Carleen MacKay, Mature Workforce Learning Series 2010 Whats So Different Between Coaching The Mature Workforce.

Carleen MacKay, www.agelessinamerica.com

Mature Workforce Learning Series 2010

What’s So Different Between Coaching The Mature

Workforce

Shift Happens Change is structural not cyclical

What’s So Different? Embrace truth - Then, Now & Tomorrow

Impact Scenarios See the threats & opportunities

The Guiding Light Strategy NOT tactics achieve best outcomes

Lessons Learned Do you hear what we hear? Do you know where to get help?

AgendaAgenda

Global workplace established

Shifting power between nations

Aging developed nations

Invention NOT a birthright

Certain careers/jobs gone forever

Careers changed by technology bear limited resemblance to former careers

Private & Public Sectors Job Growth – Job Erosion

Changing Skill/Educational Requirements

Demographic Shifts – Population & Workforce

Group Discussion

Over the past 10 years, the private sector has generated roughly 1.1 million additional jobs. The public sector created about 2.4 million jobs.

120972

Red = Unskilled Gray = SkilledGray = Skilled Black = Executive

55-64 year olds expanded by 52%

45-54 year olds expanded by 21%

35-44 year olds declined by 10%

As Skill Demands Changed, The As Skill Demands Changed, The Workforce Continued to Grow Older Workforce Continued to Grow Older

2000 - 2000 -20102010

Fast Forward to 2016

By 2016, it is estimated by the BLS thatbetween 75% - 80% of U.S. jobs will require specific skills or

education

• Workforce & population continues aging

• Global competition and technology continue

expanding

• New Careers emerge– others disappear

• Situation worsens for unprepared

• Gen “Y” accelerates entry into workforce (is this all

good news?)

Think about the 10 years private/public sector changes… How might these changes affect careers/work/jobs of your clients? How might these changes affect you?

Have you noticed the changing skills requirements? Which changes (new skills) have you (or your team) observed? How are these changes affecting your clients’ opportunities?

Were you aware of demographic implications relative to influx of new clients or, did you think that the recession was the principle cause of additional client demands?

Let’s Turn to How, When & Where Matures are most likely to work now and in the

very near future…

What is so Different about the Mature Workers themselves?

When and How will they work?

Where are most of the jobs and opportunities?

What do organizational structures (increasingly)look like?

At the top of their game later in life than expected!

Changing values & needsLife’s meaning, Legacy, Financial independence

Remaining relevant

Unrequited dreams; unfulfilled promises

Reality check – Many will outlive their money

Are they the new pioneerswho will set the stage to the future for

America?

THENBrawn dominated

On Job Training

Longevity-driven pay

Full-time work

1-3 jobs per working lifetime

Pensions and 401k’s

Industry driven knowledge

Resume centric

Many younger workers, best educated

Foreign students stayed in U.S.

Middle-class dominated

Limited global impact

Tactical approach to job hunting

NOW & TOMORROWBrain dominates

Lifetime Learning

Market-driven and skills-driven pay

Project, free-agency, temping

Multiple work (vs. job) opportunities

Pension less, fewer savings/investments

Market & skills driven knowledge

Virtual (& other) tools

Fewer younger workers, oh…oh

Foreign students taking careers home

Increasing erosion of middle-class

Widespread global impact

Strategic approach to longer work lives

Fastest Emerging Opportunities Technology Bio-Tech, Geo-Tech, etc.Tourism Hospitality - limitedHealthcare RN’s, LVN’s, Therapists, Home Health Care Aides Animal Care Pet Sitting, Veterinarians Education Teaching/TutoringMatures Products & Services for Aging NationSecurity Protective ServicesEntrepreneurs Largest growth – 50+

Disappearing OpportunitiesPublic (State) & Private Sector Jobs (California #1 & #3 among states)Manufacturing, Retail, Real Estate, Mortgage, Discretionary Items

Organizations do more with less & must do it better, faster and cheaper!

Is the public sectoralso beginning to look like this?

Demographics Predict Destiny What happens if we don’t prepare now What happens if we do prepare now?

Not enough people to do needed work

Next generation not educated for new careers

Gaps between haves/have not's widen

Global talent is stronger & better prepared than our own

Matures do not continue to upgrade knowledge/skills

75-80% of new careers demand different

skills/competencies

Boomers can’t earn enough, save enough or spend

Consumerism “tanks”

Entitlement challenges not faced and resolved

Lifelong learning is not embedded

How will you continue the discussion to ensure that we don’t drop the ball.

How can we overcome status quo?

What will you do to fight for the future?

     “Talent alone won't make you a success. Neither will being in the right place at the right

time, unless you are ready. The most important question is: Are your ready?”

Johnny Carson

15 Minute BreakWhen we return- STRATEGY

Working later in life may be a race between what people learn and do now… and… outliving their money, life purpose or simply the joy of living longer.

Strategy NOT Strategy NOT Tactics Tactics Your Your

Guiding LightGuiding Light

Strategy NOT Strategy NOT Tactics Tactics Your Your

Guiding LightGuiding Light

And Learning

In This OrderIn This Order

#1 Learn the art of change

Know where you stand!Assess your interests,

life situation, values, financial health and inherent gifts

Online assessments

FeedbackPartner discussion

#2 Begin to study the future

RSS Feeds & Blogs

Google & Wiki’sSurveys, ResearchBooks & more

Heading off to the future without a plan is like a man walking a tightrope with only one end of the tightrope secured… to the mountain he is leaving.

Marketplace Trends for over 50!

Brain not brawn drives best opportunities

Employers expect updated skillsEmployers increasingly value mature cohort group traits

Overall Hot Opportunities for over 50! Specific in each target marketSpecializationFlexible work arrangementsNew careers Phased retirementBest employers for mature workers

Flexibility is the name of the mature worker’s game!Full-time, projects, part-time, telecommuting

or just-in-time & temping Portfolio – Balanced Investment Same Career – Different LOB Current Employer - Retiree Job Banks Back to School and Re-Direction (Interning) Social or Civic, Non-Profits (Stipend possibilities) Start or Buy a Business

Most people spend so much time looking at the door that is closing that they fail to see

the door that is opening!

Challenges F-E-A-R & ignorance cause resistance to change, erode self- confidence

Preparation – 8 steps – in order recommendedPersistence – Giving up too soon

Practice - All really good plays start “off-Broadway”

Barriers Mythperception - Big ‘O’s – overqualified, overage, overpaid…

Ignorance – theirs, yours and ours

Fill in learning “gaps” Networking, interviewing, selling & negotiating, skills, tools

TRADITIONALISTS BOOMERS Dedication to a cause Hard work and sacrifice Respect for authority Duty before pleasure Obey the rules “When the going gets

tough, the tough get going” Legacy - a better

society/economy Analog/linear The “Specialists” – Project

workers

Optimism Teamwork Personal gratification Time on their side – longer lives Personal growth Live up to expectations Idealism – vision/mission Heads’ down hard work Educated, experienced and skilled Candidates for phased retirement Retiree job banks

Goal is reached when the plan to reach

the goal is…

Specific

Measurable

Actionable

Realistic

Time-Framed

Acknowledge that the 21st Century is as unlike the 20th as the modern jet is to the horse and buggy!

Expect more change. Instill in others the fact that learning is lifelong and that

now, more than ever, working later in life favors the prepared mind.

10 Lessons for Staff

1.First….Seek to understand and, then, embrace the reality of change

2.Unlearn the past (Remember the definition of insanity!)

3.Stay ahead of global and local shifts

4.Stay abreast of technology advances

5.Master the 8 strategic planning steps

6.Always coach strategy not tactics

7.Help everyone but focus energy on those who actively help

themselves

8.Beat the drum of change to everyone you touch in the community

9.Invest in (your) lifelong learning10.Give your children wings but teach them to fly for they are entering a world where nothing is as it was nor will it ever be again.

Shift, after all, is happening! Shift, after all, is happening!

“The shape of the America that is yet to become is our charge; no threats or weakness shall turn us from our task.

We give our children our pledge that for the rest of our lives,

however long or short,

we will work to ensure their future.”

…from Return of the Boomers and with heartfelt acknowledgment to the Jedi who, before us, returned to save the galaxy!

Carleen MacKay

Thank you!www.agelessinamerica.com

[email protected]

www.agelessinamerica.com

Learning Labs for Coaches & Individuals Leveraging maturity’s advantages and overcoming challenges, barriers, myths and misperceptions associated with maturity.

Developing a specific, measurable, actionable, realistic and time-framed strategic plan.

Learning Labs for Employers Can America compete? The business case for engaging, developing and retaining the mature workforce

Carleen MacKay [email protected]