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Resolving Multigenerational Conflict with Emotional Intelligence (EQ) - CEE Global

Learn@Lunch Series

Program 3: Resolving Multigenerational Conflict with Emotional Intelligence (EQ)


Today’s workforce can be as diverse as having four different generations working together, each with their own distinctive styles, values and belief systems and ways of viewing work-related issues. Multi-generational work environments can breed misunderstanding and conflict, and can compromise growth. However, if managed effectively, it can be a source of positive challenge, opportunity, and significant growth.

Organisations struggle with the challenges of effectively managing a more diverse workforce. These challenges often relate to variation in perspective, values and belief systems as a result of generational differences and are further complicated due to the age differences between managers and employees. The assumption – that people of varying ages will understand each other or have the same perspective and goals, is far from true. In order to be successful, managers need to understand and value the diversity resulting from generational differences, varying perspectives and differing goals.

Generation Y or “Gen Y” for short – is the term most commonly used to refer to the cohort of individuals born in the 80s and 90s, who are now entering or are already in the workforce. For Leaders who have four generations of employees sitting in a meeting or working on a project, it can seem like each generation has its own worldviews, priorities, career models, motives and values. The Leader need to enhance their understanding of generational characteristics and the impact of their own management practices on each of these groups. They need to leverage on the strengths of each generation. Taking full advantage of the multi-generational workforce will enable employers to effectively attract and retain employees, build teams, deal with change, and increase employee engagement (Bawany, 2011)7.

Session Objectives

As a result of attending this session, each participant will be able to:

  1. Better Understand the factors and historical period experiences that shape each generation
  2. Develop more effective communication and influencing strategies for each generation of employees
  3. Enhance their understanding of the workforce realities created by four generations in the workplace, including the potential points of commonality and conflict between each generation
  4. Learn the best practices required of leaders to leverage talent and wisdom of every age of employee to increase productivity and achieve business outcomes
  5. Develop a Personal Action Plan towards enhancing their Leadership Effectiveness


7“Unlocking the benefits of a multi-generational workforce in Singapore” published by Singapore Business Review, 24 January 2013 http://sbr.com.sg/hr-education/commentary/unlocking-benefits-multi-generational-workforce-in-singapore

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