Stats defy the age stereotypes in media and the ad industry. Here are some examples and the negative consequences they lead to. Employers, get wise! And all join in Collaborageism.
Many Gen Xers are still experiencing the “Prince Charles syndrome,” wondering when their time will come. At the same time in this good economy, many employers are concerned Gen Xers will depart, leaving them with a potential experience and leadership gap.
With the demographic phenomenon of a small Generation X cohort, firms/organizations are faced with the belief that Xers may not be suitably trained or inclined to take over the demanding responsibilities of leading their businesses in line with the productivity standards the Boomers sought and achieved. What can they and their employers do to capitalize on the talent and experience to the benefit of all? Continue reading to find the answers.
I ended last month’s feature article https://www.youcantgoogleit.com/blog/2019/how-are-trust-empathy-amp-bias-linked on a downer about the decline in trust generally in today’s society, documented by a recent Pew Research Center survey. In this blog, I give detailed stats from the survey findings. Then I list some suggestions for how individuals, employers and educators might help to turn the distrust and bias trends around.
Concern and attention to bias in the workplace has increased exponentially as workers of all generations have raised their voices about inequality of treatment based on gender, race/ethnicity, age, sexual orientation, disability and more. #UnconsciousBiasTraining has produced mostly mixed results and little cause for celebration. So a team from University of Pennsylvania’s Wharton School created a training program and “rigorously tested its effects” to see if the training would work as intended to change attitudes and lead to more inclusive behavior. Here’s the story and the start of my linking bias and trust.
It’s difficult to pinpoint when ageism pierced the surface or became so prevalent, at least in the U.S. with its youth culture. But it makes no social or economic sense. And ageism can point both ways: toward older and younger. Here are some ideas to change erroneous perceptions.
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.