Millennials after
comments
referenced
• 1Q13 Same store
sales decreased
17% over last year
• H&M CEO
announces May 28:
“I have to be
honest and say that
some of our
models have been
too skinny. That’s
not OK.”
Business Insider
Article with Comments

31.
CREATE LOYALTY
THROUGH PERSONAL
RELATIONSHIPS

32.
BABY BOOMER PARENTING
• Protecting through involvement
• What’s best for the GROUP of children
• Giving children what they need to be
successful
• Aspirational – you can do anything!
• Everybody wins
Adapted from Frank N. Magid Associates, The Pluralist Generation, 2012

33.
I trust Mom & Dad
Mom & Dad always
give me good
advice
I listen to Mom &
Dad
Boss reminds of
Mom & Dad
I’ll listen to Boss
Adapted from Nicole Lipkin and April Perrymore, Y in the Workplace: Managing the "Me First"
Generation, 2010

34.
TAKE ADVANTAGE OF
THE MARKET ETHIC OF
MILLENNIALS

35.
56%
41%
37%
0%
10%
20%
30%
40%
50%
60%
Boomer Gen X Millennial
Percentage who STRONGLY AGREE: "I like to be 100
percent dedicated to my organization’s mission."
Neil Howe & Reena Nadler, WHY GENERATIONS MATTER: Ten Findings from LifeCourse Research on the
Workforce, Feb 28, 2012

36.
Total Non-Farm Payroll, Bureau of Labor Statistics, May 2013
0
40,000
80,000
120,000
160,000
F-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-12
4.5 M Boomers/year
enter economy w/ 50M jobs
4.5 M Millennials/year
enter economy w/ 130M jobs

37.
46%
36%
32%
0%
10%
20%
30%
40%
50%
Boomer Gen X Millennial
Percentage who DISAGREE: "I believe in working
only so long as it adds value for the client or
customer. Working harder or longer is pointless."
Neil Howe & Reena Nadler, WHY GENERATIONS MATTER: Ten Findings from LifeCourse Research on the
Workforce, Feb 28, 2012

38.
Missed Expectations = Missed
Opportunities
0
5000
10000
15000
20000
25000
30000
35000
11-Jan 11-Feb 11-Mar 11-Apr 11-May 11-Jun 11-Jul 11-Aug 11-Sep 11-Oct 11-Nov 11-Dec
Anticipated Calls Cumulative Calls
Opportunity
Gap

39.
Missed Opportunities & Revenue Impact
Category Metric
Anticipated Calls 32,700
Cumulative Calls 26,501
Missed Calls (6,199)
Missed Meetings (32)
Missed Deals (1/4) (8)
Average Commission $30,000
Missed Revenue $(240,000)

40.
MENTOR! MENTOR!
MENTOR!

41.
Percentage of Millennials Who Believe
Mentorship is a Key to Career Success
PWC Global CEO Survey, 2011

42.
It’s important the organization I work for
has a good mentorship program.
70% 71%
81%
12%
8%
14%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Baby Boomer Generation X Millennials
Importance Satisfaction
LifeCourse Associates, INDEPENDENT INSURANCE AGENTS AND BROKERS: THE GENERATION GAP, 2012

43.
SET CLEAR EXPECTATIONS
AT THE START

44.
I know what my company stands for and what
makes our brand different from our
competitors.
60%
46%
37%
3% 5%
9%
0%
10%
20%
30%
40%
50%
60%
70%
Executive Manager Other
Strongly Agree Strongly Disagree
Gallup, 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 what
can 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 organization’s 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 APPRECIATE
THEIR EFFORTS

47.
“A soldier will fight long and hard
for a bit of colored ribbon.“
– Napoleon Bonaparte

48.
Ignoring Work is the Same as Destroying
It
$0.15
$0.26
$0.28
$- $0.05 $0.10 $0.15 $0.20 $0.25 $0.30
Wage
Shredded Ignored Acknowledged
Dan Ariely, Emir Kamenica and Drazen Prelec (2008), “Man’s Search for Meaning: The Case of Legos.”
Journal of Economic Behavior and Organization. Vol. 67: 671-677.

49.
SHOW THEM THE KEYS TO
THE MINT

50.
Skill Development Plan
Adapted 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 Millennials
LifeCourse Associates, INDEPENDENT INSURANCE AGENTS AND BROKERS: THE GENERATION GAP, 2012

52.
HELP THEM OVERCOME
FEAR OF FAILURE

53.
http://www.youtube.com/watch?v=Dr1pFnJj6H0

54.
How Your Sales People Spend Their
Time
Selling, 41.0
%
Not
Selling, 59.0
%
CSO Insight, 2011

55.
Sales call reluctance is the fear of
self-promotion in professional
sales.

56.
Call Objections Worksheet
Type of Objection Example Where it Comes From Answers
“Now is not agood time.” Short on time or prospect doesn't 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 doesn't 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 doesn't 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 prepared
for 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 prepared
for the meeting.
“Get to the point.” Short on time; or you may be waffling.
Give quick summary of benefits and ask for an appt for
more detail.
“How longwill it take?” Unanswered obejction.
Set ashort period of time and give quick summary of
benefits. Ask if they have any concerns about space, etc.
“Waste of time.” Prospect doesn't see the value or benefit.
Ask if they want abenefit that you are offering, give them
some case studies detailingbenefit.
“I already have abroker.” Prospect has abroker or doesn't trust you.
Who is it? What are they doing? Why did you select this
broker? When was the last time you talked with them?
“I handle the lease myself.” Doesn't understand value or hidinganother objection.
What are you doingto renew the lease? Educate the
prospect, offer to team up.
“I’m talkingwith other brokers.” Prospect has abroker or doesn't trust you.
When are you lookingto make adecision? What criteria
are you using? Do they have experience in this area?
What other concerns do you have that need to be
addressed?
“I have family/afriend in the business.” Prospect doesn't trust you.
What kind of real estate do they practice?When was the
last time you talked with them about this? Can we work
with them?Offer areferral fee.
“I always use the same guy/you’re not as good as my
guy/etc”
Doesn't trust you or doesn't understand value, also may
have been introduced to another broker by atrusted
advisor.
Offer asecond opinion, see if you can offer increased
service level, ask what they like about the broker and why
they selected them.
Noteson Objections
TimeCompetition
1Q2011 Brainstorming Seminar

57.
EIGHT KEYS TO MILLENNIAL
ENGAGEMENT
•Make a diversity friendly workplace
•Create loyalty through personal relationships
•Take advantage of their market ethic
•Mentor! Mentor! Mentor!
•Set clear expectations at the start
•Reward & Appreciate their efforts
•Show them the keys to the mint
•Help them overcome their fear of failure

58.
You should feel the greatest
satisfaction if one day your
subordinate can do your job
better than you ever did, not
disparaging. For this is the
ultimate in achievement ….
The next generation must be
more than ready to fill our
shoes; they must be ready
to run faster in them.
-Lieutenant Col. Om Prakash, 87th Flying Training
Squadron commander

59.
LOVE THE ONE YOU’RE WITH
SCOTT DAVIS
2429 Bissonnet St Ste 526
Houston, Texas 77005
My Blog:
www.scottdaviscre.info
tisona@scottdaviscre.info
832-304-3478