Everyday I see something posted regarding a new Diversity-Equity-Inclusion officer hired, a new DEI initiative, a DEI role posted. Rarely, if ever, do I see any content related to age discrimination. It’s hardly ever discussed, neglected from many DEI trainings and is a huge problem. I know this because of the number of clients I have who experience this. It’s the largest segment of my executive coaching practice.
DEI Officers: When you omit this as a priority from your programs you undercut your effectiveness because you lose buyin from this audience who start noticing ageism in their 40s. They are sitting there, but not buying in. No other group of constituents is larger or better posed to help you advance change than those from 40 to 67.
Everyone Else: You may not think a lot about discrimination because it doesn’t effect you. Don’t discriminate at any level because it’s wrong and demonstrates your lack of compassion, intelligence and...
The work in progress continues. Last weekend I started oil painting. This weekend I’m still at it. Not a quitter here. I have had no formal training and haven’t oil painted since high school. This was a whole new territory for me. It is a little scary and intimidating.
You probably can identify with the excitement and doubtful feelings of trying something new – looking for a new job in a different industry or with a different title, trying to stick to a daily exercise routine to get in shape, committing to better relationship skills such as listening and pausing.
You have the best intentions. You tell yourself you will do whatever necessary to get the outcome you want – a new job, a healthier lifestyle and better physique, a closer relationship. And the first day you find you have already fallen off plan. Now, you feel even worse because not only are you discouraged, but you don’t see any hope because although you want change, you...
Telling someone who is visibly upset to "Just calm down" is like saying, “Just stop overeating” to someone who wants to lose weight. Intellectually, you know what you need to do yet your self-management skills aren’t keen enough to cease the behavior or the unresolved feeling. And quick fix advice such as “be positive” makes you feel worse because it denies the inadequacy you feel inside.
I used to be more of what could have been labeled a ‘distant’ leader. Calming down was not my issue. Relatability was.
Three things changed that for me and for my clients struggling with how to manage emotions:
1) Allow them.
2) Be curious about them.
3) Be compassionate to yourself and others.
This wasn’t a quick fix. It was a repeated practice of continually taking myself through this exercise of self discovery which lead to self acceptance.
I was a single mother and only provider of four children who was stuck in survival mode. I neglected...
Every year at this time I ask my clients to designate one word for the year that will serve as a homing beacon for when life is confusing. This year I chose the world "ALLOW." I wrote the word in sand at our beach house, took a photo of it and put the image in a frame on my night stand where I look at it each evening before bed and each morning before I start my day. I've been doing this for years.
The word ALLOW served me well this year. I prevailed in my work on a $4.6 million capital campaign for an important project that serves under-resourced patients, supported my mother in an independent living facility, was executrix on my uncle's estate, overcame health challenges, celebrated a milestone birthday with the people I love - all while in the stress of a pandemic where people were sick and dying at the hospital where I am its Foundation's president.
I ALLOWED what was out of my control while focusing my energy on what was in my control. And for me a lot of that energy went...
Some days I sit in my office and think how easy my job is until I see someone else make a decision or take action that I know is ill advised and will have negative results. Then I remember the countless 12-hour days and weekends I put in to have the breadth of perspective I’ve learned. I remember the negative results I experienced when I didn’t know better. And I think about the really stressful days in my work that try my patience and bring me sleepless nights.
Your time is valuable. This is why I don’t hire lawyers, accountants or consultants who are not mavens at what they do because they make you pay for their learning curve.
Be an expert. Work for a company that values your expertise. And if you are feeling age discrimination when your company should be putting your expertise to good use, this link to the strategies I share with my clients might help >>> 10 Tips When You Fear Age Bias
If you are struggling with uncertainty and...
In my executive coaching practice I help people build the most important skill to uplevel their career and happiness. Most people think that work ethic and resilience are the top indicators of success. Grit is indeed a valued skill. But at a certain level everyone has it. The most sought-after skill for executive advancement is self-awareness. It is most desired because it carries the ability to grow while managing emotions that get in the way of risk taking, feedback and success. There are two types of self-awareness: 1) being aware of your own thoughts, feelings and behaviors, and 2) being aware of how you are viewed by others.
Leaders are generally are aware of their thoughts but often underutilize their power to disengage from false assumptions that they’ve adopted as facts and end up being emotionally paralyzed from the negative feelings and low self-esteem that result. Competent and even confident leaders then wonder why they aren’t advancing, aren’t...
Older workers face a brave new world: 56% of employees over 50 have been pushed out of their longtime jobs, according to recent analysis from ProPublica. And of those workers who find employment at all, only 10% end up making as much as they did before. How can workers protect themselves? First off, know your rights. Also, everyone — no matter their age — ought to focus on keeping their skills fresh, LinkedIn’s Dan Roth tells “CBS This Morning.” And in the meantime, Roth adds, line up a side hustle. “If you have a high likelihood of being pushed out, then you want to make sure there’s something you can fall back on.”
Be prepared. Make sure you are working on things that are 1) measurable, 2) not easily transferable and 3) new and different and 4) hold a high learning curve. Up your savings or the amount withdrawn from your pay for retirement. Start the side hustle. Stay in shape. Work for a comapny that LIVES its...
High Tech meet High Touch. There is so much being done in companies around diversity and inclusion - which are not at all the same thing by the way. But I see little focus in either area to include AGE.
Five generations are in the workforce right now and there is so much to learn from each other. Roughly 40% of US workers have a boss who is younger than them.
How do we stop discounting the sage worker who has wisdom, mentoring skills, intuitive experience, relationship building acumen and historical perspective bar none? I have clients with expertise beyond compare in these areas who are being forced out as if their skills are passé. So unwise. Profoundly foolish.
If you fall in this category and would like my white paper on how to avoid age bias feel free to email or message me at [email protected] Or if you want to know how to better utilize this age group in your company the same article will make it clear.
Let’s all open our thought and...
I see a trend in the American workforce and as a coach struggle with how to make sense of it. This week alone one of my clients was terminated, one was put on a 90-day Performance Improvement Plan that is likely to end in termination, and another had his compensation decreased by $100,000. I find it no accident that the ages of these three people respectfully are 56, 57 and 61.
In many ways, our culture does not value the seasoned wisdom of decades of experience or appreciate the dedication of years of service. Companies see that they can replace “aging” employees with younger people they can pay less. It’s as if they feel “younger” energy will bring more innovation and greater results at a lower cost. They feel the aging employee’s mindset is outdated and that they can’t keep up with technology. That is just plain and simply — Age Bias — and short-sighted.
Employees see this coming. Organizations send people they have...