• Essentials of Social Media Management: Amplify your Brand and Engage your Customers
  • Leading Effective Meetings: Optimizing your Time and Resources
  • Developing an Attitude of Professionalism: Values and Attitudes for Success
  • Effective Workload Management: Everyday Techniques to Get Things Done
  • LeaderShift Module 1: The Leader as a PEOPLE MANAGER: From Task to People Management
  • Multi-Generation Workforce Management: Bridging Work Styles across a Diverse Workforce
  • Project Management Skills for Everyday Tasks: Adopting the Mindset from Planning to Execution
  • LeaderShift Module 2: The Leader as a COMMUNICATOR: From Talking and Writing to Communicating
  • LeaderShift Module 3: The Leader as a PERFORMANCE COACH: From Performance Monitoring to Leading and Coaching
  • Handling Customer Complaints: Communicate and Connect with your Customers
  • Customer Service Recovery: Win Back Customers and Keep Them for Good!
  • Principles of Creative Video Production: How to Produce Interesting, Compelling, and Viral Videos
  • LeaderShift Module 4: The Leader as an INNOVATOR: From Typical to Critical Thinking
  • Critical Thinking and Decision Making in the Workplace: Analyze and Implement Effective Solutions
  • The R.O.I. on a Customer Service Mindset: Reaping the Benefits of a Customer Service Culture
  • Professional Image and Presence: Civility and Etiquette in the Modern Business Setting
  • Managing Employee Development: Creating Programs for Career Growth and Retention
  • Supervisory Essentials: From Task to People Management
  • Interactive & Engaging Presentation Skills: Applicable Tools & Techniques for your presentation
  • Sales Proficiency Training (SPRING): Methods and Techniques in Sales & Negotiation
  • Digital Marketing Toolbox: Using the Paid, Owned, and Earned Model
  • PHONETOGRAPHY: Explore, Create, & Inspire using your Smartphone
  • Supervisory Essentials Training: Leader as an Effective Communicator
  • MS EXCEL MADE SIMPLE: Beginners Guide to Basic Excel
  • CODING FOR KIDS (PART 1): Enhancing Creativity & Critical Thinking
  • ADVANCED MS EXCEL: Optimize its Functions to Ease and Simplify Data-Driven Tasks
  • CREATE A STRESS - FREE SPACE: Managing Stress for a Happier and Healthier you
  • Building and Condo Management: Property & Facility Management, Leasing and Preventive Maintenance
  • Marketing 101: How Marketing is at the core of every growth strategy
  • Practical Enterprise Architecture
  • DIGITAL MARKETING MANAGEMENT: Native Advertising: Aligning Creative Thought Process and Storytelling with your Business Strategies
  • Essentials of Business Communication: Written and Oral Communication for Everyday Use
  • Business Etiquette 101: Professional Guide to Projecting the Best Image of your Company
  • Basic Quality Toolkit: Apply the 8 tools used to improve Productivity, Efficiency and Effectiveness
  • Relationship Marketing: Cultivating Customer Relationship for Long-term Growth
  • Exploring MS Powerpoint and Beyond: Interactive and Engaging Presentation Tools
  • Supervisors as Coaches: Developing a Coaching Culture in your Organization
  • Basic Selling Program: Elevate your Sales Game with Tools and Techniques to close a sale
  • Strategies in Writing: How to Write Lean, Fast, and Viral


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    We have observed that millennials have their own unique traits, behaviors, priorities and their own set of work challenges. But older generations, who are more set in their ways, may be less accepting, even with the understanding that innovation, technology and change are inevitable to sustain progress. Personal biases, work style preferences, stuck behaviors and lack of clear work boundaries add on to multi-generation conflicts.

    But once we understand each generation’s uniqueness, it is easier to respect diversity and adjust to a variety of work styles promoting fluidity of interdepartment and multilevel work process flow. And of course, once this adjustment is done, millennials will likely stay on and continue with the company.

    We asked Anna Esperanza, who has researched on, and worked with millennials, for some tips about this topic. She will be conducting a workshop titled “Multi-Generation Workforce Management: Bridging Work Styles Across A Diverse Workforce” at the Inquirer Academy on May 25.

    1. Bridge the gap

    Millennials are acquiring leadership roles sooner, and at a younger age compared to other generations. But 60 percent of millennials are expected to leave their current employer within two to three years. This creates alarming concerns: loss of knowledge, reduced productivity, higher recruitment and training costs and succession gaps. To bridge the gap between generations ensures continuity of leadership and progress. The current leaders of the organization must understand how the presence of millennials changes work dynamics and organizational culture.

    Mature generations should endeavor to mold and empower the youth. Know that there is continuity of life, leadership and progress.

    2. Trust and transparency

    Covey teaches the value of operating on the level of trust. Teams shouldn’t second guess one another. They should freely work on their assigned work task knowing that there is continuity of work, within and with their cross functional departments.
    To operate on trust, team members must consistently practice transparency at work by uncovering competing and complementing values and priorities and sharing both the positive and negative outcomes—knowing that the goal is to help each other both personally and professionally.

    3. Embrace diversity and open communication

    An organization can practice open communication and embrace diversity by doing the following: (1) Find a balance addressing the teams’ core human and “generation” needs while driving to attain financial business goals; (2) Define cross generational values, acceptable work styles and incorporate them within the culture of the organization; and (3) Practice flexibility to the constantly changing internal and external work environment.

    If all team levels of the organization are aligned, it ensures leadership succession and sustainability of the business. A process that can only happen if leaders and team members alike are all open minded to diversity and change, and committed to contribute.

    The next step is to cultivate everyday employee engagement that is anchored on incorporating multiple team members’ perspectives. Then increase team engagement by promoting shared responsibility through inclusive leadership. When we lead without a title and respect equality, it fosters growth in every level of the organization. Team members have a sense of task ownership and belonging.

    Anna Esperanza, an organizational development consultant and US Licensed Neuro-linguistic Programming (NLP) practitioner, will conduct a workshop titled “Multi-Generation Workforce Management: Bridging Work Styles Across A Diverse Workforce” on May 25, 2017.

    The workshop will be beneficial to human resource practitioners and managers of corporations employing a diverse age group of employees. Aside from understanding differences in motivations and leadership styles, the workshop will help participants plan sustainable employment programs to address generation gaps and build an inclusive culture.