3 Tips to Manage Your Midlife Career

Have you been on your job more than 4.6 years? If the answer is yes, you are bucking a trend.

According to the Bureau of Labor Statistics, 4.6 years is the avearge job tenure in America in 2014—the most recent data available. The combination of midlife + career in search engines results in page after page of “changing you midlife career” and “midlife career crisis.” 

One career expert, Alison Doyle, estimates the average person changes jobs ten to fifteen times (with an average of 12 job changes) during his or her career.  Many workers spend five years or less in every job, so they devote more time and energy transitioning from one job to another. 

Whether voluntarily changing jobs or being forced to find a new career because of circumstance, stress is inevitable according to experts. Rather than making a move as often, try these three tips maintain your job as an experienced worker:

1)   Maintain your perspective

We all have tough days, bad years and challenging co-workers or bosses. When you have 20+ years of experience, you can look back on how you handled the less than perfect times previously. One medical device employee told me, “I had a boss who was a nightmare and he was rapidly advancing through the company. I knew he wouldn’t be my boss for more than 2 years at most. He spent most of his time managing to higher ups-we rarely saw him. Me and my co-workers decided we would focus on doing our jobs excellently. Fortunately, in 15 months he was gone.” The next department manager was markedly better according to the worker who now has been with her company for 11 years. As long as your manager is not abusive or harassing, remember your survival instincts. Do your job exceedlngly well and and seek internal opportunities first. It also helps to develop a strong network of positive people inside and outside work, Remember: This too will pass.

2) Keep learning

Never utter the words, “this is the way we have always done it.” Just because you run a report one way doesn’t mean the information could not be processed differently. Even if you have to learn on your own—go online, take a workshop, find your own mentor or coach, watch YouTube videos to update your skills or knowledge. If your company sponsors courses or training—remain open. One manager discussed his employee’s change in attitude, he’s coachable and it is great working with him. It was a pleasant surprise.” Remember all the information, processes and technical information you’ve learned over your long career. You’ve got this!

3) Attitude is Everything

U.S. life expectancy is 80 years and moving up annually. So those of us born in 1957, the largest year of the baby boom, have at least 21 years ahead of us if we remain healthy. Experienced workers may work longer due to economic necessity, a desire to remain productive or  for the social interaction. According to an American Psychological Association study, 80% of the people 55+ say they’re remaining on the job with their current employer because they enjoy the work they do. Many mature workers want to extend their careers and cannot because of health reasons or changes at the company. Optimism is a learned trait. Remember, if you work in your later years by choice, foster an attitiude of gratitude. You choose to work, found work and have an opportunity to expand your horizons.

Reach Your Career Goals in 2016!

Monday Morning Pep Talk

It is the most wonderful time of the year. Champagne, resolutions, good intentions and promises that 2016 is going to be different. What’s on your career menu? A new job, developing a retirement strategy, securing your current job or researching starting a business?

How will you make 2016 different from other years when you thought—this is the year, something has to change! Try these three steps to make 2016 the year of your professional breakthrough.


Commit to Action: The difference between the person who dreams big and the person who makes that dream come true is action. Years ago, I worked for a guy who managed by spreadsheet. He had a tracker for everything—an expense tracker, an attendance tracker, a pending sales tracker, a daily sales call tracker—his team was so busy filling out Excel spreadsheets very little else was done. Since the trackers only mattered to him because the organization was focused on results; he was my manager for a very short time. A classic case of analysis paralysis. This is not to say that you haven’t planned to change jobs or dreamed of your exit plan from work; you may have been doing that for years. If taking the action step is hard for you—create or join an accountability group, enlist a career coach or work with a trusted mentor. At the very minimum, every day take step toward your dream no matter how small.

Inspire Yourself: Did Nelson Mandela dream he could be President of South Africa while he spent 27 years in prison? When J.K. Rowling was an unemployed single mother on public assistance and her manuscript was consistently rejected for over a year; did she think Harry Potter would make her the first billionaire writer? Ursula Burns is not a household name but she’s the little girl who grew up in a New York housing project with a single mother working two jobs that became the first Black woman in America to become CEO of a Fortune 500 company. She has led Xerox for the past five years. Do whatever it takes for you to become inspired- visit with inspiring people, listen to motivational speakers or music that pumps you up. I have podcasts of interesting TED Talks I listen to in my car, audio books and of course, great collections of music. Who or what inspires you and how can you tap into that energy?

Have Fun: Life is short, I am constantly reminded of that and 2015 was no different. Celebrate small achievements: you didn’t miss any meetings of your Master Mind group; you took PTO to “shadow” someone in the career you’re interested in pursuing or you watched a YouTube video or webinar to move you closer to your goal. Maybe you discovered your goal needs a tweak- make adjustments. Smile- research studies show smiling activates neural messaging that benefits your health and happiness. It also activates the release of neuropeptides that work toward fighting off stress plus smiles are contagious. It’s kind of fun to watch other people smile back at you. Gratitude is terribly underrated, so everyday, I find something to be grateful about; it keeps my life in perspective.

Have the best year ever!

“If there's a book that you want to read, but it hasn't been written yet, then you must write it.”       ---Toni Morrison

You Have to OWN Your Career!

You brush your own teeth, try to make healthy food choices and take vitamins. Take responsibility for your career in the way you manage your health. I can’t take enough spoons full of liquid fish oil to help you realize the benefits of Omega 3s. Expecting someone else to manage your career for you is like asking your spouse to get a knee replacement to alleviate your knee pain.

Two interesting things happened this week. I took a couple of days of PTO to reconnect with friends and was totally inspired by two career stories.

The first is about a friend who put together a business case to ask for a raise. That in itself is career management and owning your career. How many people think they deserve to be paid more? Most. How many people can put together a business case that shows that above and beyond performing their job in an excellent way—they presented a plan to save their organization a lot of money and have helped another department meet their goals?  Very few. My friend called her meeting with her boss an “Epic Fail.” She wanted a merit increase or a substantial bonus. Instead she received a one-time (4-figure) bonus after meeting with her manager.

I don’t consider this an Epic Fail at all. My friend doesn’t realize her conversation was probably a genius move. First you have to understand how organizations work (sadly, this does not apply to family-owned businesses). No matter how much power, clout or bravado your manager has-their hands are generally tied in matters of compensation. The HR professionals that read this blog will confirm that “Comp” is 80% science and 20% art. Compensation is benchmarked with similar roles in the market, industry and region. There are minimums and maximums your salary must land in or you find yourself in the unenviable position of being paid more than your range. If you receive a flat one-time payment when everyone else receives a 1-5% merit increase—you’ve maxxed out of the range. The only way to stop that madness is to be promoted to a “Senior” title in your current role or increase a step like moving from a Scientist II to a Scientist III or make a lateral move that puts you in a different classification. If your organization does business with the federal government, paying employees random salaries can land them in BIG TROUBLE with an acronym that strikes fear in the hearts of HR professionals across America—the OFCCP.

Why is it Genius Move? Her boss now knows more about what his employee does which could help at merit time. If she can do her job, identify organizational saving strategies and help another department while performing her job highly—maybe it is time to leverage her skills in the next level job. No matter what happens internally, it is time to update her LinkedIn profile incorporating these new accomplishments. Her options are to stay put if she’s happy and look around if she’s not—she’s given herself options. That is career management at it’s finest in my opinion. (Read About the Second Story in Part 2).

The State of the Experienced Worker: Labor Day 2015

The short answer is despite your personal situation, overall the environment for workers 50+ is improving. I base my optimistic observation on 5 megatrends that have occurred since 2011, the first year when 10,000 Baby Boomers would turn 65 everyday for the next twenty years and the year this blog was launched:

There is a conversation about aging in the workforce that didn’t exist previously. Millennials, GenXers and others didn’t want to have a conversation about working Baby Boomers, basically they just wanted us to retire and go away quietly. In June 2015 there was a special Senate Hearing, “Work in Retirement: Career Reinvention and the New Retirement Workscape” chaired by a bi-partisan coalition studying issues of working past age 65. In April 2015 AARP commissioned a study conducted by AonHewitt , “A Business Case for Workers Age 50+: A Look at the Value of Experience 2015.” In March 2015, Money magazine published, “The Suddenly Hot Job Market for Workers Over 50.” CNBC, radio talk shows and other media have shined a light on the opportunities and challenges of our multi-generational workforce.

Baby Boomers are becoming career development do-it-yourselfers. Working at something we love past traditional retirement age and not tapping into social security benefits early at age 62, requires early planning. Well-meaning blog readers counseled me on moving the blog target demographic to 50+ attracting advertisers and readers in the senior market. Your 40s are the perfect decade to start planning the second stage of your career--so, I'm committed to Work, Jobs &Careers@ 40+. We have all realized the need to become DIY on training, networking and creating alternatives to what you do today if you don’t love your job. It is a personal accountability, like managing our health. No one else can do this for you and more Boomers get this now. I ask you the question today that I’ve asked groups, “what are the first five things you would do if you lost your job tomorrow?”

Corporate culture and how experienced workers are treated by management is more transparent than ever. Potential employees have to sort through the noise and scam messages online. However, sites like glassdoor.com, Indeed.com and others can shed light on management philosophy and practices. There are industry oriented sites, company specific sites and forums on job search sites.

Corporate America is (slowly) waking up to the potential of experienced workers staying in the workforce. In January 2015, the Society of Human Resource Management (SHRM) surveyed 1,913 HR professionals who rated experienced workers highly in knowledge, work ethic, professionalism and reliability. However, only 24% of the HR professionals saw the brain drain of knowledge leaving their organizations as a problem and 4% viewed it as a crisis. Some industries are more impacted than others. 39% of the American Airlines workforce is 50+ while 37% of the employees at Delta and United Airlines are 50+. The Federal government workforce is composed of 30% employees 50+. These organizations will have to face the challenges of losing their knowledge base before other companies.

More organizations are focused on next steps for emerging retirees. There are free resources for 50+ workers at encore.org, the Center on Aging & Work at Boston College have years of research for individuals and human resource professionals on their website and AARP has online resources on their website. Managing the Older Worker: How to Prepare for the New Organizational Order, Peter Cappelli’s 2010 book has ideas for leaders working with experienced workers. Excerpts of his classic have shown up in many 2015 magazines.

The experienced worker is top of mind this Labor Day!

Career Management IS Urgent

I am often asked what is career management. Career management is the steps you take while you are employed to insure that if you are suddenly unemployed or in an unacceptable situation, you can bounce back quickly with a great new job. Those steps include face-to-face networking with key contacts in and outside your organization; updating your resume, managing your profile and presence on LinkedIn, actually attending local meetings of your professional organization and maintaining certification. At that point, most people tell me that with their family and home to manage, kids, grandkids, pets and aging parents, they don’t have time to do their job at work and do that career management stuff.

The comment bubble over my head says, “well, join the club!” What comes out of my mouth is, “wow, you’re really busy.” 

Could you manage being unemployed six months or more? That’s the question you have to answer for yourself if you decide not to proactively manage your career. The situation for 40+ workers is that it takes longer to rebound from an unexpected career transition. That’s how it happens-suddenly, unexpectedly, shockingly fast. Here’s what happened to me.

Memorial Day weekend 1997, I was enjoying a cook-out with family in the Chicago suburbs. A family member came outdoors and said, “Don’t you work for Boehringer Mannheim Corporation?” (badly butchering the Boehringer part) “On CNN they said the company was just sold.” As a member of the human resources leadership team my manager reported to the CEO and I worked closely with the executive team. This made me confident my relative heard it wrong. So, I went inside to listen since CNN cycled the same stories repeatedly on the slow news days of a holiday weekend.

“In a deal exceeding 11 billion dollars Roche Group of Switzerland purchased the German entity, Boehringer Mannheim GmbH in a move that caught industry analysts and experts by surprise.” Everything said after that was a blur. What did it mean? How was I going to be affected personally? Where is my boss? I called his home, no answer. (No cell phones or texts back then.) Finally I reached an HR colleague on the phone. We were both stunned.

My story ultimately had a happy ending. The acquisition was an opportunity to learn a lot about HR very quickly since I had just come to the function from sales a year before. There were more opportunities to learn about global issues. Four years later, because of contacts made and experienced gained, I was able to launch an independent human resource consulting firm. It didn’t have to work out that way and many times it does not.

Managing a career does not have to be a time-consuming activity. You can exchange resumes with a friend and share critiques over a quarterly face-to-face catch-up. Once a week I spend 10-30 minutes managing LinkedIn connection requests, deleting connections trying to sell me anything, hiding inappropriate posts, reading articles and using the “settings” feature to prevent connections from being notified of my maintenance. Once a quarter, I try to enroll in a free webinar, attend a workshop or attend a professional talk. Arizona State’s, ASUx has free courses online and MOOCs (massive open online courses) are offered by many colleges. Over the course of a month, it is a couple of hours at most.

Proactive or reactive, it’s your choice. It’s your career.

Job Interview Tips for Experienced Workers

Repeat of the most read post from 2012:

Interviewing for a job in your 40s, 50s, and 60+ is not the same as the interviews of our youth. Part One of this guide is for the elements that are the same, like not bashing your former employer or boss. Part Two focuses on the high tech changes because video interviews are here to stay!  Please read Part One even though it is a refresher, Part Two is video interviewing and will be posted soon. Part two is especially important if you haven’t interviewed in the past five years. 

First, congratulate yourself because your resume won you a chance to move to the short list of candidates. 

The Basics Are Still Worth Repeating:

1)     Even if someone on the interview team talks badly of your current or former company because they have worked there and know how bad it is, DO NOT speak badly of your boss, the company or senior management. Focus on the job you are interviewing for and how excited you are about this opportunity.

2)    Be on time. Leave early, allow for traffic and plan ahead.  However, if you are at the interview “stalker-like early” just sit in the car nearby until 15 minutes before your appointment. Arriving two hours early and wanting to sit in the lobby or being in the parking lot before the company opens smacks of desperation (and it scares people).

3)    Dress appropriately. Even interviews at health clubs deserve attire you wouldn’t work out in while you are trying to win the job. A man can never go wrong in a suit that fits great. A visit to the tailor for alterations can update an older suit. I always err on the side of conservative dress for women, but NOT the interview suit of the 1980s—remember the navy or black skirted suit with the white shirt with a bow tie? A visit to the free personal shopper at a high-end department can help you put together an ensemble worthy of an interview with today's C-suite executives.

4)    Avoid being patronizing to younger people on the interview team or women. Recently, I heard from a female business owner that a 40ish man she was interviewing referred to her as “dear” and “my dear” several times during the interview. He didn’t get the job. I have also seen 40+ interviewees act dismissive toward 20-somethings that are either human resource professionals or members of the interview team. Balance being professional and respectful to administrative staff with being obnoxious. (Note: To the guy who was doing magic tricks for the secretaries; they thought you were a weirdo. If you want to work again, stop the magic tricks.)

5)    Practice Practice Practice! Find someone to role-play with and practice how you will answer the basic behavioral interview questions—the ones that begin with “tell me about a time when you…”  The interviewer is expecting a succinct response to how you solved a work problem in the past. These types of interview questions are asked under the premise that what you’ve done in the past predicts how you handle situations in the future.

6)    Above all else, don’t talk too much—it seems the older we get, the more we enjoy talking. Stay focused. Answer the questions add appropriate SHORT examples, insure you’ve addressed the issue by asking and be quiet. At the end of the interview, “CLOSE” for the job! 

This link goes to another blog post on interviewing: http://workinglater.blogspot.com/2011/11/winning-job-interview-part-one.html

Clearing The Career Fog Without Overdriving Your Headlights

Career direction not quite clear? Friend of the Blog, Michael Scott offers this wisdom:

One of the most common frustrations I hear from transitioning professionals is about their lack of clarity relative to a career path. In acknowledging the saying "If you don't know where you're going, anyplace is fine," many of us find ourselves stuck with our emergency brakes on, unable to proceeed forward in a meaningful way towards our highest goals and endeavors.

A number of years ago I driving late at night through the Smokey Mountains of North Carolina, scared out of my whits by a dense fog that had literally cut my visibility to zero. It became acutely aware to me that my headlights were of little use, particularly as I attempted to pick up the pace in hopes of finding a convenient exit sooner rather than later. It's here where I began to realize that I was engaging in a practice affectionionately known as "overdriving ones headlights" or driving too fast in the dark. Basically, because my headlights only shined so far ahead, I was frightened by the prospect of not not being able to see dangers ahead in time to react.

All of this speaks to the dilemma that many of us face when confronted with an uncertain career direction. On one hand we recognize, particularly when there's an urgent need to earn a steady income, that forging a path in the shortest amount of time possible is vital for one's survival. Yet we simultaneously recognize that making a decision in haste can have adverse consequences in terms of our long-term career trajectory.

Below are a few of my ideas on how to address this quandary

1. Pump The Breaks: Mashing on the proverbial accelerator in order to clear through the career fog faster can have dire consequences. It's better to be deliberate and thoughtful in pursuit of your options. This may involve employing the help of a career coach to keep you accountable and grounded amid the process. Reading, journaling and quiet contemplation are also valuable activities. To this point, consider picking up the book Unique Ability by Catherine Nomura and Julia Waller. You'll find it a must read for forging a sense of clarity in a deliberate yet productive way.

2. Try Out Multiple Gears: The overriding message here is to try on multiple hats or options for determining what might be the right fit. Identify your perfect picture opportunity and work backward. Vary your experiences by attending Meetup Groups focusing on topics or experiences that are unfamiliar to you. It's through this latter idea that I discovered the Colorado Bitcoin Society and a subsequent gig writing blog posts for Bitcoin. Go Figure!

3. Relax: As was the case with me on that foggy evening in North Carolina, uncertainty can cause one to stress out and clench up behind the steering wheel. So find ways to relax, have fun and clear your brain. Putting your career pursuits in neutral from time to time can reduce strain on your bodily engine. Another Tip: Be sure to maintain peak energy levels by drinking copious amounts of water and through Glutathione supplementation. A healthy body results in the fuel to proceed forward with clarity. 

4. Maintain Your Line Of Sight: While it's OK to look in the rearview mirror of life from time to time, your primary focus should be centered on what's in front of you. Like a good mindfulness practitioner, stay present in the moment with what's right in front of you versus getting distracted by the past. In the same way that proceeding too rapidly can create pileups, driving your career ship too cautiously and in a distracted way can cause it to aground. 

5. Embrace A "Forward Thinking" Attitude: Navigating through career fog can be grueling and lead to negative thoughts. Whenever you find yourself headed down this path, be reminded of the fact that thoughts play a key role in determining your outcomes and direction. So avoid or limit the time you spend with those friends and family members who moan and complain about the life struggles mode they're experiencing. Watch what you are listing to, viewing, or reading--avoiding those things that run counter to a positive state of mind. As was the case with my trek through the fog, self talk focused on my intended direction was much more productive than a "woe is me" mindset that could lead to smaking into the backend of a semi. 

Michael Scott's passion is in helping emerging professionals become profitable, productive and strategically aligned with the New Economy. For a complementary 30-minute discovery session with Michael, feel free to connect with him at either neweconomyiq@gmail.com or on LinkedIn  http://www.linkedin.com/in/orgbrain?_mSplash=1

Baby Boomer's Secret Career Weapon

What is the most important tactic a Baby Boomer managing their career or seeking a new job can implement in 2015? Developing a LinkedIn strategy is the step every Boomer can use to improve their image at work or trade in their current job for a better one. A recent Jobvite survey shows:

• 96% of recruiters search for candidates on LinkedIn 

• 92% of recruiters research candidates on LinkedIn prior to setting up interviews

According to Wayne Breitbarth, author of The Power Formula for LinkedIn Success, “your unique experience combined with your unique relationships plus LinkedIn equals the power.” The power of LinkedIn is it’s 332+ million users. However, Breitbarth suggest that not all of these connections are equal. “It is no different than going to a networking event in person, says Breitbarth, “it is important to have a connection strategy to determine who you are trying to get in front of to move your career forward.”  He says most people network with their friends, people they know from church, co-workers and neighbors. Instead, people managing their careers should proactively seek connections from target companies and join industry groups. 

Breitbarth, an accountant and entrepreneur, was reluctant to use LinkedIn initially. Since he connected to LinkedIn in 2008, Breitbarth transformed himself into the “LinkedIn Guru” to those who attend his training classes and talks and his book has sold over 70,000 copies. As a Boomer himself, he understands the reluctance to LinkedIn is often generational.

“For sure, no question it is generational. You grew up with much more privacy. Lack of privacy is something 20-somethings take for granted and that really is a fact,” says Breitbarth. Baby Boomers are also less likely to have a photo or summary on their profile. He explains that people in their 50s and 60s are concerned about bragging about themselves or appearing boastful. It even extends to not having a profile photo. 

• A LinkedIn profile with a photo is reportedly viewed 7-14 times more likely to be viewed

• Most LinkedIn profiles miss the opportunity to write a summary

“People on LinkedIn without profile photos and summaries are asking for nothing to happen,” says Breitbarth. He explains that corporate recruiters pay fees for access to all 332 million LinkedIn users. “Recruiters can fully view profiles even without relationships or being part of a group. Hiring managers can see your profile, presentations and recommendations,” according to Breitbarth. He acknowledges that most people freeze when they see an empty box for a summary that may contain up to 2,000 characters. “People need to take the opportunity to tell their story on LinkedIN,” says Breitbarth.

Wayne's book "The Power Formula for LinkedIn Success:  Kick Start Your Business, Brand and Job Search" is available at his website www.powerformula.net.  Also while visiting his website be sure to sign up for his very helpful free weekly email of LinkedIn tips and strategies. 

Pension Smoothing, Potholes and Pork

Generally I keep politics out of this blog. Then I heard about pension smoothing. It is the latest sleight of hand trick in government and don’t worry, it is equally loved by all political parties and even many labor unions. On the surface it appears to be a victimless maneuver only affecting the millions of people counting on a future pension payment from American companies. So, what is pension smoothing?

Simply put, pension smoothing allows companies to defer making mandatory contributions to defined benefit pensions plans in order to use that money for any reason they choose. Pension smoothing was added to a recent transportation bill that covers repairs to highways, bridges and subways saving the Highway Trust Fund from bankruptcy. Just to make the entire situation more complicated, in addition to funding the highway work, this bill also saves 700,000 American jobs.

Here’s the risk: To solve the short-term issues of maintaining the nation’s road infrastructure; companies do not have to fully fund their pension plans which may mean more plans won’t have the money to meet their obligations to pensioners later. According to a survey by Pensions & Investments, a money management newspaper, the largest 100 U. S. pension plans were underfunded by $122.3 billion in 2013 and that was an improvement!

Companies today put much of the retirement burden on the employees by focusing on 401(k) plans where workers cobble together a DIY strategy to save for the future. However, there are millions of employees counting on employer-paid defined benefit plan payouts for at least a portion of their wealth when they are too old to work. Pensions are in trouble as city and municipal workers in Detroit, Stockton, CA along with Pennsylvania school districts and other public employees across the country realize. Private sector pensions are no better as the retirees of Hostess Brands, who bring us Wonder Bread, Twinkies and other goodies, learned in 2012 when the company filed bankruptcy. The PBGC, Pension Benefit Guaranty Corporation, a government agency had to step in and rescue their plan.

The concept of the PBGC is itself an oxymoron. The same Congress that is encouraging companies to delay funding their pensions has a safety net for 44 million workers covered by defined-benefit private pension plans, the PBGC. When private sector firms cannot meet their liability, the PBGC pays an amount less than the company-promised benefit, but it is something. The problem is that in their July 3, 2014 annual report, the PBGC says it is “90% likely to run out of funds in 2025.” The biggest birth year of Baby Boomers will be 68-years-old in 2025 with plenty of life ahead of them, but maybe not as many job prospects.

Powering a Mid-Life Career with LinkedIn

 Brenda's Interview with Dave Meeker

LinkedIn is a valuable resource for everyone from recent graduates, the employed, entrepreneurs, job seekers, companies and everyone in between. Dave Meeker, LinkedIn and Technology Consultant, has helped all of the above and more through his workshops and one-on-one consulting sessions. Meeker began working with the LinkedIn social networking service in 2008 and continues to help professionals maximize the "Power of Their LinkedIn Profile."

“For the recent graduate, LinkedIn is important to develop a network,” says Meeker. He described how students at Butler University created LinkedIn accounts as part of a marketing class project. “For the employed LinkedIn is an important tool to create and develop a network while being open to new opportunities or career advancements." LinkedIn is mission critical to the job seeker, "it is urgent and important,” explained Meeker. Job seekers and others benefit from LinkedIn’s mobile capabilities with up to six mobile Apps by using the ability to quickly seize opportunities and identify key contacts according to Meeker.

One of the tools Meeker teaches in his workshops is how to use keywords, otherwise known, as his unique phrase, "the language of LinkedIn." He describes the language of LinkedIn as a series of keyword phrases that leads recruiters to their profile. A proprietary algorithm adds to the profile ranking process. Meeker believes he has figured out this algorithm.

Why is LinkedIn constantly changing?

"What a lot of people don’t understand about LinkedIn is that it is constantly changing. As the growth of mobile devices and their Apps increase, it appears new Apps and updates to existing Apps will feed this exponential growth of the mobile market." As LinkedIn continues to change and push out rolling updates, Meeker believes he recognizes these patterns before the documentation appears on line.

How important is a photo on a LinkedIn profile? “Since there are fake accounts that generate spam and data mine contact's information, a photo shows you are a real person. The photo is part of your LinkedIn brand that includes your headline, location, current occupation and industry,” said Meeker.

Other expert LinkedIn tips from Meeker include the importance of recommendations from former co-workers. “Recommendations are a lot more important than endorsements on LinkedIn” according to Meeker.  These recommendations provide opportunity to share a STAR (Situation Task Action Response) story or other accomplishments.

To realize the value proposition as a LinkedIn user, Meeker focuses his audience on what he calls, VCR. “Value, Content and Relevance are what users should consider when creating their 360 degree view of their skill, knowledge and experience. Their overall profile should answer the answer the question, "what can you do for me?” says Meeker. The VCR concept is also an imperative part of making posts and making comments, especially with groups.

Currently LinkedIn boasts more than 300 million users and according to Bloomberg business, the company will attempt to expand its user base in China to combat slower growth in the United States. While users are focused on professional networking, LinkedIn generates revenue from advertising, upgrading users to premium accounts and fees charged to recruiters and staffing companies.

While LinkedIn is a space most professionals want to participate in, beware of spam or fake accounts and learn to manage emails and notifications by adjusting your settings under Privacy and Settings.. When in doubt about how to leverage LinkedIn as a resource to grow a business or expand a career, there are experts like Dave Meeker to the rescue! If you’d like to connect with Dave Meeker, you can find him easily on LinkedIn, of course!

Finding Your Career Passion in Mid-Life

Americans 55 years or older comprise 21% of the U.S. labor force according to the US Department of Labor. Here’s the problem, it is the first time in history that these 55+ year olds have a lot more than ten years remaining in the workforce. Blame the Baby Boomers for not retiring at age 65 to spend twenty years focused on golf, grandchildren and grand buffets. And even if you are in still in your 40s, these are the years when you need to evaluate and investigate secondary career paths so when you hit the decade I consider the most dangerous to your work/life, “The Fantastic Fifties,” you have the widest range of choices.

It is always exciting to meet someone in their 40s, 50s or 60s that love their jobs and the companies they work for love them back. (That is an important part, the company loves you back—but I’ll deal with that later in this post). I meet more people than ever that adore what they do for a living. Whether it is an entrepreneurial pet sitter earning more money than he ever expected; a medical capital equipment sales star turned award-winning vintner; a health information management professional turned online educator or a person who went from automotive executive to ordained minister, people are creating work they can see themselves doing post-65.

I also talk to a lot of people who say, “As soon as I am 62, I’m outta here-retired and never working again.” Those are the people who I know have not found their passion. Sometimes it is a hobby that can be monetized. Others prefer to keep their hobbies separate from work and go back to school to learn a new skill or turn their volunteer work into a paying job. How do you get started on your career exploration? You don’t have to come up with the answer immediately. Just keep the thought in the back of your mind and jot down ideas as they come to you. Focus on your strengths and activities you enjoy-- thinking about your skills that others often compliment you on performing. Over time and maybe with assistance, you will find your vocation, a word with Latin origins that means “to call.” 

Not all industries, companies or human resource professionals are prepared for the reality posed by Baby Boomers (born 1946-1964). A January 2014 Gallup Report stated, U.S. retiree age has risen steadily from 57 to 61. According to Gallup, “nearly half (49%) of boomers still working say they don’t expect to retire until they are 66 or older, including one in 10 who predict they will never retire.” Companies have not created talent development for mid-life career professionals (hoping they will gracefully retire—no thanks!) As older worker salaries stretch the range of broad bands and other compensation structures, they often find themselves targets of lay-offs because companies are not creative enough to leverage their talent, skills and abilities. So, if you are 40+ at a company that loves you back, enjoy it, use the tuition reimbursement to extend your skills and pack your resume with accolades—trust me, one day you will need it.

Career Notes from Alice in Wonderland

Monday Morning Pep Talk

Lewis Carroll never imagined how the cleverly written tales of Alice would apply to 40+ workers managing their careers. Sometimes the wisdom we need is there all along as we read this tale with our children and grandchildren. Here are three quotes from Lewis Carroll’s, Alice in Wonderland to help you think through career management strategies:

“I can’t go back to yesterday because I was a different person then.”

We are constantly changing and so are our career goals. What was acceptable in our twenties or early thirties—constant travel, working weekends, missing holidays and school events—becomes less acceptable to men and women after a decade or more.  Sheryl Sandberg, Facebook COO and author of Lean In, advises young women to not rely on their companies or mentors for career advancement. Her advice is to join Lean In Circles for support from other women, marry a spouse that will be an equal partner at home and behave more confident and ambitious at work. She’s a 44-year-old, billionaire, daughter of a Ph.D. Mom and physician Dad, married to the CEO of SurveyMonkey, former U.S. Treasury Department Chief of Staff, former VP of Google and twice graduated from Harvard with honors. Her experience in Corporate America is nearly fictional on so many levels; it’s a separate blog post. For the rest of us, age tends to bring workers (male and female/ executive and non-“C” suite) to a point where we recognize “the working to live or living to work” paradigm shift.

“If you don’t know where you are going any road can take you there”

A few years ago I read about the most common career missteps in a book called Chasing Stars by Boris Groysberg. Even though it focused on Wall Street investment bank analysts, there were two things that stood out about changing jobs. One is don’t chase the money and leave for a salary boost. The second is getting so angry you move “from” a bad work situation “to” a situation that is not well researched.  I’ve watched people leave jobs for a $5,000 annual salary increase. The net increase is laughable. I remember being recruited to talk an employee into remaining with the company as an HR person. We discussed the total cost of the move and I focused on total rewards beyond pay because the employee was certainly giving up a lot except salary. Even after our conversation, he couldn’t save face so he left anyway (and stayed on the new job two years). The same employee committed both mistakes. He was looking for a new job because he was passed over for a promotion. Emotions lead employees into many bad decisions at work. Create your career goals when you are not at an emotional high or low. Try to map out what you plan to do in the next 6 months, year and five years. What will it take to get there? Who can help you? What’s your game plan if your career hits a speed bump?

“Why sometimes I’ve believed as many as six impossible things before breakfast”

Believe in Yourself!  As you move into your 40s, 50s, 60+ at work, it requires effort to keep your confidence high. Later in your career, the chest-bumping Lean In-type of horn-tooting may not be appropriate. Despite career bumps you have experienced personally and watched happen to others in Corporate America, recent research shows Baby Boomers are working longer than ever. So, how do you keep one foot in front of the other moving forward? You have to believe in yourself, your goals and at times in the impossible.  The Queen’s advice to Alice is my advice to you. You know what you know. Own it. Even if you are not quite sure where you are going, you know what you’ve already conquered. Go into this week being you’re A-B-C “best” Accomplished, Brilliant, Champion of your own career.

Laid Off at Age 60: What Comes Next?

My friend was concerned about impending layoffs at his company and wondered if, at age sixty, his corporate career would be over. His concerns were that he never moved passed middle management and he felt very “out of the loop” on the current changes that were coming.  He strived to be a Corporate Vice President for many years relocating his family to Indiana from their roots in the South. Even though he and his wife were treating me to dinner and the scene on the reservoir where we dined was pleasant, upscale and calm; I think my assessment ruined his meal.  

Climbing the career ladder and shattering glass ceilings is a province of 20-to early 40-year olds from what I have observed. There are often outliers in companies where a 45-year-old comes out of nowhere and quickly moves up the ranks, those people are exceptions, like Powerball jackpot winners. What I observe most commonly is a career trajectory that begins in the 28-35 year-old age range when talent is first noticed within a company. If you are recruited to a company from outside there is latitude, the age of being "discovered" may expand to age 42. Management becomes aware of this potential phenom and as my HR friends say, this person is “on the radar.” More time is spent on them in talent management meetings, they are evaluated against their peers in succession planning conversations and they are offered the opportunity to be on high-profile projects or attend national trade shows to mingle with senior management. They may attend Executive Education to learn about the areas they do not specialize in--R&D types may attend Strategic Marketing or a Sales professional is in enrolled in Finance for Nonfinancial Managers. The most fortunate earn Executive MBAs in top programs at Harvard, Notre Dame, INSEAD or Wharton on the company dime as part of their development.

By the mid-to-late thirties to early-40s rising stars have generally found their place in their first line management position.  At this point there may be an element of personal sacrifice. I liken it to initiation to a country club, fraternity, sorority or street gang (depending on the organizational culture). The corporation did something for you; now, show your commitment. It may be an expatriate assignment to learn the global business, a relocation or unlimited business travel. If this works out well and the incumbent does not burnout, blow-up or bomb—the next step is often leading a cross-functional team, higher stakes more visible project or account management responsibility even if they have not been in sales. No matter what the functionality, this is the job where everyone in the organization knows their name. After four to six years of grooming, in most corporate models it is back to people management—this time as a leader of other managers. This is a critical career juncture and the role my 60-year-old dinner companion was in as layoffs loomed at his company. For eight years he toiled away as mid-level Director through three different CEOs and their management teams. I sipped my Cotes Du Rhone and nibbled at my meal aware they were picking up the tab and weighed my words. “In my opinion and again it’s just my personal opinion,” trying to be delicate and honest, “you may have Peter Principled out.” I felt like such a weasel. I was trying to minimize my impact knowing that both husband and wife leaned on my career advice in the past and it had served them well. How do I tell him what in his heart and mind, he must already sense and does not want to accept. YES! At 60, it sounds like he's off track and if he is laid off, the dream of going to the VP level at a Fortune 100 company is shattered. (My humble personal opinion).

If you desire a very senior position: CEO, Division President,  Business Unit President, VP of R&D, IT, Human Resources, Finance or CFO, CIO, COO, and you are not there by ages 49-55--it's not likely to happen at your current employer. You will have to join a new organization. I have seen people jump to a smaller organization, a large family-owned businesses or regional company and all of those employees have been sitting one rung below their desired job title when they made the move. All of them were recruited. None of them answered an ad on a job board or were "connected" on LinkedIN.

I went on to talk about career reinvention, entrepreneurship....maybe buying a franchise or contacting recruiters now, before the layoff. I could tell everything that came out of my mouth after “I-think-your-career-with-these-people-is-toast” was blah-blah-blah, just background noise. He didn’t hear the ideas that came afterwards or the success stories I shared about those I’ve met in my travels that have gone to smaller organizations and thrived. We finished the meal without our usual sharing of a decadent dessert. Just hugs and promises to not let it be so long until next time.

EPILOGUE: Yes, it happened. My friend was laid off this month and felt shocked and betrayed. Now he is in outplacement beginning to network, create a new resume and practice interviewing for the first time in many years. His goal is to work in a corporate role until he is 66 and will have access to his full social security benefit. He’s not sure what comes next. What do you think?

Full retirement age is:

65 for those born before 1937

66 for those born between 1943 and1954

67 for those born 1960 and later

If you want to find out at what age you can receive your full social security benefit, visit: www.ssa.gov

Unhappy Labor Day

 Unhappy Labor Day

The 21^st Century workplace is a modern day coliseum with employees as gladiators (okay, I'm being a little melodramatic). Work isn’t what it used to be and if you were lucky enough to be employed in the rah-rah 1980s or the go-go 1990s, savor the memories. Those days, like our youth, are gone forever. This Labor Day let’s take a look at the new implied work contract between employers and their workers.

Work is a DIY Project:

Every job really is an independent contractor position. Workers are increasingly responsible for more out-of-pocket expenses and companies are relinquishing their role in everything from training to health care.

• As 401(k) and 403(b) plans for nonprofits replaced defined benefit pension plans, employees became more responsible for their financial security when their work years ended. The downsides include the employer choosing the mutual funds  in their plan which limits your investment options and the expenses related to them. Workers are at the mercy of stock market volatility. 
• If that’s not perilous enough, now companies are doing the same thing with health care savings accounts. Employees set aside THEIR money in a tax-deductible fund to pay for current and future health care costs. My advice? Don’t get sick with one of these plans. Combined with a high deductible health plan companies are offering, you’ll be ill and financially insolvent. 
• Now, employees have to train themselves. That’s right, few to no company-sponsored professional conferences and external training classes are available unless it is a regulatory requirement. Many of my former training and development colleagues are among the unemployed or under-employed. The mantra goes like this: (Shouted by management) “Who is responsible for my professional development and training?” The employees in unison are expected to chant in reply, “I am responsible for my development and training.” This is serious stuff, I heard about a company doing this. Companies often tout tuition reimbursement as a perk, however, once inside the company employees get to read the “fine print.” The courses must relate to the current position you hold (no working on your Masters in Fine Arts in the accounting department) and in some cases you must have a certain performance appraisal rating to qualify for tuition reimbursement. And as the cherry on the T&D sundae, your request must be approved by your manager and their boss (who are going to wonder where you'll find time to complete an outside course of study and do your job).

Organizations hire employees to do the task at hand and provide minimal cost-effective training to maximize task without injury (workers compensation expense) and required sexual harassment and diversity training (lawsuit prevention).

 Mean People Rule:

In 2011 a study appeared in the journals and the media titled, “Do Nice Guys and Gals Really Finish Last?” Spoiler Alert: Yes.  The University of Notre Dame, Cornell University and University of Western Ontario professors found that men who disagreed with co-workers more the most made 18% more or close to $10,000 above their more collaborative colleagues. The study examined data over 20 years and included more than 10,000 employees from three previous studies and appeared in the Journal of Personality and Social Psychology. The proper term for a workplace jerk in academia is “disagreeableness” and that is what their study focused on, however, it is the same traits that make more agreeable employees cringe.  More recently, The Workplace Bullying Institute—yes, this place exists—reported 35% of the U.S. workforce (over 50 million employees) admitted to being bullied at work. So, if you feel the workplace has lost a bit of civility and your co-workers are rude, your boss cuts people down in front of others or senior management has instituted a threatening culture, there’s research that says that’s the direction companies are headed. And, yes, disagreeable women make more money than nice ladies, so wipe that smile off your face.

There’s more in Part Two of Unhappy Labor Day.

 

Increase Your Job Satisfaction

Recently I addressed an alumni group about navigating the multigenerational workforce and creating a satisfying career. The overall age of the audience is somewhat younger than the groups I generally present to—most of them were at or close to a decade in the workforce. This provided a great opportunity to learn how the work experience differed than what they expected in college. I also asked what the audience thought they might be doing if talked again in ten years.

Their responses were surprising. Over half the audience had aspirations to own a business. Now maybe it was because the audience was young, intelligent and ambitious (they were spending a Saturday morning at an alumni networking breakfast) or maybe this audience viewed their roles at work much differently than the 40+ worker.

I’m guessing it is the latter. Of the twelve participants that planned to evolve into entrepreneurs, all of them are currently employed by large business and many are already promoted into supervisory roles with direct reports. Three of the young 30-somethings had impressive budget responsibility and large organizations reporting to them. Rather than look at their current companies as a place to make the proverbial climb into the corner office with plush carpet, a gatekeeper in front of their door and other discreet executive perks; they appeared to view their jobs as an extension of their education. Their income was being used to pay off student loan debt, but what company’s name was on the business card could not have matter less. Emergency in the employee engagement aisle!

Employees joining the workforce in the 1970s and 1980s, came of age in more of a “carrot and stick” management style. The carrot was the first promotion. If Bob performed well as a technician II; then Bob become a technician III or (gasp)—a Senior Technician. That changed for many Fortune 500 companies in the mid-1990s as they dabbled in “Broadbanding”. If you worked for a company that missed the Broadbanding bus (lucky you)—it is when a company flattens the hierarchy, eliminates levels of management, makes it really difficult to get a promotional title change and replaces a large number of salary levels with a small number of salary grades with broad pay ranges. That is as simple as I can make it sound. It would take a highly paid consulting practice leader to make Broadbanding sound logical today. In the era of mergers/acquisitions that was the 1990s, a suave HR consultant could spin it to make sense. My audience impatiently expects titles and pay increases now--or they are leaving even with 8% unemployment.

The 40+ worker believed their company was the beginning and the end while this cohort of twenty-five to thirty-two year olds view their work as a means to an end.   They were much more interested in my four years of entrepreneurship and how I build blog traffic than an audience of their peers a decade or two older.  They appeared to be simultaneously engaged in their jobs today and could fire off a text with their resignation tomorrow. Corporate loyalty? They snickered as if my AARP card had fallen out of my wallet.

Over dinner, I was discussing this event with friends for their assessment. One astute observation was that my audience included children of Baby Boomers. They lived through their parent’s being laid off in corporate downsizings; they were relocated as children when their parents moved to start new jobs and they understand that for as much as a company provides their payroll direct deposit today—these young people think like freelancers or 1099-workers. More experienced workers have additional considerations including aging parents, health issues, young adult children or in some cases second families with young children---adopting the mindset of a younger generation where it makes sense, could be your ticket to increased career satisfaction.

Innovation, Disruption and YOU

Monday Morning Pep Talk

Innovation is a good thing, right? Companies win awards for their innovations and it is the buzzword of the moment in business. It drives profits, market share growth and top line revenue. Innovation solves problems we didn’t realize we had with products and services we didn’t know we wanted that now we can’t live without. It is the reason my home is filled with gadgets that start with lowercase, “i”.

Everyone at their company wants to be known as an innovator. It is an honor. The lucky sap that is viewed as an innovator can show up anywhere in an organization, but generally innovators reside in R&D, marketing or I/T. The innovator’s reward is a big salary, a title on his/her business card as Senior Director of Something No One Understands and Teflon status during corporate reorganizations. Innovators appear relaxed and smiling in a sea of nervous chaotic types when senior management enters a room.

Innovation leads to disruption. Disruption leads to....job loss. The innovation of ATMs made bank tellers nearly irrelevant and the ones that remain work as slowly as possible to remind us of their fate. Other innovations led to the demise of the switchboard operator, the ice man, newspaper print setters and manual street sweepers. Because of innovation, there are fewer jobs for radio announcers, executive administrators, general manufacturing, parking lot attendants and a broad spectrum of other positions. It is all automated.

Since innovation is not slowing down and it leads to disruption and ultimately job loss; what is a 40+ worker to do? First, we have to acknowledge that with innovation and the disruption is produces there is going to be change. Jobs will be lost and other jobs will be created. For every milliner, bookbinder or pinsetter that isn’t needed today; there is a job for a Director of Digital, a Patient Advocate, Social Media Strategist or Interior Design Stager. A couple of years ago, there was an uproar about the Karl Fisch video clip reminder, “The jobs in highest demand in 2010 did not exist in 2004.”  Today we accept that premise. As experienced workers have to think ahead about problems that don’t exist yet—we have to anticipate, stay flexible and embrace continuous learning. There is no guarantee the job you do today is going to be done the same way with as many people--there is no guarantee your company will exist the same way it does today. Technology will somehow impact every job we are doing in 2012.

Innovation is a good thing, and we have to start by innovating ourselves. Create your own disruption—learn a new language and become bilingual. Take a vocation vacation. (Check out: http://vocationvacations.com) to learn more. Brush up on your technology skills or take a class to learn about social media. You have 168 hours—make it a great week!

Mid-Life Careers at the CrossRoads

At some point in your working life you hit a bump. Sometimes the bump is sudden—unexpectedly you lose your job,  you're demoted or somehow you lose your authority or your rank at work diminishes. At other times there’s a warning of a “speed bump” ahead. That’s when the stirring comes from inside of you. It is that feeling when you begin to lose your passion for work. It is when new management comes in and all of a sudden nothing you do is right (even though it was right for a very long time under the former management).

These bumps are what I call the Crossroads.

Sometimes they happen to you; sometimes you initiate it—but at all times ACTION occurs in your career. For one friend, her husband had a lucrative, but unfulfilling career in the financial services industry. For years the stirrings of discontent were in the back of his mind. But, the money was good and they had kids in college. Then, in the same week, he got fired and his best friend died suddenly of a heart attack. Talk about a BUMP. He was thrust into the Crossroads—rethinking everything. It was the catalyst of a career change at 43 years old to become a teacher. Now, seven years later, he’s a Ph.D. candidate in Educational Administration.

Our careers are like "mini-movies" of our lives in general. They take unexpected detours, have ups and downs, interesting people enter/exit and they require adjustments and like life; our careers rarely stay the same. Upon reflection, a career is like the Charles Dicken’s quote, “it was the best of times, it was the worst of times.”  That quote goes on to say, “it was the spring of hope and the winter of despair, we had everything before us, we had nothing before us...”

So many external factors affect our careers now and moving into your 40s, 50s and 60s, careers get redefined—sometimes by us, sometimes for us. In some previous posts, I’ve mentioned the small amount of time we give to personal career planning. We spend more time planning our recent holiday activities and vacations than we do our career contingencies. Your company is not going to develop your career--that's on you now. It is why hitting a bump is so unsettling. It is why standing at the crossroads can be so confusing. Now that we are fresh into a new year, it is a perfect time to update your resume, freshen your LinkedIn profile or start that blog you’ve been thinking about. It may be a good time to reconnect with your former colleagues from a previous company to catch-up and do some networking. Do some thinking about how you want to spend the rest of your working years. What’s your dream? Mark Twain said, “Twenty years from now you’ll be more disappointed by the things you didn’t do than by the ones you did.” So here’s to the New Year! Explore. Dream. Discover. Take some time to focus on your career. You deserve it!

Age Discrimination: Real & Rising

A participant at a recent workshop asked the guest speaker about overcoming age discrimination during a job search. The speaker explained that age discrimination is less of an issue than in the past. Really?

It was one of those moments when you know you should speak up and say something. Before I could raise my hand to comment; the esteemed guest speaker went on to the next question. The person who asked seemed to disconnect from the presentation at that point. Three weeks later, the brief encounter still gnaws at me. Why didn’t I say something? What should I have said? At the very least, why didn’t I go up to the man after the session to validate his observation? So, the essence of this post is YES—age discrimination is a HUGE issue. It is not going away; it is getting worse. I’ll offer a few tips and ideas about actions you can take on the job and during a job search in this 2-part post on Monday & Tuesday.

Consider this:

• In February 2010 the Bureau of Labor Statistics reported the job search for (>age 55) workers was 35.5 weeks
• Experienced workers (>age 55) faced an average job search of 54.7 weeks in May 2011 according to AARP.

You all know the scenario. The unemployment rate is hovering in the 9% range.  New jobs are not being created fast enough because most corporations are uncertain about the global economy. Not one corporate communicator among you wants to answer the calls following the headline, “XYZ Company Cuts 10% of Workforce.” So companies sit tight and don’t hire. Consumers, on the other hand, are scared witless that they are going to lose their jobs—so they don’t buy anything except necessities (and unless it is really gross, we try generics). According to a December 2010 AARP press release, beginning January 1, 2011 about 7,000 Baby Boomers will turn 65 each day! The same release says 40% of those Baby Boomers “plan to work until they drop.” I’m assuming that means drop dead. If Fidelity Investments, the largest provider of 401(k) accounts, is right and the average account balance is $71,500, as they reported in June—we know why. So, we find ourselves in an employment cycle ripe for age discrimination.

Problem #1 is the applicant tracking system. These automated systems that run large job boards and the smaller versions that run in companies all REQUIRE dates. The company can easily calculate how old you are when you apply. These systems are designed to collect school graduation dates along with dates of employment. Most will not let you move forward in applying online without supplying all of the information. (entering 9999 overrides the dates in a few applicant tracking systems). While the ADEA (the act protecting employees and job applicants 40+) doesn’t specifically prohibit an employer from asking age or date of birth of an applicant, it is supposed to be for a lawful reason and the circumstances are very limited. Most companies train their hiring managers not to discuss age, but they already know anyway from your online application.

Check out the post from August 6 for more information about online job searching:

http://workinglater.blogspot.com/2011/08/successful-online-job-search-tips-for.html

Okay, so let’s say you survive the online applicant tracking system, the telephone screening interview and you are invited for a “live” interview with the hiring manager, other staff and human resources. They want you to have the KSAs-Knowledge, Skills & Abilities. But there is something else they are looking for and it is subjective. It is called, “fit” and no HR professional will admit it to you; but it’s there. How are you going to mesh with the other people in the department? Do you fit into the culture of the organization? And you know what? You want to “fit” too. If you are a square peg and the organization is a round hole- no matter whether you are 25, 55, or 73—this is going to be a stressful bad experience for both you and the organization. Seek opportunities where you see other mature workers. Ask your friends what it is like where they work. Some industries, companies and departments are more accepting of experienced workers than others. It is tough searching for a job, but you want to find a place where you are celebrated—not tolerated.  On Tuesday—in part 2—we’ll focus on the interviewing, image and general information.

Thanks for stopping by. Your comments are appreciated and please forward the post on to someone managing their career@40+.