carleen mackay, mature workforce learning series 2010 whats so different between coaching the...
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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
carleenmackay@sbcglobal.net
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 carleenmackay@sbcglobal.net
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