Over-50

Time to Succeed: Shake Off the Past

Careers can simply disappoint. The smartest back in graduate school hasn't become a big name. At least, not yet.

Or they can implode in ways that make it difficult to earn a good living in any line of work.

Of course, career recovery is not only possible. It's probable, especially in America.

When in prison for crimes connected to Watergate, lawyer Chuck Colson found spirituality. Then he went on to serve the needs of former convicts. His obituary saluted him as one of the good guys.

There is no one path to career recovery.

But along that journey there frequently is a common obstacle: the inability to forgive.

The typical example is the former assistant professor who blames X and Y at the university for not receiving tenure. The mindset festers. He can't find well-paying work in academia and can't catch on in another way to make a good living.

Historically, forgiveness had been discussed in religious and spiritual contexts.

More recently, it pops us in guides about success. One of those is "Supersurviors: The Surprising Link Between Suffering and Success." The authors are David Feldman and Lee Daniel Kravetz.

Feldman and Kravetz observe:

"Forgiveness means breaking the psychological ties that bind you to the past, giving up the quest to change what has already happened."

One former lawyer knocked out of the partner box whom I coached had gotten stuck re-playing in her head the real or imagines injustices done her at the law firm. She may have been right. But that prevented her from identifying and pursuing opportunity in her present. She had to get it that forgiveness made good professional sense. 

How to forgive?

In 12-step recovery programs what helps is owning one's own part in what didn't pan out as expected. To use the cliché, it takes two to tango.

Another tactic is to recognize the universal truth that hurt people hurt. Those who inflict suffering are usually suffering themselves. It makes good professional sense to develop compassion for their own pain.

A third fix is to embrace that letting the resentment go is simply smart. Research, such as by University of Kansas psychologist C.R. Snyder, shows a strong correlation between forgiveness and the emergence of hope and the reduction of clinical depression. 

A fourth is developing a mindset of humility. In most situations, causality is impossible to prove. How does anyone really know that the actions of ABC triggered the entire career downward trajectory of MNO? There might be a correlation but that can also be difficult to understand fully. Most of what happens in life and why is a mystery. 

Here, free to download, is my book on shaking off the past.

Communications Strategy/Services and Career Coaching. Special areas of expertise include professionals over-50 and students applying to degree programs in higher education.

 

Complimentary initial consultation. Sliding scale fees. Contact Jane Genova for an appointment janegenova374@gmail.com.

 

Getting Back to Work - 6 Bulletproof Strategies (but just 1, such as re-locating, might pan out)

The documentary - "Aging Out" - by Huffington Post presents the soul-wrenching plight of Andrew Altenburg.

Beyond young adulthood but, at 53, too young for government entitlements such as Social Security and Medicare, he is mired in financial difficulties. That's because he has been unemployed for a long period,  despite his persistent job-hunting.

Usually the search ends abruptly at the interview stage when the "mood shifts." Employers seem to rule him out because of his age.

That experience of the "mood shifts" is palpable in the conference rooms of much of America when an older applicant enters. 

Altenburg is based in New York City and, although his partner has a good job, he has to bring in income to pay his fair share of the high cost living there.  

No surprise, Altenburg fears homelessness. According to the Center for Elders Independence, about 50% of the homeless are over-50. 

The good news for Altenburg and those over-50 searching for jobs is that there are proven strategies and tactics to get, hold, and move on to better work.

Since the market crashed for lawyers in 2009, I have been coaching seasoned professionals on how to continue to bring in income. That has included lecturing at the New York State Bar Association to unemployed Baby Boomers.

Here are 6 recommendations that can be used collectively or a la carte. Regarding the latter, sometimes simply re-locating from an age-biased region like the New York Metro area to one less embedded with age discrimination, such as southwestern Arizona, can flip the switch on joblessness. Often, professionals in New York City can age out by the mid-40s.

Change mindset from continuing a career path to building /increasing marketability. 

Immediately that removes the concern about "hurting" a resume through jobs not related to a career. The secret sauce there is the old truism: Nothing gets you a job like a job.

A 58-year-old client's specialty in communications had collapsed.

His first step out of that nightmare was to land a contract job as a security guard in retail. Within months that became a full-time job with benefits. He was invited to join the marketing department of the loss prevention firm.

That's not where he saw his future. But it gave him the confidence to try out how he could enhance his overall marketability through experience in the hospitality industry. He worked the front desk.

The next stop was to get an entry-level job at a call center. Quickly he became a supervisor. Currently he is part of middle management. 

Re-do all job search materials to prevent the perception of being overqualified aka "too expensive." 

Hyper competition has forced organizations to be brutally cost efficient. They will not pay for more experience than they need.

The two years experience of the email expert in generating results is enough. They will toss the application of those with 10 years, assuming their expectation for compensation will be too high and/or they will bolt when a more lucrative opportunity comes up.

Take charge of the interview. 

Interviews for work are really sales calls. Top salespeople take charge of the process but do that smoothly so the prospect does not realize those doing the pitching are in control.

For example, the aging sense that the interviewer has ruled them out.

That interview can be saved.

What has been effective is to shift from presenting the general to parachuting into the specifics. After all, the aging job searcher has nothing to lose.

A 53-year-old employee in land development had been looking for a better fit for a job for two years. After coaching, he decided to experiment with being direct. He said, "Here is what I can do for you." On the first try, he received a job offer.

Experimentation applies to all aspects of a job search. Those range from where to apply to testing out different cover letters and resumes. 

Don't take labor market personally. 

There are solid career guides such as "What Color Is Your Parachute? 2018" which explain how the demand for manpower has changed radically since The Great Recession and keeps changing because of digital technology.

Millennials have encountered their own dark night of the soul in their search for a living wage. In Youngstown, Ohio, for example, many have come to consider $9-something an hour okay. 

Follow opportunity.

That can take the form of becoming certified in a skill, such as Google AdWords, which is in demand. Unlike studying for a degree, certification is usually fast and affordable. 

Another way to be where the opportunity is, as referenced above, to re-locate where age bias isn't intense and there are more survival jobs in which to apply for and work at in order to start over.

No one knows what can come from that experience. Working in an inbound call center in Tucson, Arizona can produce the ah-ha moment to launch an enterprise scripting for call centers. 

A third way is to play around with side hustles. One or more can be the foundation for a business. The dog walker can spot the marketability of a mobile grooming service and then figure out how to be trained and get the funding for the van. 

A fourth is to search for and apply for telecommuting jobs that can be done from home. There are more of them. And many do not require an in-person interview.

The entire hiring process is online and on phone (not SKYPE or with iPhone face time).

The trick is to provide the "right answers" to the online interview questions.

To do that, applicants have to balance the policies of the company with the unique needs of each customer or client.

Those evaluating the answers want to see evidence that applicants understand the importance of the organization's policies along with extreme commitment to excellence in customer service. 

Ditch ego. 

In a sense, everyone who needs to earn income starts over again every morning. There is no guarantee that the work will be there. The hunt is analogous to what the cave man had to get the hang of in order to survive. In primitive times there was no welfare or unemployment.

For one client, a former middle manager in human resources, there was shame in being "seen" working as a clerk in Home Depot (an employer whose mission is to hire the aging).

The solution, we decided, was a behind the scenes start-over in a telecommuting sales job. The training for the service was done online. After 90 days there were benefits and bonuses.

If Andrew Altenburg is reading this, he can contact me (janegenova374@gmail.com) for 90 days of pro bono coaching. Since I am originally from the BigApple, I get how his mind and value system operate.

Meanwhile, here, free to click on and download, is my book on finding an exit ramp from whatever is keeping the aging stuck - and without work Download Over50OutsmartingYourComfortZone.

And here is a backgrounder on my coaching for over-50 services Download BACKGROUNDERJaneGenovaCoaching.

Coaching, auditing, lecturing, and writing/ghostwriting thought leadership content on ageism.  

 

For individual coaching – sliding scale fees. Complimentary initial consultation. The displaced over-50 get back to work. Mature professionals who are working advance their careers. Contact Jane Genova janegenova374@gmail.com.

 

Retirement Overseas - Don't Ignore Low-Cost Options in U.S.

Again, there is an article in the media - this time USA Today - about how cheaply a couple or single person can retire abroad, as opposed to the United States. The nations mentioned range from Ecuador to Costa Rica. 

That has been a hot topic for at least six years.

However, relocation, even within the United States, is a complex issue for those retiring or semi-retiring. And, the media coverage of taking that giant step to an overseas location usually doesn't analyze so many of the factors involved. 

For example, what about personal safety?

Several of the overseas destinations, such as parts of Ecuador and the Philippines, have high crime rates. It's difficult enough to know how to be safe on streets of the America. Imagine figuring out that game in a foreign nation.

Another issue of the cost of healthcare.

In Ecuador, retirees from America can participate in its national health system but that's not an option in many other overseas locations. There are ways to retain Medicare coverage by splitting residency between the U.S. and overseas. However, if that's not possible and retirees have to give up Medicare to live abroad medical costs can eat into the funds saved by becoming an expatriate. 

Another factor is homesickness.

It is expensive to come back to America to visit one's hometown and life-long friends and for them to journey to the overseas location. It's taken me almost four years since I relocated from the New York Metro area to shake missing what used to be. On holidays I would downright cry from the pain of that loss. Only after about three years have I been able to build new close relationships. 

Unfortunately, the reality is that many of us over-65 can no longer afford to reside where we have spent the last 20, 30, 40 years or more.

As we plan where to relocate we better be fully aware that the transition can be very difficult.

In coaching clients over-50 about The Next I warn them not to be seduced by marketing campaigns which position and package the move as The Great Adventure.

The adjustment can be as soul-wrenching as graduating from college. Here is my ebook, free to click open and read, on how we can  manage to exit our comfort zones  Download Over50OutsmartingYourComfortZone.

Meanwhile, be skeptical of how members of the media present overseas retirement paradises with low sticker prices. There are parts of the United States where the same kinds of affordability can be worked out. The Youngstown, Ohio Metro area is among them. 

Coaching, auditing, lecturing, and writing/ghostwriting thought leadership content on ageism.  

 

For individual coaching – sliding scale fees. Complimentary initial consultation. The displaced over-50 get back to work. Mature professionals who are working advance their careers. Contact Jane Genova janegenova374@gmail.com.

 

Yet Another Suicide of a Middle-Aged Professional

We continue to be humbled by the mystery of why people who seem blessed by good fortune take their own lives. Many are in their middle years. 

The latest suicide to be announced is that of the son of Tina Turner - Craig Raymond Turner.

He was 59 years old, lived in Studio City, California, and identified himself on his Facebook page as a realtor. He committed suicide by a self-inflicted gunshot wound. Here are more details from the New York Post.

There are so many questions to contemplate. At the top of the list is if the middle years in the 21st century are presenting new kinds of challenges to human beings?

In my coaching of those over-50 I encounter such confusion.

Once-confident professionals are thrown off their game. It could one or more factors: loss of a job, being forced into retirement, not getting that promotion, overwhelmed by the financial pressures of putting children through college, divorce, and even gaining weight. 

I call that darkness The Four Monsters of the Mind. Here is my book on those demons, free to download. 

Most thought about suicide. What "saved" them was their willingness to change. The professional and person they had been before were, as W.B. Yeats put it, centers which could no longer hold. 

This blog passes on wishes for strength among the members of the Turner family.

Coaching, auditing, lecturing, and writing/ghostwriting thought leadership content on ageism.  

 

For individual coaching – sliding scale fees. Complimentary initial consultation. The displaced over-50 get back to work. Mature professionals who are working advance their careers. Contact Jane Genova janegenova374@gmail.com.

 

Taking on Ageism - Public Interest Lawyers & Career Coaches

Those of us who revered Jack McCoy and his team of prosecuting attorneys on "Law and Order" probably never reflected on how much they were earning.

Now, with the Milbank Bump to $190k entry-level salary, we are.

In Bloomberg Law, Elizabeth Olson presents the median salaries for prosecuting attorneys and public interest lawyers. The pay gap is a stunner, at least for those who had not been tracking compensation. Olson cites statistics from the National Association for Law Placement.

Entry-level prosecuting attorney make about $58,300. That rises to about $96,400 with 11 to 15 years experience. 

For public interest lawyers the median starting salary is about $48,000.

Obviously, a lawyer doesn't opt for those kinds of career paths unless there is some kind of mission. That could range from protecting the public from criminals to protecting human rights. 

Surprisingly, even in hyper-capitalist America, a mission can be satisfying and sustaining. Yes, really.

In coaching the over-50, I provide a sliding scale schedule of fees. Many of those who contact me for an initial complimentary consultation are unemployed. When they find out that there is wiggle room for setting the fee for future paid sessions, they exhale.

I feel good about what I do because I believe it does good. Day after day I take on ageism. When ageism bites, it can eat right into the soul of once-confident professionals. Here is my book, free to download, on how those demons can overwhelm.

The law has been slow to catch up to how ageism derails careers. But there have been encouraging signs in the kinds of lawsuits being filed.

For example, "Kleber v CareFusion" focuses on alleged age discrimination at the front end - hiring. It is also looking  "experience caps," that is, the statement by employers that only X number of years experience will be considered. More gets the applicant knocked out of the box.

A class action lawsuit "Rabin v PwC" also alleges discrimination in hiring. That is via the recruiting for new hires primarily on college campuses.

And the Darden restaurant chain recently settled for millions for alleged age bias in hiring. 

Ageism could become the new flashpoint in diversity issues. And public interest lawyers working in government agencies such as the EEOC could be on the front lines.

Meanwhile, those of us who take in re-runs of "Law & Order" on ION on Wednesdays, now can factor in the financial sacrifice McCoy's team is absorbing. What an inspiration in these times of the meme about income inequality.

Coaching, auditing, lecturing, and writing/ghostwriting thought leadership content on ageism.  

 

For individual coaching – sliding scale fees. Complimentary initial consultation. The displaced over-50 get back to work. Mature professionals who are working advance their careers. Contact Jane Genova janegenova374@gmail.com.

 

Roger Ailes - Could He Have Updated His Game for 2018?

Roger Ailes had been a media genius. And Russell Crowe will portray that complex innovator in an eight-part series for "Showtime." 

The scripting is based on Gabriel Sherman's negative biography "The Loudest Voice in the Room."

Singlehandedly Ailes created and implemented the formula for a conservative cable television network - Fox. He knew there was an audience out there for this. And he put the focus on pleasing those viewers, not necessarily winning awards.

Sure, though, Ailes had tragic flaws. And his personal public relations representative Bob Dilenschneider helped prevent those from destroying his brand. At least until the brand was blown into a million pieces by allegations of sexual misconduct. The Murdoch boys sent Ailes packing.

Will any actor play Dilenschneider? Essentially he wound up throwing shade on Ailes when the media discovered that Dilenschneider purchased space in The New York Times Book Review to promote a positive biography of Ailes.

That supposedly stealth move was intended to distract attention from Sherman's book. But, the strategy was ill-conceived. The this-is-a-great-media-leader book had already been out there a year. Ailes looked foolish. Of course, "The Loudest Voice in the Room" caught fire.

In 1991, Hill & Knowlton, as Fox had done with Ailes, forced Dilenschneider out. What's fascinating is that of all the public relations representatives available, Ailes chose Dilenschneider. Both used controversy as a platform to get things done. The ecosystem they created is a story in itself. 

That was then.

A year after getting out of Dodge - that is, leaving the New York Metro area and relocating to Florida - Ailes died. 

And that leaves Dilenschneider in the post-Ailes era. One wonders how much brand equity has been extracted from his one-time aura with the loss of that powerful client?

Dilenschneider, with his long time administrative assistant Joan Avagliano, is still operating a public affairs shop in Manhattan and Chicago.

On Glassdoor, employees give The Dilenschneider Group a "1" out of a possible "5."

And it's puzzling that on the company's website, there is a page providing the double-digit number of years of experience principals of the firm have. One has 40 years. This is a time, as influential books such as "Disrupted" and "What Color Is Your Parachute? 2018," explain, clients, customers, and employers are only willing to pay for as much experience as is absolutely necessary to get the job done. 

That's exactly why aging professionals have to reconfigure how they are positioning and packaging themselves for developing new business, being hired for full-time jobs, and landing contract assignments. Ageism is taking the form of the perception that seasoned professionals have too much experience. 

During coaching the over-50, I help them make the shift to presenting themselves in the now. Their 2018 elevator pitch is: Here is what I can do for you. In itself, that bypasses most of the age obstacle. If the buyer doesn't want what the seller can do, the seller moves on. 

Here is my new book on how seasoned professionals can put together a game plan aligned with current realities. It's free to click open, print, and read  Download Over50OutsmartingYourComfortZone

Meanwhile, the "Showtime" series will return us to a time of less competition in media. Ailes had a sandbox mostly to himself. In it he established the Fox brand.  To establish his own personal branding he reached to Dilenschneider. 

As we take in the series we can ask if that MO would fly today?

So many of the over-50 I coach had become irrelevant because they were operating on an anachronistic set of assumptions about how to put together success. For a comeback, they have to develop a fresh playbook. Reflection: Would Ailes have been capable of that? 

Coaching, auditing, lecturing, and writing/ghostwriting thought leadership content on ageism.  

 

For individual coaching – sliding scale fees. Complimentary initial consultation. The displaced over-50 get back to work. Mature professionals who are working advance their careers. Contact Jane Genova janegenova374@gmail.com.

 

The War to End All Wars - Such Naive Labeling (and the belief systems it embedded in America)

Here is the confidential 20-page letter transmitted by lawyers John M. Dowd, who no longer works for Donald Trump, and  Jay Sekulow to Special Counsel Robert Mueller.

Essentially, it argues that the U.S. President has absolute authority. Therefore, Trump as president, cannot be legally compelled to testify.

Such an argument, as MarketWatch interprets, relies on a broad, perhaps novel, interpretation of presidential authority. Given that, it may require a court hearing. 

The letter was obtained by The New York Times, which has a paywall.

It was distributed to the public by MarketWatch, which doesn't have a paywall, at least not yet.

Important breaking news and in-depth analysis posted on establishment media with paywalls can usually be found on MarketWatch. That has provided a public service to those who find themselves financially overwhelmed subscribing to the growing number of media outlets with paywalls.

Of course, this development in Russiagate brings back traumatic political memories for Baby Boomers. We lived every second of Watergate. That's because it contradicted our beliefs about the American system.

Born post-World War II, we were socialized for happy clappy. America wanted and needed to move away from the war. Most families had been negatively impacted.

So, the push for the new generation conceived to replace the hundreds of thousands slaughtered during the war to end all wars (what naïve labeling) was to come of age with extreme optimism about how the world could be - particularly America. And, we were told that we were responsible for making that happen.

In Roman Catholic elementary school St. Boniface, housed amid the immigrant tenements  in downtown Jersey City, New Jersey, we students were assigned a specific role: Pray for the conversion of Russia. On Fridays we brought in quarters to adopt pagan babies in that nation. 

Just as when "our president" John F. Kennedy was murdered, most of us Baby Boomers remember exactly where we were every time the media delivered another bombshell report about how Richard Nixon was making the moves to bypass the law.

Catastrophe changes people. We were changed. Those who took the phenomenon of Watergate seriously tilted toward extreme skepticism.

The probability is high we never again expected much from Washington D.C. Even during the healing Obama Administration we anticipated big-time disappointments. It was the digital technology story from that era which interested us, not the supposed reforms. Incidentally, many of my younger friends couldn't afford Obamacare kind of health insurance and opted to pony up the fine.

So, the letter gets sent. The talking heads comment. Members of the legal media are interviewing sources today for articles to be posted tomorrow. And, we who have been through it before feel foolish that we believed Watergate would only happen once, at least in America.

Meanwhile, we have to combat ageism, an injustice which is increasing in America. That, not the antics in Trumpville, has been the real stunner.

We were the generation which went to college. Neighborhood businesses provided us part-time jobs to help pay what scholarships and government loans didn't. 

No, we never saw "it" coming.

This struggle to find, hold onto, and land better work shouldn't have happened as we became older. Typically, four monsters have taken us over. Here is my free book on that. 

Coaching, auditing, lecturing, and writing/ghostwriting thought leadership content on ageism.  

 

For individual coaching – sliding scale fees. Complimentary initial consultation. The displaced over-50 get back to work. Mature professionals who are working advance their careers. Contact Jane Genova janegenova374@gmail.com. Here is a description of how coaching can outsmart ageism in employment  Download BACKGROUNDERJaneGenovaCoaching

 

 

Baby Boomers, GenXers - 5 Job Search Must-Dos + How to Keep Wolf from the Door

For the unemployed looking for a job, new graduates hunting for an entry-level one, and the lucky with jobs determined to land a better one, the game is not a numbers one. Sure, 164K jobs were created in April 2018.

So?

Usually there is no absolute correlation between the availability of opportunities and being hired. In the best of economic times, there were and are members of the labor force struggling to find work. 

An example was when the Jack Welches and Lee Iacoccas wiped out middle management in what was known then as Corporate America. Part of that was technology. Part fresh models of how to do business. Who got sidelined were usually the middle aged professional. Gone was the expectation of putting in the time and getting a pension. 

That niche - the aging employee - is even more vulnerable currently. That's because aggressive cost control has become a total must for survival. The older worker is expensive - in salary, use of benefits, and the prospect of providing a pricey package to get rid of him or her. 

Simultaneously, the aging can't return to an existence of ramen noodles. There are mortgages, offspring to educate, necessity to carry medical insurance, and maybe parents to help out. They need well-paying work.

That search has become the ultimate sales call of the 21st century. The mindset and tactics have to be that of a seasoned salesperson. The objective of each sales call must be to close - that is, get the job offer. 

Here are five tips, along with a survival-job tactic, on how older professionals can transform job search into sales:

Research the market segments. Successful salespeople only invest in the probable. The losers chase every lead.

So, hunters for work have to continually update themselves on what industries, organizations, and contractors are more age-neutral. For example, comments to my article published on O'Dwyer about ageism hammered how much age-bias exists in public relations. Here is that article. 

In my coaching, I guide displaced over-60 public relations players on options to hunting for a job in that field. They include launching their own agency which is differentiated from what's already out there, freelancing with a total focus on the high end of the market, and identifying what skills and experience can be recycled for another line of work.

Take control. The biggest mistake is to be passive at any aspect of the job hunt, ranging from choosing where to apply to the actual interview. There are many articles on the internet and books in the public library (and sold used on Amazon) on the art and science of selling. Every move in the sales process is highly structured. 

A useful exercise is to analyze how salespeople are pitching and determining what styles and tactics pay off and which don't.

Be up, especially on oneself. Career suicide begins with being caught in a self-defeating loop. After rejection, the older searcher for work can gradually or quickly become a victim of overthinking, loss of confidence, self-criticism, and aversion to risk.

Here is my book, free to download, on what I label The Four Monsters of The Mind. 

The sale begins and closes in the mind. The playbook is based on psychology, particularly the salesperson's.

Have no expectations. No smart salesperson goes into the pitch with the assumption that there will be a close. If there isn't, the disappointment will affect the next pitch.

The mindset is to position and package the whole process as a learning experience. The more learning the better the odds of eventual success.

That's exactly why the experts recommend grabbing every interview. That provides priceless practice. It's that real-life activity in real time that moves job searches along the learning curve. Attending a seminar on how to find a job does not have that kind of dramatic payoff because the exercise is passive.

Incidentally, a fundamental of zen is to not project results. Just be in the moment doing one's best at what is. 

Ditch the past. Every coach worth his or her salt observes one major problem among the unemployed aging. They drag around the past, both successes and failures, like bags of rotting vegetables. A stench follows them.

The reality is that opportunity pops up in the present. The job offer is made in the present, not in the memory of four years ago in a career path.

A former head of a large public relations lost his job. He went on to start his own agency. It was successful because he knew the smart moves, including the window dressing.

But it could have been more successful had he not kept trotting out his accomplishments in the earlier role. In fact, his marketing material became cartoonish. In an email blast promoting his book in 2009, he included the percentage of increase in sales from 1990 when he was in a whole different game. Odd, folks thought. They didn't buy the book. 

For those who treasure professional and personal growth, searching for work can become an exhilarating experience. Not an ordeal.

To allow that emotion to surface, it's wise to apply for survival jobs to keep the wolf from the door. That prevents the extreme angst which triggers overthinking, loss of confidence, self-criticism, and playing it too safe.

Preparing to parachute into the survival-job niche can entail retrofitting a resume to what will attract not threaten employers.

In 2003, when I had to do a start-over in my career, my survival game mandated removing from the resume all the academic degrees beyond the BA and the amazing accomplishments from the past. I was hired for the first opportunity I went after. On it I was offered the promotion to supervisor. But, I returned to my original career path and launched a social media startup. 

Coaching, auditing, lecturing, and writing/ghostwriting thought leadership content on ageism. Complimentary consultation.

 

Coaching Introductory Offer - $19 for 15 minutes. The displaced over-50 get back to work. Contact Jane Genova janegenova374@gmail.com.

 

"Old"

Aging begins at the moment of conception. "Old" is a branding you inflict on yourself.

Here you can download - free - my new book on how to prevent "old" in how your present yourself, your business, your products and services, and causes to the world  Download Old.

Coaching on all aspects of aging, from careers to retirement. Complimentary consultation. Sliding scale fees. Please contact aging expert Jane Genova janegenova374@gmail.com.

Older & Out of Work - Outplacement Should Be New Halfway House

The best outplacement services tilt toward realism, not wild optimism.

They serve as kinds of "halfway houses" for the displaced worker.

Re-socializing Over-40 Professionals to Navigate Ageism

Increasingly, that worker is over-40. And, he or she has to be re-socialized to navigate obvious and stealth forms of ageism.

Just in the U.S., outplacement - or what is now called the "career transition" industry - has grown to about $5 billion. Currently, that is positioned to surge as hard times loom.

Only 103,000 jobs were created in March 2018, not the projected $185,000. And, a trade war could finish off the last phase of the economic recovery.

Enabling "Soft Landings" for Displaced Professionals

Outplacement's number-one challenge for both results and branding is creating "soft landings" for the "mature" employee.

"Soft landing" in that business means that the clients are able to re-enter the workforce as a move forward in a career. Not backward. The outplacement experience, at least the sophisticated kind, is positioned and packaged to empower a fresh start.

It's obvious that mature employees are being targeted in layoffs. In the past five years, reports ProPublica, IBM has terminated about 20,000 U.S. employees who were over-40. That constituted about 60% of its overall Reductions-in-Force (RIFs).

In addition, there are myriad tactics to allegedly block them from applying for full-time and contract opportunities.

For example, the class action lawsuit "Rabin v. PwC" contends that the professional services firm PwC systematically bypasses applicants over-40. One alleged way is to recruit on college campuses. 

In addition, more and more help-wanted ads specify "recent college graduate." Since that graduate could be 50 years, such an approach gets employers off the hook for any age bias. 

Halting the Rosy Spin

Putting a rosy spin on getting knocked out of the box mid-career should be made a federal crime by Congress. 

At a workshop in Manhattan for unemployed Baby Boomer and Generation X lawyers, a career transition coach did the unspeakable. She told them to "dream" about their ideal Next. Meanwhile they had mortgages, children entering colleges, and the loss of employer-paid health insurance coverage.

I explained the need to identify what experience and skills could be leveraged for the Next. And how. Back then, the legal sector had already begun to downsize. Manpower demand remains flat.

Creating the Safety of Halfway House to Experiment

Outplacement as a halfway house for mature professionals establishes the kind of environment which facilitates what in marketing is called "A/B" testing.

With no expectation about outcomes and no "punishment" for what doesn't generate results, displaced professionals try out this and that. Then, they share with their resume/cover letter consultants and coaches how they interpret those experiences. They do more of what seems promising. Ditch, without looking back, what is a waste of time - and hope. 

Ideally, even in virtual outplacement, those aging hunters for work can collectively discuss what they are discovering.

Lately, I have found it productive for those I coach to network with each other. At the very least they get it they are not alone. More often, they can rule out ineffective tactics for those over-40.

Downloading a Free Guide for Outfoxing Ageism 

What we in the mature-professional loop have observed is that the displaced mostly stand in their own way.

They default to over-thinking, self-criticism, loss of confidence, and risk aversion.

That's primarily the result of ageism.

Here's a free book on how to stop that  Download Over50TheFourMonstersoftheMind.

Trying Coaching without Pressure - or Cost

The over-40 can kick the tires. I warmly provide a complimentary first session. No pressure.

For those who find coaching useful, there are sliding-scale fees.

Reaching Out Before RIF, Or When Career Path Is Shrinking

I am an independent coach, who does assignments now and then for outplacement agencies.

A growing number of mature professionals are reaching out for coaching before a RIF. Or when convinced they are in a downsizing industry and should be considering how to  re-invent themselves.

Here is an introduction to what you can expect in my approach to coaching  Download YourIntroductiontoCoaching