THEN, Now & TOMORROW ? … EVERYTHING!

1. What’s So Different BetweenCoaching The Mature Workforce THEN, Now&TOMORROW?…EVERYTHING! Mature Workforce Learning Series 2010 Carleen MacKay, www.agelessinamerica.com

2. Agenda 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?

3. Shift Happens – Structural Change 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

4. What’s So Different in the US? Embrace Facts Agenda Part I • Private & Public Sectors Job Growth – Job Erosion • Changing Skill/Educational Requirements • Demographic Shifts – Population & Workforce • Group Discussion

5. What’s So Different? Then - 10-Year Job Growth 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.

6. What’s So Different Then to Now? 10 Year Vanishing Private Sector

7. Changing Skill Demands Between 1950 - 2000 Red = Unskilled Gray = Skilled Black = Executive

8. As Skill Demands Changed, The Workforce Continued to Grow Older 2000 -2010 55-64 year olds expanded by 52% 45-54 year olds expanded by 21% 35-44 year olds declined by 10% Fast Forward to 2016

9. Between Now and Tomorrow - 2016 • By 2016, it is estimated by the BLS that • between 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?)

10. Discussion - 10 MinutesSelect Your Topic • 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…

11. What, When, How and When Matures Will WorkPart II Agenda • 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?

12. What’s so Different Now About Mature Workers Themselves? At the top of their game later in life than expected! Changing values & needs Life’s meaning, Legacy, Financial independence Remaining relevant Unrequited dreams; unfulfilled promises Reality check – Many will outlive their money Are they the new pioneers who will set the stage to the future for America?

13. What’s Different about WHEN and HOW Matures will Work? THEN Brawn 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 &TOMORROW Brain 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

14. What’s So Different - Where are the Jobs Now? Fastest Emerging Opportunities Technology Bio-Tech, Geo-Tech, etc. Tourism Hospitality - limited Healthcare RN’s, LVN’s, Therapists, Home Health Care Aides Animal Care Pet Sitting, Veterinarians Education Teaching/Tutoring Matures Products & Services for Aging Nation Security Protective Services Entrepreneurs Largest growth – 50+ Disappearing Opportunities Public (State) & Private Sector Jobs (California #1 & #3 among states) Manufacturing, Retail, Real Estate, Mortgage, Discretionary Items

15. What’s so Different Now ? The Emerging Structure of Private Sector Workplace Organizations do more with less & must do it better, faster and cheaper! Is the public sector also beginning to look like this?

16. Summarizing ImpactAgenda Part III • Demographics Predict Destiny • What happens if we don’t prepare now • What happens if we do prepare now?

17. Impact Scenarios What Happens IF…Mature Workforce Doesn’t Continue to Work, in some capacity, for the next 10+ years?

18. Impact Scenarios - What Happens IF? • 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

19. What Happens IF…People are Prepared for Shifts? 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 Break When we return- STRATEGY

20. EIGHT STEP 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.

21. Strategy NOT Tactics Your Guiding Light In This Order And Learning

22. Steps #1, 2Letting Go, Self-Analysis & Learning #1 Learn the art of change Know where you stand! Assess your interests, life situation, values, financial health and inherent gifts Online assessments Feedback Partner discussion #2 Begin to study the future RSS Feeds & Blogs Google & Wiki’s Surveys, Research Books & 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.

23. Steps #3, 4Analysis • Marketplace Trends for over 50! Brain not brawn drives best opportunities Employers expect updated skills Employers increasingly value mature cohort group traits • Overall Hot Opportunities for over 50! Specific in each target market Specialization Flexible work arrangements New careers Phased retirement Best employers for mature workers

24. Step #5New Ways to Work • 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!

25. Step 6Challenges & Barriers(sometimes called a “gap analysis”) ChallengesF-E-A-R & ignorance cause resistance to change, erode self- confidence Preparation– 8 steps – in order recommended Persistence– 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

26. The “Myth Game”

27. Step 6 Leveraging Maturity’s Advantages

28. Step #7Plan Goal is reached when the plan to reach the goal is… Specific Measurable Actionable Realistic Time-Framed

29. Step #8Marketing Tools

30. Lessons Learned What is Important to Know and/or DoNow? • 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.

31. 10 Lessons for Staff • First….Seek to understand and, then, embrace the reality of change • Unlearn the past (Remember the definition of insanity!) • Stay ahead of global and local shifts • Stay abreast of technology advances • Master the 8 strategic planning steps • Always coach strategy not tactics • Help everyone but focus energy on those who actively help themselves • Beat the drum of change to everyone you touch in the community • Invest in (your) lifelong learning • 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!

32. “Theshape 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

33. Do You Know Where to Get Help? • 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