Over-50

Baby Boomers - Remember How Mom Mandated We Be Practical about We Were Going to Earn a Living ...

"The Daily Beast spoke with 17 former and current support staff members who’ve worked as script coordinators, writer’s assistants, showrunner’s assistants, executive assistants, and production assistants. All of them said their jobs’ relentless demands and poor pay are unlivable. Even worse, they said, is doing this essential work in the same room as colleagues performing the same amount of labor for tens of thousands of dollars more than them." - Laura Bradley, Daily Beast, July 25, 2021.

Hollywood assisants could follow employees from Burger King, Chipotle and Dollar General out the door. 

However, when it comes to Hollywood assistants, mainstream America may not be sympathetic. After all, trying to break into Hollywood represents a wild dream. Hasn't the crazy economy since the post-9/11 recession chastened dreamers? Instead, get certified in X or Y field at the community college. Or, major in business or computer science in college.

In addition, as baby boomers well remember, our mothers hammered us to play it safe. For women it was to get a teaching certificate or train to be a nurse. For males it was a degree in accounting or to go the distance and plow through three years of law school. Glam? We were warned not to go there.

Then affluence filled the land. And the next generations were even encouraged to go to The Big City and pursue a glam career in whatever. Give it five years, they were told. The M.B.A. crowd, the lawyers - way too buttoned-down. 

Now, we could be circling back to extreme practicality in earning a living. When college students contact me for coaching they are caught between dream/glam and a career path that will pay off student loans and open them to those rites of passages such as starting a family.  

However that binary way of thinking might be total anachronism.

The Future of Work might create whole new models. Instead of careers in the traditional sense, Willis Towers Watson projects working as a continual path of acquiring new experience and skills. That will be the portfolio those wanting to make a good living will carry around. The game will be about income. That journey won't be linear. Last year the work was in apartment leasing. This year, by leveraging the regulatory part of that experience, it's a manager's position in a collection agency. Significantly more income. Title? Not so important. Status? Hey, that never did necessarily pay the bills. 

In a sense some of that has already kicked in. In marketing my communications and coaching boutiques the pitch is not the backstory or what's on a traditional resume. Instead it's about what I can accomplish right now for clients as a fee that fits that fits their budgets. Usually I leverage just-in-time experience. Pedigree? Not that relevant. The shift is to focusing on results. 

If those results are satisfactory to them then I can put all that in my portfolio. For now. Of course, there is extreme pressure to keep that portfolio up-to-date. Only very recent experience can be marketed.

Small changes can trigger big success in your career and your business communications. Also guidance for pre-retirement. Swing by for a complimentary consultation (janegenova374@gmail.com)

Retired and Worried about Money and the Still-Working

America has been further fragmented. 

There have emerged two cultures. 

One is the over-62 who has retired (usually taking Social Security early). 

The other is the rest of us aging who have chosen to keep working - or are financially forced to continue hustling for income.

Between the two there has been growing hostility.

For example, the retired seek out "playmates" to offset boredom. The reality is that it is usually challening to fill in all the time in the day that had been spent working. When we non-retired turn down invitatioins to take that church trip to X or Y location or not join in the early-bird special for dinner the retired can turn frosty. 

In addition, there seems to be a resentment that we still have money coming in from working. And they don't. Even those who aren't struggling financially have angst about outliving their ability to have a comfortable lifestyle. You bet, money is a trigger issue.

My solution? Distance myself from the retirees. We really do exist in two very different dimensions. Also, I have learned to keep what I do in terms of work under wraps. No longer do I go into detail. 

Will this fissure heal? I doubt it. Money is too major a matter, especially among those who "fear" still being on planet earth at age 100. 

Small changes can trigger big success in your career and your business communications. Also guidance for pre-retirement. Swing by for a complimentary consultation (janegenova374@gmail.com)

 

850,000 Jobs Created in June 2021 - So?

Maybe the June Bureau of Labor report of 850,000 new jobs had been created will give the stocks in our portfolio a nice boost.  Yes, that number beat the estimated 720,000.

But we aging who are employees, gig workers or self-employed still get hammered every day with bias. Okay, those with power such as Joe Biden and wealth such as Warren Buffett get a pass on that. Not the rest of us. 

On LinkedIn Updates there are pathetic campaigns by older professionals to showcase how much they are accomplishing and how much they enjoy all that - despite their age. Those also trigger a lot of likes and comments. 

That shouldn't have to be. We should be out there in our professional roles simply as that: professionals. No apologies needed.

Unlike females and those with alternate sexual orientations, we aging never have been able to put together initiatives which were game-changers in perception and in how we are treated.

Small changes can trigger big success in your career and your business communications. Also guidance for pre-retirement. Swing by for a complimentary consultation (janegenova374@gmail.com)

 

No Age Restrictions on Epiphany Quitting

What is being labeled "epiphany quitting" is not a new phenonmenon.

What is new, as BusinessInsider describes it, is that it seems to be a collective trend in the labor force as a result of the national trauma of COVID.

Forever, though, on an individual basis, those who needed to earn a living often had that "moment of clarity" in which they decided that they no longer wanted to do and/or could do the work they had been. That can occur at any age, including near what used to be the traditional retirement age. 

A former lawyer, age 58, I recently had coached had been hospitalized with clincal depression. Her epiphany was that she had to find another less-stressful way to earn a living.

Note that in that, as in collective epiphany moments during COVID, there has to be a long game. The people still have to bring in income. You just don't have an epiphany and ride into the sunset from the reality of the need to support yourself and perhaps your family.

It can be an enormous relief to opt out of line of work that might not have been a fit for a long time. Yes, life is short. And even with high compensation, money isn't everything.

However, then comes the challenge of searching for what would be a better fit. That could take several tries. Call it the Career version of Goldilocks. 

This lawyer had experimented with photography. But the field was too competitive for her.

Then she piloted operating a car-detailing service. It's catching on. There is plenty of contract help in this southwestern part of the U.S.

Simultaneously she is exploring how her love for horses could lead to earning a good living.

The solution might be aggregating several income streams. That has become a growing way of financial security: Balance unemployment and underemployment risk with multiple earning platforms.

Takeaway: Epiphany quitting in only a step on the continuum of having to earn a living. The euphoria can be short-lived in the long game. The struggle to find a better fit can be traumatic. 

Small changes can trigger big success in your career and your business communications. Also guidance for pre-retirement. Swing by for a complimentary consultation (janegenova374@gmail.com)

We Baby Boomers Have Lived Through Plenty of Professional Advice - The Latest from Professor Kanter, Well ...

"Companies that don’t give rank-and-file workers a central role in their environmental, social and governance (ESG) work are making a mistake. They risk alienating values-oriented employees who question company practices, and they miss a big opportunity for employee engagement at a time when attracting and retaining talent is imperative and difficult." Rosabeth Moss Kanter, The Wall Street Journal, June 30, 2021.

As both corporate leaders and the law firms which counsel them know: EGS, which has taken on the more recent title "Stakeholder Capitalism," has become increasingly confusing.

What are the priorities?

What are the consequences of putting resources there and there and not here and here?

And, then how does business address that fallout, which will probably play out in lawsuits which seek class action certification.

The approach advocated by Kanter may be too simplistic. A role for employess, yes. Central? How many central power centers can there be in sorting out this disruption? Of course, it's about power. It always is. This time the debate is positioned and packaged as "values."

On June 24, 2021, Alison Taylor detailed in The Wall Street Journal the growing conflicts among the groups of stakeholders which have been allowed into the "box." They range from environmental advocates to communities. Their new power is obvious, as became clear in the Exxon boardroom-seat coup.

So broad in scope is this issue of who decides and what is decided and based on what values that elite law firms such as Paul Weiss have established specialized practices.

It had been Paul Weiss Chairperson Brad Karp, 15 months ago, who anticipated those points of fissure. Paul Weiss' Sustainability & Environmental Social & Governance (ESG) Practice has as its mission:

"Business leaders face greater pressure to increase their organizations’ resilience while simultaneously addressing social issues of importance to stakeholders. Our advisory practice helps companies navigate the legal, business and political ramifications of developing and implementing ESG initiatives. We advise on matters such as stakeholder engagement, corporate governance, crisis management, corporate social responsibility, sustainability, diversity and inclusion, ethics and compliance."

That snippet - "ramifications of developing and implementing ESG initiatives" - is corporatese for indicating the seismic troubles rumbling beneath the surface of strategic thinking and implementation.

Kanter's recommendation, which can be interpreted as reductionistic, can be dangerous. What the court of public opinion and/or particular stakeholder interests had interpreted as a violation of the "right values" have often hardened into the new ESG category I label "The Unforgiven."

A classic example is Coca-Cola. It hasn't been able to shake off the conflicts among different groups of stakeholders precipitated by its social justice initiatives ranging from diversity to voting rights. On June 21st, The Thinking Conservative reported that Coca-Cola's shareholders belonging to the American Rights Project demanded the corporation walk back diversity initiatives they declare are illegal. 

Admittedly, be it in BigLaw or the Mom-Pop restaurant, rank and file workers have gained power - as well they should. Also, they should have more power. The timing for that is just right, as the Teamseters figured out. At their annual convention they passed the resolution to organize Amazon's drivers and employees in the warehouses and the distribution center.

However, employees, as well as vendors such as myself, represent only one type of stakeholder. 

For years I have championed Kanter's provocative thought leadership. Her book "Confidence" is right up there in useful career advice as is Dan Goleman's "Emotional Intelligence."

For instance, "Confidence" connects the dots on how belief in yourself and your approach leads to success. One reason? You are willing to invest the necessary resources to make that happen. In analyzing the wins of BigLaw attorneys such as Karp I have noticed the unique role of seeming extreme self-confidence.

Stakeholder capitalism is too critical an issue in business to become a victim of any expert positing of an easy solution.

Its complexity is palpable. In fact, even conceptualization has become more difficult because of it. In composing articles on sustainability for third-party media I now agonize over each idea and even each word.

A week ago, after submitting the article, I got it that my angle was, well, reductionistic. I gave out a "stop the presses" and went back to the struggle to provide some real guidance to readers.

Yes, place your paid sponsored content on this blog. Affordable rates. Please contact Jane Genova at janegenova374@gmail.com.

Business Owners, Lawyers, Journalists - Talk Values

Money is no longer the loudest voice in the corridors of capitalism. 

Oh, it's still making plenty of noise.

But there has been a seismic shift in how shareholders evaluate the performance of chief executives officers.

No longer is it primarily on the metrics of financial performance. What also loops in is the CEOs' track record in environmental issues, diversity, the product portfolio and political stances. Those are figuring in more on the career prospects of corporate leaders than bottom-line issues. Yes, jobs can be lost because of a poor grades on the report card for the social and the political. 

That phenomenon is  documented in research by Abhenav Gupta, Michelle K. Lee and Donald Hambrick. Published in the Academy of Management, its title is: The Distinct Effects of Wealth- and CSR-Oriented Shareholder Unrest on CEO Career Outcomes: A New Lens on Settling Up and Executive Job Demands. 

As the recent board coup at Exxon over climate-change issues showcased, there is considerable shareholder unrest. In the process CEOs' jobs are in play. 

PWC found that the median tenure of CEOs is five years. 39% had been forced out because of ethical lapses. A strong niche in law firm practices is conducting internal investigations of alleged CEO misbehavior. The high profile example of that had been the probe at Fox News of its late leader Roger Ailes.

Also a growth area for law firms are their ESG practices. An example is the model created at Paul Weiss by its Chairman Brad Karp. Here is how its focus is positioned and packaged on the Paul Weiss website:

"Business leaders face greater pressure to increase their organizations’ resilience while simultaneously addressing social issues of importance to stakeholders. Our advisory practice helps companies navigate the legal, business and political ramifications of developing and implementing ESG initiatives. We advise on matters such as stakeholder engagement, corporate governance, crisis management, corporate social responsibility, sustainability, diversity and inclusion, ethics and compliance."

Meanwhile, there is reduced tolerance for all kinds of deviation from what is evolving to be the new norms for personal conduct for leadership. 

The Wall Street Journal reports that the CEO and Chairperson of consulting firm Teneo - Delecan Kelly - lost the General Motors' account and was removed from the Global Citizen board. That was because of his inappropriate behavior associated with his alcohol consumption at a charity event. He did a mea culpa but that hasn't resulted in any reputation restoration, as least not yet. 

Overall, having bad personal behavior listed on the report card has blocked career comebacks. Out there still out of the power loop are one-time movers and shakers like former CBS CEO Les Mooves.

Values are intersecting with legalities. Lawyers in the ESG box will have to take on the mantle of minister and ethics expert in guiding corporate clients through the emerging new landscape.

In the field of communications, more of my client assignments deal with sustainability issues. Those have even become a must-focus-on among small retailers. Their systems, ranging from inventory to packaging, have to integrate people and planet earth, in addition to profits. 

The language of business has become the language of values. 

Small changes can trigger big success in your career and your business communications. Swing by for a complimentary consultation (janegenova374@gmail.com)

Yes, Rents Are Up - Will This Be Tipping Point for Returning Back to Work?

"Apartment rents are soaring again as the coronavirus pandemic wanes and workers return to cities. The U.S. median rent hit the highest level in two years in May, increasing by 7.5% over the past two years, according to a report by Realtor.com." - USA Today, June 21, 2021.

Here is Sierra Vista, Arizona, which is about a 90-minute drive from Tucson, AZ, in one apartment complex, renters have been informed their monthly rent will be going up about $30 a month. That surprised them. Sierra Vista is known to be significantly less expensive than Tucson.

There are ways to duck these increases.

For example, one resident of that complex relocated to Douglas, AZ today. That's about a 90-minute drive from Sierra Vista.

She gets a large one-bedroom with built-in bookcases and ceramic floors (versus cheap carpeting) for $490 a month. In Sierra Vista for a much smaller one-bedroom she paid $620 and that was going to go up another $30. Also, there are bargains in Nogales, AZ. At both locations, it's possible to negotiate the rent.

For those who are stuck-in-place and have to accept the increase, this might represent a tipping point about having to circle back into the workforce. About one-third of retirees are doing that, documents the Federal Reserve. That's being driven primarily by a fear of running out of money.

The good news is that the labor market has adjusted to accommodating older workers. It's the new usual to see the over-65 employed at the big boxes in all kinds of functions. Also, more are not retiring at all. They are operating businesses and continuing with the jobs they have had for 30 or more years. 

Here, free to download, is my book on how to get, hold and move on to better work, no matter what your age Download Outwitting ageism.

Also, I am available for affordable coaching. Complimentary consultation available - Jane Genova janegenova374@gmail.com. 

Yes, Expect More

"Erosion of employer power." That's how The New York Times journalist Neil Irwin describes the seismic shift in working. In response, employers are getting it that they have to provide employees not only with more money but a higher quality of life. But they still have to a long way to go on the learning curve about how to navigate this new era. Bluntly put: Employees have the upper hand.

The reality has just played out at Apple. When the head Tim Cook foisted on employees a hybrid arrangement of three days back in the office, the workforce has revolted.

In the elite circle of large amazingly prosperous law firms the leadership has been raising entry-level salaries and paying non-seasonal bonuses. As in a growing number of fields, there is a shortage a talent. All this at law firms could come to a time when those tactics are no longer effective. The talent will exit to settings which meet their needs for what's beyond the big bucks. As at Apple, a trigger issue could be the terms and conditions of the Post-COVID where-work-will-be-done. 

Underlying this trend could be a current heretical breakaway form the ethos of work as a religion. Way back in 2019 - before burnout became standard - in The Atlantic Derek Thompson picked up on how workism wasn't paying off in "transcendence" for the college-educated.  Instead it was either simply a career or for those who didn't enjoy their jobs a necessity for paying the bills. 

Without the aura of a vocation, work could be approached on more of a business-like basis. This could mirror the dynamics of the coming of unionism in American labor.

Instead, though, unlike unionism it would be not about a fair wage, job security or employee safety. Instead it could include an expectation of the kinds of professional experiences workers recognize as essential for marketability and upward mobility.

That could take the form of demanding the employer provide X or Y developmental opportunities. Willis Towers Watson envisions the end of careers and the coming of professional life as continuing to upgrade a portfolio of skills and experiences.

For example, at law firms, junior lawyers need to have client interaction, currently restricted to partners. That's a prerequisite for learning how to present strategies to clients/prospects and bringing in new business. In my field of communications it would be access to the complex assignments in branding. 

It is premature to project that Post-COVID would be Post-Work. Too many in all generations have been socialized to "need" work, especially emotionally and as a way to fund the good life.

Right now, some law schools are overbooked in enrollments for fall semester. That's despite the prospect for $160,00 student loan debt and a glutted job market in 2024. New college graduates are willing to jump through so many hoops to get a shot at a career on Wall Street. 

But, if Universal Basic Income evolves into providing more than just enough to get by, there might be a growing number of takers. Meanwhile, since automation had accelerated during COVID it's not far into the future that values have to reconfigured to create atheists who don't associate working with a spiritual high.

Small changes can trigger big success in your career and your business communications. Swing by for a complimentary consultation (janegenova374@gmail.com)

 

Strong Recovery - Getting Unstuck from COVID Doom and Gloom

"The U.S. economic recovery is unlike any in recent history, powered by consumers with trillions in extra savings, businesses eager to hire and enormous policy support. Businesses and workers are poised to emerge from the downturn with far less permanent damage than occurred after recent recessions, particularly the 2007-09 downturn." - The Wall Street Journal, June 2, 2021.

Yes, let the good times roll. But not all of you may be willing to shift from the comfort zone of doom and gloom to extreme optimism. The reason people get stuck in comfort zones is exactly because they are so comfortable. They seem a good fit. Of course, they're not.

So how to make your way out of where you were during the worst of COVID to where you can put together strategies for success and then implement them? To begin with, you can download free my guide (over a million downloads) on exiting a comfort zone. Here it is.

Next, Dr. Phil-style, ask yourself: What payoff am I getting from living in COVID-Past? 

And, step three: Transform the thought processes and behaviors locked-in from then to platforms for experimentation. For example, if you penny-pinched on digital marketing in the worst of COVID times, determine how much of your budget you will not invest. 

The odds are you can do this DIY. If not, I am here. Yes, I provide complimentary consultations in which you can assess the chemistry (janegenova374@gmail.com).

Post-COVID - A Conceptual Tool to Manage the Chaos

The phasing out of COVID in the U.S. is the beginning of new kinds of problems for your business or your jobs. A conceptual tool for looking at all that and then problem-solving is what is called the "Grey Swan."

Today in Odwyerpr.com, the bible of public relations and marketing, I published a thought piece on Grey Swans. I know it can help you as the Post-COVID economy takes shape.

Small changes can trigger big success in your career and your business communications. Swing by for a complimentary consultation (janegenova374@gmail.com)