How to lead a multi-generational team as a Millennial

"63.3% of Executives are eligible to retire within the next 5 years."

If the statistics is just about half right, that still leaves a large leadership gap to be filled by Millennials. Is your organization ready with a Millennial talent pipeline and are they ready to lead?

Employers have the perception that Millennials are lazy, entitled, impatient and want to climb the corporate ladder without paying their dues. With continuously emerging technology, internet and globalization, the world has opened up which caused an increase in competition – as well as opportunities. 

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A look at Asian Millennials

Millennials are the future of Asia’s organizations and by 2020, Asia will account for 60% of the world’s Millennial population. Effective Managers of Millennials must have a real connection and understanding of what motivates Millennials, and how best to lead and coach them without having to spoon-feed and alienate the remaining workforce of other generations. 

There are also more Asian Millennials who are educated overseas and when returning back to their home countries, they are faced with a different leadership and management style as opposed to what they were used to abroad. Are leaders and organizations ready to adapt to the Millennial workforce?

Millennials will make up the majority of the workforce and attracting, recruiting and retaining them will be vital for companies. As Millennials are gradually taking on leadership roles, organisations should consider whether they are ready to lead in the increasingly uncertain environment we are facing and develop them into resilient and adaptable leaders of the future.

My experience as the youngest Head of Customer Operations in Shell

As one of the youngest multi-generational leaders in the organization, I went through a steep learning curve.

“Treat people the way you like to be treated.” - Golden Rule

From my experience, this doesn’t quite work as a leader and I learnt it the hard way. Having led and worked with people of diverse age groups spanning from GenZ to Baby Boomers in a multi-national Fortune 100 company for more than a decade, I discovered what works best is to treat everyone as an individual.

I realized very soon that what works for me won't necessarily work for others – because everyone has a different preference of ways of working and ultimately a different narrative of life.


Hence, I am a strong advocate for individualism supported by regular and transparent communication, as well as the need to adjust your style based on your audience. The challenge here is to stay authentic and true to yourself.

It took some trial and error for me but I discovered how to attract and retain talented millennials, keep them focused and engaged to deliver to the business’s bottom line without making other generations feel isolated.

My role as a Millennial Career and Purpose Coach

With more than 60% of executives retiring in the next 5 years globally, how prepared is your organization with the Millennial talent pipeline? Are you focusing enough on the multi-generational integration of the workforce?

I want to help Millennials develop greater self-awareness, overcome limiting self-beliefs, and lead with confidence. In our engagements, we focus on areas of concerns typically raised by Millennials and apply practices to become an assertive communicator, an influential and inspiring leader yet remaining authentic, humble and true to themselves.

Millennials aren’t the only generational change we need to anticipate in our work lives, but I want to help organizations and Managers of Millennials to engage them more effectively and bridge multi-generational gaps to create a more inclusive and engaged workforce who works towards a common goal.

If this sounds compelling and you want to know how I can add value to you or your organization, let's connect: ✉