LifePath

You're only as old as you feel...

Jonamay Lambert - Monday, February 11, 2013

For some of us we hit a certain birthday and it marks a mental turning point.  Some of that is based on our own perception of age and some of it is based on what we may have accepted as society’s stereotypes of a certain age.  We all age differently and our attitude about aging is just as important as our habits. 

A big fallacy is that you’re as old as the number of years that you’ve lived.  Doctors know this isn’t true and you probably know people in their sixty and seventies that have bodies and minds of forty-year-olds; some forty-year -olds are so stressed out that they might as well be eighty.

Answer these statements to determine how “old” you are:

Based on my birth certificate, I am ___years old.

Based on my vitality, I feel ___years old.

Based on how I see myself, I feel ___years old.

Now, based on your responses what do you need to do?

What time is it? Where are you working?

Jonamay Lambert - Tuesday, April 03, 2012

I now have a new word to define what I’ve basically been doing for a really long time.  In fact, before I had a lap top, I often made use of cocktail napkins to capture my book ideas.  “Workshifting “is a term defined by the most recent iPass Mobile Workforce Report as “the ability to work when and where we want to.” Not all professions are as conducive to workshifitng but if you are like working from anywhere and are comfortable with technology, it’s a great option for you and your employer.  Take a look at this report to learn more.  http://mobile-workforce-project.ipass.com/reports/q3-report-2011.  If you are a workshifter what kind of job do you have and what are the pros and cons?

You Don’t Have to be What You’ve Always Been….

Jonamay Lambert - Friday, March 16, 2012

As more and more Baby Boomers hit 50, there’s a heightened buzz about “reinventing” oneself.  Actually, I believe we are always in a state of reinvention, often without knowing it.  Reinvention is just another word for “change” and that is on-going, regardless if we are aware of it or not.  What’s exciting is that when we are conscious we have choices that we can make about who we want to be and what we want to be doing in now as well as in the future. 

Here are a few tips that will help you “reinvent” yourself:

  1. Create a future vision for yourself.  Don’t limit your thoughts. Allow yourself to dream.
  2. Write it down.  It’s amazing how taking action can propel us forward.  Be descriptive and concrete.  Describe how the future will look and feel.
  3. Use imagery.  Post pictures of what you want in your future where you can see them.  I’ve actually written on my bathroom mirror as a way to remind myself every day.
  4. Break it down.  What do you need to move forward?  Start now.
  5. See yourself there and allow yourself a few moments in the morning and evening to reflect on your future life.

It doesn’t matter who you are, what you’ve done or that you are over 50. Remind yourself change occurs because we have the power of choice and the next step is being courageous to follow your heart.

It’s all about a “dream come true” … not just by accident, but by action. When did you start over, reinvent yourself? Why? And how did you accomplish it? Most importantly, what inspired you to take that leap of faith; to trust your intuition and know that this was the path you were meant to follow?  Enter the Dream Contest on Kenny Rodgers Blue Sky Riders Band’s site.

http://blueskyridersband.com/archives/1127

Life Path Partners offers coaching and training on generational issues.  Contact us for more details.

http://www.huffingtonpost.com/news/reinvention

The Buddha Wisdom Quotes

Employers Save by Hiring Older Workers

Jonamay Lambert - Monday, February 06, 2012
With the ups and downs in demand projected to continue employers are finding it difficult to cost effectively fill openings; particularly when these positions might cease to exist in the months to come. 

One solution adopted by a number of companies is to hire experienced older workers and retirees on a temporary or project basis. On-boarding and off-boarding costs are minimal and there is a large group of retirees that have found they must work to maintain the lifestyle they had planned for their retirement years. In most cases employers need not pay benefits for these kinds of assignments and can sometimes avoid a company-wide or departmental hiring freeze as temporary works are often hired from a different budget than full-time employees. 

Employers are beginning to find that some of their most valuable long term employees are beginning to leave. These are the veterans that most employers can’t afford to lose. The professionals in accounting, finance, marketing, engineering, supply chain, operations, research and human resources that understand the company culture and basically can’t be replaced. According to Gerry Crispin of CareerXroads “when they leave, the firm’s institutional memory will be reset to zero and many firms will take serious financial hits without ever knowing why”. Crispin goes on to say “And the boomers...they ARE leaving! Don't kid yourself. They may be leaving to go work for another firm in a lower level less stressful position to make ends meet but they are leaving and most employers are unprepared.”

To find out how to bring retirees in to your company, a couple of firms that I would recommend are Patina Solutions www.patina.com and Retired Brains www.retiredbrains.com

Don’t throw the Baby out with the Bath Water: Plug the Brain Drain by Using Baby Boomers as Contingent Workforce

Jonamay Lambert - Monday, January 30, 2012
Companies that are offering older workers as a contingent workforce option are growing. They’ve come up with a great way that saves companies the hassle of legal issues and other HR policies by offering a pool of retired, highly skilled workers. 

What do we know about Boomers? 
 
  • 10,000 baby boomers will retire every day for the next 19 years 
  • As Baby Boomer approache retirement, there are 30 million fewer workers in Generation X to replace them 
  • By 2015, one in five workers will be 55 or older, resulting in a critical shortage of qualified workers unless companies can figure out how to best utilize this valuable segment of the workforce 
As Baby Boomers begin to retire, there is going to be much more focus on contingent work employees.  In a recent study by Staffing Industry Analysts, 73 percent of employers queried anticipate some level of increase in their contingent workforce by late 2010, with nearly 35 percent planning increases of 50 percent or more.  How does the Aging Workforce Affect Contingent Labor?  

A study done by AARP (American Association of Retired Persons) has estimated that: 
 
  • one-third of the 16.5% of workers age 50 and older eventually go into business for themselves 
  • 60-90% of retirees will go back to work in some capacity. 
Many workers that have retired or plan to retire are either faced with a smaller nest egg than anticipated and need to continue to work, or simply prefer to continue to work part-time in order to stay busy. And with good, solid skill sets, this can be a good talent pool for employers.

How can Baby Boomers benefit your business?

Jonamay Lambert - Wednesday, January 18, 2012
Baby Boomers started turning 65 last and for the next 20 years, 10,000 of them will turn 65 each day.  Most Baby Boomers want to stay engaged whether that is through work for pay, volunteering or some combination of both. This is good news for employers who haven’t done enough to transfer knowledge from workers who are retiring to GenX and Gen Y employees or may not have internal resources to provide mentoring.  Boomers can help by mentoring younger employees.

Why do Boomers Make Natural Mentors? 

  • They enjoy sharing their knowledge with others. 
  • They are comfortable with the Boomer/Gen Y relationship - most boomers have millennial-aged children 
  • They share many of the same values as Gen Y such as: being optimists and having a deep concern for social causes and making a difference in the world.