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Coaching Sports and What Makes Older Workers Valuable

Realize your value

If you think all companies are fast paced and strive for a young workplace, you’re mistaken. There are companies that value the maturity that workers who are 50 and older.

I hear from many employers who are struggling with young employees showing up late or calling in sick multiple times. This is a sign of immaturity. Are all young workers immature? No. The mature younger worker is the exception rather than the rule according to the norm.

The older worker was younger once and burned the candle at both ends. They took work for granted; I know I did. I didn’t understand the importance of dependability and possessing a strong work ethic, all traits the older worker demonstrates. And I learned eventually how to work more effectively.

Maturity comes from seeing the organization from the the owner’s point of view. This is similar to when I coached my own kids in soccer; I realized that yelling wasn’t going to motivate them. Later in life, I saw it when my father coached me. He and I let our egos wan.

Another reason why the older worker demonstrates maturity is that they have lost in the past. Loss of friends and family members have been traumatic, but it has made them stronger and taught them not to sweat the small stuff. Further, it has made them better problem solvers.

In the interview

This is where the older worker struggles the most in their job search. They don’t struggle because they are unprepared or lack knowledge; they struggle because of ageism and their attitude. One of these barriers can’t be overcome but one of them can.

The one barrier that can be overcome is not seeing a younger interviewer as someone who sees you as ancient. If you go to the interview with this mentality, the battle is lost. You must enter the interview with the attitude that you will provide maturity to the workplace and, therefore, value.

Mention your maturity in the course of the interviews. Tell the interviewers that you’re going to deliver dependability along with the vast relevant work experience you possess.

Empathize with the interviewer, acknowledging how you’ve seen how a lack of dependability can hurt a team’s performance. If you were the silent leader of a team, make this clear. With maturity comes the realization that you don’t have to be the proclaimed leader, as a title means less to you than the need to provide leadership.

Also make it abundantly clear that you’re not there to run the show. Younger interviewers often fear that older workers won’t follow their instructions. Instead of acting as though you are more knowledgeable than the interviewers, demonstrate how you will work in unison with the team.

Come across as a problem solver. As mentioned earlier, it is one of the older worker’s skills. Life is similar to work in that you have to handle what comes your way. Do you crumple when a project goes wrong? No, you tell those around you that you need to get back to work and correct the situation.

Finally, show self-awareness in your answers. All too often I hear and see people dance around difficult questions instead of taking them head on. The older worker understands that mistakes are made and is accountable for them. You must be accountable for your mistakes, showing what you’ve learned from them.

Older workers have a challenge to overcome in their job search. They face ageism at certain times. There are stereotypes employers have of them, one of which is the belief that older workers can’t work with younger ones. Being mature doesn’t mean you can’t work with younger workers; it means you understand the importance of working together.

18 reasons why companies should hire mature workers

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I woke up this morning with the same neck pain that’s been plaguing me for two weeks. I developed the pain when I was toweling off after a shower and WHAM, it felt like someone stuck a knife in my neck. Sometimes life sucks getting older.

I may be getting older, but I’m not too humble to say I’m good at what I do. I get to work early and often leave late. If it weren’t for the fact that I’m driving my kids around town almost every night, I’d probably take on another job. I like working and know many people my age who do as well.

So I wonder why some companies are downright ignorant and won’t hire mature workers like me. Don’t they realize we have a wealth of experience and a truckload of accomplishments, not to mention life experience that allows us to handle small problems our teenagers can’t? Don’t they know mature workers want to work?

One of my favorite workshops that I lead is called Mature Worker. In this workshop we laugh, kvetch, and sometimes cry about our unemployment status. What we wonder is why employers don’t see the value we bring to the table. Yeah we have experience that younger workers don’t, but we have much more:

We can party. That’s right; we can party with the best of them. We just don’t do it the night before work and especially the night preceding a trade show.
We are dependable. Did you ever notice who’s always at work and always on time? That’s us. We don’t have the responsibilities we once had when we attended school events, stayed home during snow days, and tended to our children when they were sick.
We have better taste in music. Lady Gaga? AC/DC, Bob Dylan, Led Zeppelin, and U2 are more our style.
We’ve been there done that. We’ve made our share of mistakes; and unless we’re total morons, we don’t repeat them. This speaks to our life experience.
We have no life. Well, that’s not totally true. When my daughter comes home for college break, I see her maybe three hours at most. We’re less likely to come in with a hangover is a better way to put it.
We can still talk on the phone. Our interpersonal skills are exceptional, because we aren’t texting all the time like our kids are.
We know technology. Case in point, a 60+ year-old jobseeker told our Mature Worker group that he had saved his former company considerable time when he reduced a process from 60 minutes to 6 minutes by converting a program from Java to C++.
We work smarter, not harder. “Done right the first time” has real meaning with the mature worker. Let others work at break-neck speed and repeat their actions; don’t take our focus and steady work as being slow.
We’re great at customer service. We’ve waited in line at Wal-Mart, McDonalds, and other places where cashiers were distracted by their coworkers of the opposite gender. We realize how important it is to satisfy the customer.
We’re confident in our skills. We know we can lead projects, coordinate teams of 25 people, run a global marketing campaign, etc. Can we still do a bicycle kick? Hell no.
We are composed. Many of us have been through the ringer. We’ve suffered losses. We’ve raised our kids to be responsible individuals. This life experience has prepared us to keep our heads and remain calm.
We can laugh at ourselves. So maybe my memory isn’t what it used to be, but it was funnier than hell when I wore two different shoes to work. No problem, I had an extra pair in my cube.
We cope well. See number 12.
We’re mature. We appreciate a good time or two, but the office is professional. Gone are the days when I would toss the Nerf football around the office or put Vaseline on my colleagues’ telephone receivers or put rubber eyeballs in the water cooler. (That was a good one.)
We’re everywhere. Have you ever noticed that a large majority of CEO’s, presidents, VP’s, and managers are mature workers? You can’t get rid of us…unless you want the ship to sink.
We’re great mentors. Perhaps it’s because we’ve had our share of screw-ups that we don’t want our younger colleagues to do the same. We’ll try to prevent this as much as we can.
We want the company to succeed. This is a better way to say we’re loyal; but let’s face it we don’t plan to jump ship after one year on the job.
Our work ethic can’t be beat. I ask my Mature Worker workshop participants how many of them grew up cutting their neighbors’ lawns, rather than playing Call to Duty or putting a dent in their parents’ couches.

I don’t know when my neck will feel better or when I’ll reduce my walking time, but I know that, like fine wine that ages with time, I’ll only get better at what I do on the job. As time goes on, I’ll impart my wisdom, level-headedness, and sense of humor on those who are less fortunate than mature workers.

If you have additional reasons why employers should hire mature workers, let me know in a comment below.

Photo, Flickr, CEO Headshot

10 False Stereotypes Interviewers Have of Older Workers

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I have the privilege of working at an urban career center where the average age of our clients is 53. For older workers, the job search can come with challenges—one of which is facing stereotypes from hiring authorities. Ageism is alive and well.

Photo by Andrea Piacquadio on Pexels.com

This is unfortunate, as it leads to many qualified older workers being passed over simply due to their age. Here are ten common stereotypes older workers face when searching for work:

1. Older workers are overqualified

Sometimes older workers might be overqualified. Some of my clients admit to me they’d be bored if they took a job for which they were overqualified. I tell them not to apply for such jobs.

On the other hand, there are some older workers who simply want to move into low-stress roles. One of my clients told me he no longer wanted to deal with the day-to-day tension he faced during his 20 years as an executive program manager. Now, he works happily as a business developer for a local plumbing business.

2. Older workers expect higher salaries

Many older workers have reached the pinnacles of their careers and, thus, they tend to earn high salaries. However, many older workers also face different financial situations at this stage in their lives. They no longer have mortgage payments, college tuition is paid off, and their children have flown the coop.

As a result, many older workers have little problem adapting to lower salaries. Perhaps they’ll have to downgrade from a Lexus to a Honda Accord, or forego their third vacation in the Alps. For many older workers, this isn’t a big deal.

3. Older workers won’t work as quickly as younger workers

Sure, older workers might not be able to finish an assignment as quickly as their younger colleagues. They probably won’t spend weeks putting in 12-hour days, nor will they gather around the ping pong table to boast with coworkers about staying later than the “old fogeys.”

But do you know what they will do? They’ll work meticulously to complete a project right the first time. Older workers will work smarter, not harder. They won’t make as many mistakes, because they won’t rush.

4. Older workers are trying to steal the interviewer’s job

A common complaint of my older clients is the lack of knowledge many hiring managers demonstrate. These older workers might have 20 or 30 more years of work experience than their younger hiring managers, so it makes sense that they would know more than the person interviewing them does.

However, my older clients also say they simply want to be hired for the job for which they’re applying. They’re not interested in taking the hiring manager’s position. Some of them simply want to step back and rid themselves of management responsibilities altogether, or they want to mentor younger workers.

5. Older workers aren’t dependable

You’re mistaken if you think older workers will miss work more often due to illness, child care, and any other reason. Older workers have strong work ethics and senses of professional dedication, both ingrained in them throughout the courses of their careers.

My father worked six days a week, and I try to emulate his work ethic. I arrive early, even though I don’t have to, and am willing to stay late if necessary. Additionally, I find myself working during the weekends and at night. Not much, though. Enough said.

6. Older workers can’t solve problems

Many older workers have experienced loss. In some cases, they’ve lost loved ones or jobs. They’ve had to adapt to adverse situations in real time. They know how to put out fires.

The ability to adapt to adverse situations makes older workers natural problem solvers. They think calmly under pressure because they’ve seen these problems before. They have learned from their mistakes and are less likely to make mistakes at work.

7. Older workers are lazy

A common misconception younger interviewers hold is that older workers are just biding their time until retirement comes. The fact is that if the work is stimulating, older workers will work for years beyond retirement age.

One of my colleagues is beyond retirement age, yet she says she’ll work as long as she can because she enjoys the responsibilities and the people with whom she works. Trust the older candidate when they say they have no plans to retire soon.

8. Older workers aren’t team players

Older workers have more job experience than younger workers, which tends to mean they also have more developed emotional intelligence (EQ). They understand their own limitations and the limitations of their teammates. They know when to pitch in, when to take direction, and even when to act as a mentor.

Due to the longevity of their careers, older workers have had more opportunity to work in teams; therefore, they have more practice than younger workers. Older workers also have a less sense of ego, so they don’t want to hog the glory like they might have in the past.

9. Older workers don’t mesh with the company’s culture

One of my clients was told during an interview that the company doesn’t typically hire people in their fifties. This is a blatant demonstration of ageism and, quite honestly, an assumption that she wouldn’t fit in.

Older workers can integrate with the company culture and, in many cases, improve the culture be providing more maturity and nurturing younger workers who look up to older workers as mentors and leaders.

Click on this link to see a poll on LinkedIn that addresses this stereotype.

10. Older workers don’t understand technology

Don’t take it from me, as a mature worker; ask my 78-year-old mom who delves into technology whenever she can. More to the point, many of my clients are software and hardware engineers. They learned their trade through school or on their own, and now they’re at the top of their game.

What is comes down to is having the desire to learn technology. Am I interested in Pinterest or Instagram? No. Can I learn C++ or Python? Not because I’m 56 years old, but because I don’t have the aptitude for it. (My father, who was an electrical engineer recognized this fact when I was a young adult.

Thanks, Colleen DelVecchio for the reminder.

Younger interviewers, when you’re interviewing an older worker, don’t judge them before getting to know them. Keep in mind the misconceptions I’ve explained above. Prove to be the better person.

Am I saying you should hire an older worker simply because of their age? Of course not. Just give them a chance, as you would for any other worker of any other age.

This post originally appeared in Recruiter.com

6 reasons why older job candidates shouldn’t discriminate against younger interviewers

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As a career strategist, I often come to the defense of older workers who experience ageism, but I don’t talk enough about reverse ageism. In other words, how older job seekers treat younger interviewers during the process.

I hear accounts from some older job seekers about how they had a hard time taking the younger interviewers seriously. Their arrogance speaks loudly as they talk about their interviewing experienc.

Let’s Reverse the Situation

When I talk about reverse ageism, this is the message I deliver to my clients: think about if you were younger and on the opposite side of the table interviewing people like you for a position, where personality fit is as important as technical abilities.

Think about how you would react if an older job candidate looked at you with disdain, seeing you as inexperienced and beneath his level? You would feel, as the younger interviewer, that hiring you would not be a marriage made in heaven. You would feel that you’d have to prove herself to the, albeit highly qualified, candidate on a regular basis.

Your every decision would be questioned. Any effort you would make to correct his actions or even reprimand him would be met with resistance. You would feel powerless. You would finally reason that hiring him would be the wrong decision.

Here’s Fact

The large majority of older workers have a great deal of value to offer employers. They’re knowledgeable in their work and possess life experience that younger workers do not. They want to work and are flexible with their schedule. They’re dependable, able to mentor others, and are great role models.

But this goes out the window when older job seekers think they’re all that or who have a chip on their shoulder. They are convinced they’ll experience ageism at every interview. In other words, they have lost the job before the interview begins.

Susan Jepson, who directed the National Senior Network, writes:

Without intending to, or without knowing it, mature workers can come across as arrogant, condescending; that behavior can invite rejection. Examine your beliefs and assumptions and work hard to be open and communicative with your interviewer, without prejudice of any kind.

Susan Jepson is an older worker, so she speaks objectively.

If you happen to be one who practices reverse ageism against younger interviewers, remember that the person sitting across from you deserves as much respect as you do.

1. She earned her job. Whether she has less experience on the job than you is irrelevant. Someone in the company determined that she was the most capable to manage a group of people. And yes, they could have been wrong.

2. Her job is to hire the best person. You are the best person, but if you show contempt or even hint to your superiority, she won’t see your talent through the less-than-desirable attitude you demonstrate.

3. She will appreciate your points of view. Once assured you’re not after her job, she may see you as a mentor and role model. Younger colleagues like the approval of older workers. Take it from someone who supervised someone 20 years my senior; her approval meant a lot to me.

4, She might have some growing to do. And if you want to succeed, you’ll realize that people of all ages have some growing to do, including you. You can help her through this process by building her self-esteem and confidence. It’s a wonderful thing to see someone grow under your tutelage.

5. She might fear that you’re after her job. So put her fears to rest by NOT talking about how you would eventually want to assume a position like hers, or her position specifically. Rather, assure her that your career goal begins with doing the best possible work at the position in question. Ultimately you want to help the company succeed.

6. Whether you like it or not, she will be your boss. What are your options right now? Enough said.

You may arrive at interviews where ageism is blatant due to no fault of yours. This is the time when you are the bigger man and leave with your pride intact, your head held high.

An organization that wants to succeed will hire a diverse workforce, which includes people of different races, religions, genders, ages, etc. Do your part to make the company succeed by accepting that younger employees have a great deal to offer. As much as you want a chance to get hired, give younger interviewers the chance to do their jobs.

If you enjoy this post, read why younger interviewers shouldn’t discriminate against older workers.

5 strengths of the older worker

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As seen through the eyes of The Intern.

I’ve always been a big fan of Anne Hathaway and Robert De Niro, so when I was searching for a movie to watch on TV, I settled on “The Intern.” Admittedly I thought this might be lame movie. I mean I hadn’t heard anything about the movie, not even from my daughter who sees every movie released in theaters. So I thought, what the hell. It’s worth a try.

But I was pleasantly surprised. The premise of the movie is that a very successful clothing Internet business launches an intern program for older workers. De Niro applies, wins the internship, and is assigned to Hathaway, the founder of the company.

At first, it’s not a good match, as Hathaway clearly demonstrates her biases against older workers. And honestly, I’m not sure De Niro is going to work out. I mean the guy confirms every older-worker stereotype.

But there’s so much to learn from De Niro’s character. So much that Hathaway learns from this older intern. So much for us to learn about the value of the older worker.

1. Older Workers Know Etiquette

De Niro overdoes it by going to work at a technology company dressed in a suit and tie. He’s clearly out of place at first, then the employees and audience see the charm in the way he dresses. He adds class to the organization.

Similarly my customers, most of whom are older workers show up for my workshops dressed for the job search. They dress prepared to run into their next employer, whereas their younger counterparts don more comfortable Tee shirts and jeans, unaware they’re always on stage.

2. Older Workers Have Been There, Done That

While it’s unfortunate that De Niro has lost his soul partner, he arrives at the company with valuable life experience that lends well to his wise decisions. He is Hathaway’s support system. In her words, “My best friend.”

I see the same life experiences in my customers; people who have suffered loss or have experienced trauma in their own lives. They’ve learned from this and developed a calmer attitude. Small issues don’t affect them like the issues might have in their younger days.

It goes without saying that older workers also possess more job experience than younger workers. He comes to Hathaway’s company a former VP of sales, which intimidates her. Unfortunately many younger managers feel intimidated and think older workers want their jobs. This is not true.

3. Older Workers Communicate Better

Well maybe differently than younger workers.In the movie the majority of employees we see are Millennials, making me feel quite old. Technology like Snapchat, Instagram, Twitter, Facebook are thrown around as if they’re a natural part of life. It is their way to communicate.

To emphasize a Millennial character’s reliance on technology, De Niro has to teach him that it is NOT acceptable to make up with a woman via texting. It finally dons on the younger worker that he has to “talk” to the woman.

Verbal communication skills are the strength of mature workers, not because they reject texting, email, and social media. Because they understand the value of the human voice and body language, how they are more direct and personal. Business still conducted with face-to-face interaction.

4. Older Workers are Great Mentors

Hathaway’s character is an entrepreneur, independent, and decisive. She has a great sense of how to run her business and is very successful. But when the chips are down and Hathaway needs moral support, De Niro is there to mentor her in a way that only an older, wiser person could.

Older workers are often managers or colleagues who effectively mentor younger employees. They’ve gained years of experience achieving success, as well as making mistakes. Note: one of my customers recently landed a job as a Technology Mentor at a large medical corporation.

5. Older Workers are Vibrant in Their Own Way

At the beginning of the movie and at the end, De Niro is seen performing yoga in a park. It is his way of being vibrant as a 70 year-old man. The way he carries himself throughout the movie shows a determined vibrancy.

I told my workshop attendees that it’s generally unrealistic to believe that a 50 year-old employee could keep up with someone 20 years younger. However, older workers can pace themselves. They may not work as fast as younger workers, but they tend to work smarter and make less mistakes. I’m thinking of the tale of the tortoise and hare.

See the Movie

I question whether the intent of the movie was to demonstrate the value of the older worker, or if it simply made a good story line. As I tend to do in my daily life, I see most things as work related. Nonetheless, this is a movie that has a great message; when the chips are down, the older worker will come through.

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Photo: Flickr, Warner Bros. Entertainment

Talking about Ageism: Three Pieces of Advice from Matthew Levy

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I was searching around LinkedIn for some questions to answer. It’s been awhile and I miss my old routine of answering tons of questions. I came across a great question from Matthew Levy on ageism, but instead of answering his question, I decided to write this blog article in response to a very important topic—ageism and how to break down the barrier of age discrimination.

Let me start by saying that Matthew’s article was very insightful, albeit lengthy even for a verbose writer as myself. He suggests three methods for the 40+ crowd to use in combating possible age discrimination. The first method he talks about is modifying your appearance to make you appear younger. Second, he urges you to dive into social media; and third, he advises a strategic approach to writing a résumé.

Modifying one’s appearance. Matthew writes that one day he advised a gentleman to shave his beard, which according to Matthew, took five years off the man’s appearance.

I also witnessed a man who had shaven his beard and took years off his appearance. For some men it’s hard letting go of a beard he’s had for a good part of his life; but once the job is secured, the beard can return.

Matthew also suggests modifying other aspects of your appearance: eyeglasses; hair color; make-up; clothing, e.g., suits, blouses, skirts, et cetera.

Embracing social media. Using media like LinkedIn, Twitter, Facebook, and YouTube to network puts you in the company of Y-generation jobseekers.

I lead workshops at an urban career center, where I see many mature workers. These folks attend my LinkedIn workshop and are excited at the prospect of getting online, or if already there, enhancing their online footprint.

“If you stay in the dark by resisting change and new technologies, the Millennials (who are interviewing you, recruiting you and referring you) might typecast you as ‘behind the times’ and ‘set in your ways,’” Matthew writes.

How true and scary.

Don’t show too much work history on your résumé. Matthew advises that jobseekers keep their work history within 20 years due to relativity, which is sound advice. But I say keep it within 15 years, as 20 years already dates you at least 43 years-old. The bottom line is why kill your chances of getting to the interview? Once at the interview you can sell yourself, thus negating your age.

Other smart suggestions Matthew offers are to remove graduation dates from your education, applying more up-to-date fonts, eliminating an objective statement and “references available upon request,” and not limiting your résumé to one page. This may seem like simple advice, but appearance in every aspect counts when making a first impression.

Matthew gives older jobseekers some great commonsense advice, but I think encouraging them to join the social media party is the best advice of the three topics.

Incidentally, Matthew asks for other ideas to help older jobseekers in their job search. My piece of advice would be to enter an interview with a positive attitude. Think as though your 20 years younger than you are because what does age matter anyways?

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Tag Archives: mature worker

Coaching Sports and What Makes Older Workers Valuable

Realize your value

In the interview

18 reasons why companies should hire mature workers