Previously, we talked about the challenges of finding gainful employment and how the rules are changing when identifying and interviewing for an opportunity. Employers are savvy and know they can benefit from the amazing resources and talent available – so how do you make yourself standout from the crowd?
Consider the old way versus the new: employ vs. engage. Not only is this a different process, it’s also a mindset. Companies are looking for talent that is fresh, updated, are quick learners and who can take the ball and run with it. More of a “here’s what I can do for you” versus the old “here’s what I can do.”
Engagement is about getting people’s attention, offering something of value and then creating buy-in or participation. It’s not spouting your accomplishments or data dumping, waiting for the other person to be impressed.
As a Baby Boomer, your 30 years of stability aren’t necessarily a bonus – they may signal lack or creativity or innovation to a different generation. Don’t take that as a personal slight – it’s just one more way the employment process has changed. Instead, identify key successes, challenges resolved and obstacles you overcame to demonstrate your value and skills.
When writing UPSIDE, Bonnie and I were very aware of these shifts, so we dedicated an entire chapter on how to leverage your value by identifying your existing marketable skills. You can download one of the key exercises, the Power Core, to jumpstart the process for free (http://upsidethebook.com/downloads.html). Once you determine which skills are valuable in the current economy, you can then start identifying which industries need your abilities and offer opportunities.
Just the other day, Sharon Cohen of the Associated Press wrote a story of Baby Boomers aged 50+ looking for long-term work. The article expressed the despair and rejection qualified candidates feel while searching for gainful employment. It evoked tough memories for me as well, when I was laid off the first time in my career, almost 25 years ago.
Ms. Cohen’s article chronicled the efforts of the job seekers – looking online, scouring the classifieds and even networking groups of other unemployed. I ran into the same issues – sending 100s of resumes to blind ads, knocking on storefronts with help wanted signs – and like many of my Boomer colleagues, I was told more than once that my knowledge and skills made me “over-qualified” for a position. The frustration and rejection can be overwhelming.
While these are traditional, classic methods, they are not the way most employers find great employees – the rules have changed and Boomers need to be aware of where to channel their time and energy. (more…)
Can you develop your own American Dream?Can you accept that your lifestyle may be different than the last generation?Can you still be happy?
In our book, Upside:How to Zig When Life Zags, we discuss the meaning of happiness.Our premise is that even during a recession and hard times, it is possible to be happy.One of the core elements in the book is the idea that happiness comes from many things other than material possessions. We also emphasize the importance of reworking your American Dream to fit the new reality.
A new survey conducted by MetLife indicates that many are pursuing their own version of the American Dream.Beth Hirschhorn, executive vice president and chief marketing, says “people are adapting and pursuing their own American dream.” There is a de-emphasis on material values, even to the extent of accepting lower living standards.
“The American Dream for many – higher education, owning a home, a great career, providing a financial safety net and building retirement assets – is eitherunachievable or irrelevant.Posted on:Dream’s dark hour By GREGORY BRESIGER January 7, 2012
Survey spokeswoman Laura Adams, adds that the American Dream is less conventional and more personalized than previously defined. The average American wants to realize his own dream, not that of a group.
You may be surprised to know that Americans work harder than our counterparts abroad. While Europeans enjoy months at a time of “holiday,” Americans remain hard at work. The numbers on relaxation and vacation are in – and they are not in our favor! (more…)
Economist and best-selling author Juliet Schor has a new video describing the new American Dream: http://vimeo.com/26573848. The film shows why economic and job-related strategies from the past that don’t work in today’s economy. It depicts, in her words, “what a post-consumer society could look like, with people working fewer hours and pursuing re-skilling, homesteading, and small-scale enterprises that can help reduce the overall size and impact of the consumer economy.”
In our book Upside, we talk about the need for creating your own career crystal ball of the future. This film is an excellent example of our concept: taking advantage of emerging job opportunities based on the needs of the future. It also takes into account the need to pay attention to our dwindling resources as that affects job opportunities, too. (more…)
Enthusiastic, passionate, knowledgeable and strategic are a few words to describe, Kyra Cavanaugh, work-life consultant and president of Life Meets Work. She is an expert in flexibility and here are her words of wisdom regarding the status and future of flexibility,
I asked her what the upsides of flexibility vs. doing nothing are:
Flexibility is a tool to achieve strategic objectives. It helps organizations meet bottom line objectives such a growth, customer loyalty, sustainability and more.
It’s not about being nice – it’s about survival.
Regarding employers being more or less resistant to implementing flexibility, she said:
Employers are more open to the idea. But they’re coming at flex as a way to solve other problems. For example, taking time to care for a sick child isn’t flexibility for them, it’s a workforce reality.
When asked if employers are well educated on the benefits of flexibility, she said NO:
“Many still think it’s a Human Resources program, a benefit or perk. But it’s not, it’s a business strategy. We have a ways to go in helping them understand that.”
Kyra says that work sharing to solve the employment issues hasn’t taken hold yet. It is at the bottom of the list. However there are some examples of condensed work week and unpaid days off.
Kyra’s thoughts on the future of flex options are exciting.
It is projected that in 2020 employers will need to go where the people are. The talent shortage occurring now will continue and employers will have to meet the needs of employees -–talent management and flexibility will have to merge. Employers will need to reach out to the diverse population. Flexibility is going to help them tap a much broader talent pool including returning veterans, part-timers, and boomers transitioning into retirement.
Kyra cited Ryan LLC as an organization that has changed culture and embracing flexibility. As a tax accounting firm in a very competitive industry, they were losing people. The CEO, Mr. Brent, didn’t do this to be nice -– but, rather to retain and recruit talent. As a result when they shifted to being performance driven rather than to “where and when” approach, their metrics went up significantly. 80% of their recruits say that flexibility was crucial to their joining the organization.
I asked about the correlation between happiness and flexibility. She said people who use flexibility are much happier. They have the time to exercise, sleep, and work-family conflicts are down. Less commuting is also a factor for less stress.
Just last week, the Employee Benefits Research Institute (EBRI) announced that almost half of the 76 million baby boomers will run out of money within 10-20 years of their retirement. (more…)
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