Posts Tagged ‘Gen X’
I have a ritual before getting on a morning flight…I buy an Orange-Orange Vitamin Water and a USA Today. It has become a superstitious-based ritual for me now so I never miss doing it. But that’s not the point of this post.
On a recent morning flight after the doors closed and electronic devices were asked to be turned off, I began to read my USA Today and came across an interesting article I wanted to share with you.
It was entitled, “Golden Apps for a Golden Age”, written by Lynn Allison. She shared ten apps, many of which are free, that were created for Boomers and/or that Boomers find helpful.
Here are six that I wanted to pass along. You can research them to get all the details; I’m just giving you the quick descriptions to get the gist of each:
And for any of you Gen X or Gen Y readers out there, be sure to share this info with your parents or the “older” generations at work. They’ll thank you for it!
Bye for now…
This is very disturbing and the statistics are startling! Here’s the general scoop:
According to The EBRI Retirement Readiness RatingTM in 2010: 47.2% of older Boomers (56-62) are at risk of outliving their retirement savings. And 43.7% of younger Boomers (46-55) are at risk of not having enough money for basic monthly expenses when they retire.
47.2%??? That’s almost half of Boomers 56 to 62! Those statistics are staggering. This means we have millions of people who cannot afford to stop working at 65 and are currently seeking ways to make more income now and on an on-going basis past 65. And the report also discusses the risk that Gen X and Millennials (aka Gen Y) also face, based on current economic conditions, for their retirement futures.
If you’re interested in receiving a free copy of the complete 2010 EBRI.org report, here’s the info: The EBRI Retirement Readiness Rating:TM Retirement Income Preparation and Future Prospects by Jack VanDerhei and Craig Copeland, Employee Benefit Research Institute (EBRI.org).
But wait! There’s more! Did you know that according to a special report entitled Next Generation Leaders: Competency Deficits and The Bridge to Success by Judy Chartrand, Ph.D. and Bonnie Hagemann, Baby Boomers are currently retiring at the rate of 1 every 8 seconds? And this massive retirement trend has just started!
Sure, the immediate thought is they’ll just stay in the workforce longer to generate income, but not all of them can, or will, so employers are scrambling to find head count. I’ve written about this before, and I speak about this a lot. It’s a big issue that is the hot topic of conversation at companies across the U.S., along with the importance of their attracting, recruiting and retaining Gen Y employees.
But what I found really scary were the statistics about not having enough money to retire. This will then cause a huge economic impact on our government aid programs and healthcare programs.
Ouch! We’re talking MILLIONS of Boomers! I hope the top brass who run our eldercare programs are getting things in order…this is going to be a major issue for our country starting now and for the next 20 years.
Bye for now,
I’d like to share some info about a newer workshop that I’ve been conducting that is getting great reviews. Yes, this is some shameless self-promotion, but I’m entitled to do this on occasion on my blog…so don’t get upset!
I’ll be conducting it on 9/14 for a large technology company in Silicon Valley, and I’ve presented variations of it for other well-known corporations. The topic of Personal Branding for career success has become very popular, and that’s what this workshop is all about.
Plus, I even included a whole chapter about this, and how to create a personal brand at work, in my most most recent book on Amazon (written for Millennial employees): Millennials Into Leadership.
So if your company is interested in having me present this workshop for your Millennial (aka GenY) and younger Gen X employees, let me know!
Here’s the info:
“Your Personal Brand is in Your Hands: The Ins & Outs of Why Defining Your Personal Leadership Brand is Critical to Career Success”:
This 3-hour workshop is (primarily) targeted at Millennial and Gen X employees (ages 21 to 35) who aspire to be effective, respected, leaders in the workforce. The purpose of this presentation is to educate and empower your employees to “adopt” a leadership mindset NOW (regardless of their current “status/position”), and to understand that the foundation of their career success is based on defining their Personal Brand Platform.
In this workshop, attendees will learn:
As you’ve seen from a few of my recent blog posts, successful executives understand the importance of creating, building and actively managing their personal brands, so this isn’t “just me” saying it’s important.
And as the workshop description says, my goal is to educate younger employees, regardless of their current positions in the workforce, on why it’s critical to start thinking about this as early in their careers as possible.
Starting to develop and create your personal brand at work isn’t something that starts AFTER you’ve reached a senior executive position. It needs to start on Day One of your first job to help you REACH (and successfully sustain) a senior executive position…
Bye for now!
I recently received a copy of Tamara Erickson’s new book: “What’s Next, Gen X? Keeping Up, Moving Ahead, and Getting the Career You Want”. It’s really an interesting read (especially if your a member of Gen X), where she accurately (I think) discusses the issues Xer’s face being the “stuck in the middle” generation, but follows that up with a framework Gen X can follow for shaping and creating a meaningful career. I also totally agree with her overview of “who” Gen X is as it’s completely inline with how I describe them in the books I’ve written and in the seminars I conduct.
Below is a clip from a Press Release about her book that will explain it far better than I. But, after that, I’ve also included a terrific interview with Tamara for more insights. You’ll also see her complete bio and contact info at the very bottom of this post.
Here’s a clip from the Press Release about the book that can explain it a bit better than I:
MEMBERS OF GENERATION X—the 30-to-44 age cohort—have drawn the short stick when it comes to work. The economy has been stacked against them from the beginning. Worse, they’re sandwiched between Boomers (with their constant back-patting blather and refusal to retire) and Gen Y’s (with their relentless confidence and demands for attention).
Gen X’s are stuck in the middle—of their lives and between two huge generations that dote on each other and that are taking up a little too much of X’ers’ room.
But they can move forward in their career. In What’s Next, Gen X? Tamara Erickson shows how. She explains the forces affecting attitudes and behaviors in other generations—Traditionalists (born 1928-1945), Boomers (born 1946-1964), X’ers, and Y’ers (born 1980-1995)—so X’ers can start relating more productively with bosses, peers, and employees.
Erickson then assesses Gen X’ers progress in life so far and analyzes the implications of organizational and technological changes for their professional future. She lays out a powerful framework for shaping a satisfying, meaningful career, revealing how X’ers can:
For example, she explains how X’ers can find a type of work and a place of work that suits them—by identifying work activities that engage them, that feel effortless and energizing, and that activate “life lures” such as the opportunity to create something of lasting value, to be part of a winning team, or to take on interesting challenges.
Provocative and engaging, What’s Next, Gen X? helps the 30-to-44 set break free from the middle—and chart a fulfilling course for the years ahead.
AN INTERVIEW WITH TAMARA ERICKSON:
You wrote a book for Boomers and one for members of Generation Y. Why a book for Gen X?
Each of these generations faces unique challenges and brings specific strengths to today’s workplace. For organizations to succeed in the challenging years ahead, they need a combination of the best from each generation. In Retire Retirement: Career Strategies for the Boomer Generation, my message to Boomers was to find ways to remain productive contributors. And in Plugged In: The Generation Y Guide to Thriving at Work, my message to Y’s was to blend their strengths with the realities of the corporate world.
For Gen X, the challenge is that they’re wedged between two huge generations competing for the same opportunities. X’ers need to maximize their peak career years to their full advantage, given today’s turbulent economy. And the steps they take over the next decade will shape their long-term financial stability and achievement of other goals. I wrote this book for them—to invite them to reflect on what they’ll do next and to offer ideas for exploring new possibilities.
In one of your new book’s chapters, you explain how X’ers can “make the organization you work for work for you.” Can you provide an example of how to do this?
Almost 95 percent of X’ers work in organizations that are owned or managed by others. To get whatever they want in those organizations, they need to be perceived as valuable contributors and work effectively with others. This is especially critical during economic downturns. Probably the most important thing they can do is play to their strengths. They need to cash in on the returns they acquired from the time and energy they spent during their twenties and zero in on what they’re really good at and what they’re not. I present a list of questions that can help them identify how they can stand out from others, communicate their “brand,” and cut out the things that aren’t their strong suit.
In what respects can X’ers provide needed leadership in the coming years?
Future leaders in all spheres will have to contend with a world characterized by finite limits, no easy answers, complex problems on multiple fronts, and an increasingly diverse range of viewpoints. I’m convinced that X’ers will bring important leadership qualities to that world. They’re richly multicultural, as their awareness of global issues was shaped in their youth. They bring a more unconscious acceptance of diversity than any preceding generation. And they’re incredibly pragmatic. They’re the ones who’ll manage crises by applying toughness and resolution; questioning long-held truths; and breaking the destructive norms of corporate life, such as long hours, narrow-minded perspectives, and a language of combat. Their unique strengths will enable them to foster adaptability in organizations facing ambiguity and to spur the innovation needed for organizations to survive.
TAMARA ERICKSON’S BIO:
TAMARA ERICKSON is President of The nGenera Innovation Network (ngenera.com). She is both a respected McKinsey Award-winning author and popular and engaging storyteller. Her compelling views of the future are based on extensive research on changing demographics and employee values and, most recently, on how successful organizations work. Her work discerns and describes interesting and important trends in our future and provides actionable counsel to help organizations and individuals prepare today. Tammy (TammyErickson.com) has coauthored five Harvard Business Review articles (including McKinsey Award winner “It’s Time to Retire Retirement”), the book Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent, and an MIT Sloan Management Review article. Visit her blog, “Across the Ages” on hbr.org.
Had great day today! I conducted a mini-version of my “Get A Grip On Gen Y” seminar for the Women in Business chapter of the Santa Cruz Chamber of Commerce. There were over 100 attendees and the event was held at the newly renovated Dream Inn Hotel. The meeting space had sweeping views of the beach and was amazing! All you meeting planners need to check this place out for events!
Anyway, it was a great group and we all shared a lot of laughs. I love doing presentations with people and energy like that!
Here’s the deal with the topic I’m sharing on this post: Talent Management (talentmgt.com) published an article this month about how Gen X employees are more likely to quit their job, and are searching for new ones, more than Gen Y (aka Millennials). Millennials get a bad rap for being job hoppers, but it really may be that employers need to be focusing on the retention of their Gen X talent just as much, if not MORE, than their Millennials.
The article is entitled: Consider Cost-Effective Alternatives to Retain Gen X, written by Erin Green
Here’s a brief excerpt:
Though employers are increasingly concerned about talent retention post-recession, their focus is often on retaining millennials instead of a more immediate concern: Generation X employees may already have one foot out the door.
“More than 20 percent of Generation X employees have already been looking for new employment in the past 12 months, which is the highest [amount of active job seekers] for any generation,” said Robin Erickson, a manager in the human capital practice of Deloitte Consulting LLP.
Gen Xers’ strong desire to move up to managerial positions may be the main reason for the anticipated turnover.
“Forty percent of Generation X employees cited lack of career progress as the prime motivation to switch jobs today, which is considerably higher than their survey colleagues in Generation Y [at] 30 percent, baby boomers [at] 20 percent and veterans [at] 14 percent,” said Erickson.
Deloitte will publish a report later this month – a follow-up to the July report “Managing Talent in a Turbulent Economy” – that will reveal new survey data on employee perspectives by generation and region. The data comes from a global survey of employees, covering all regions – the Americas, Asia Pacific, and Europe, Middle East and Africa.
The article continues with more interesting info, so check it out!
Bye for now,