Employment numbers don’t tell the whole story. The employment disconnect continues. Despite proliferating numbers of job openings and still many people unemployed across the spectrum of ages, there is a mismatch of skills between many of those available and skills needed now and in future. This applies to various levels of seniority and generations and is not just about technology. Many of the skills needed are not what the majority of the educated populations and current students in the U.S. and elsewhere are learning. What do we do?
As I flesh out the Legacy-Makers @ Work Masterminds, perhaps it would be useful to articulate to you my own legacy at work vision as an example and most importantly why I advocate others define, plan and start implementing their desired work legacy in their 40s. In a world of fast change and competition, don’t put off this vital step to give increased purpose and meaning to your work and organizational contribution.
Talk and anguish about age and ageism at almost any age seems to be skyrocketing. Even some of the Millennials say they are feeling older and concerned about their relevance. A 58-year-old longtime hospitality entrepreneur thinks he has hit on the next big thing with a resort called Modern Elder Academy in Mexico. Unexpectedly, the customers/guests span several generations and industries seeking the cure to feelings of irrelevance. What’s up?
This important trend on the increasing visible power of Boomer women is picking up steam. Aside from the positives, I point out some cautions in this article in the action steps toward the end – keep reading!
This article suggests how workers of any chronological age can use the various definitions of age to help themselves and colleagues understand, explain and advocate their value to other generations and to an organization when negotiating for a promotion, a raise new job – or are in danger of a layoff.