Boomers
and the Future: Assessing Options, Managing Change
Thomas Bachhuber, Ed.D.
Posted on 2/7/07
"The future is not
for everyone" is one of those peculiar sayings
that require a moment before discerning its truth. Of course
it is-we haven't much choice.
Change is inevitable—growth is optional.
With 77 million Baby Boomers (the generation born between
1946 and 1964) looking for “new life” (and wealth—financial
and other) in this next stage of life, there’s plenty
of potential growth to find. In the “The New Retirement
Survey” (Merrill Lynch, 2006), Boomers said they did
not want a retirement of “putting their feet up. They’re
looking for a healthy balance between “creative leisure”
(including learning and volunteerism) and part-time work to
stay both mentally and physically fit.
A MetLife/Civic Ventures study in 2006 noted
that they’re also looking for a “sense of purpose”
in their new work. This can translate to a variety of roles
for the “greater good”--there’s no shortage
of work to be done in education, social/community services
and the arts. The unknown lies in those organizations presently
involved in this work. Can they adapt their structure and
culture to accommodate the Boomers? And is there budget available
internally or from external sources to support financial needs
of this new workforce?
It’s also important to point out
that Boomers are looking for a lifestyle that includes “rest”
and a slower pace. International Labor Organization (ILO)
data revealed that Americans work harder than any other population
in the world. By adding 36 hours of annual work during the
1990s, America claims 137 more hours of labor a year than
Japanese workers and an astounding 499 hours (12.5 weeks)
more than the Germans
A recent retiree speaks candidly in Marc Freedman's book,
Prime Time, "Probably my best advice came from a fellow
who told me after he retired, he took 6months and did absolutely
nothing. He said, "You probably don't realize it, but
you're tired. Get some rest and relaxation at first. Don't
press things."
Spirituality is also becoming a larger priority for this generation
with books, media and retreats flooding the personal growth
market.
Essentially, Boomers want it all—financial
security, freedom to travel, excellent healthcare and the
opportunity to make a difference in the world. Wanting to
make a difference is noble—finding the right organization
with needs which match your talent requires some work—and
a plan.
Who’s Going to Hire Me?
Asking this question gets the Boomer Job
Seeker off to an erroneous start. Anyone can see the schools,
libraries, hospitals and fast food/retail companies hiring
older adults who have the right skill set—and attitude.
But the thoughtful seeker/changer turns the question around--“What
can I do for an organization?” Then they get down to
“micro-research” to discover which organizations
will most benefit from their talents, finding people in the
organizations (or people they might know who know people who
know people, etc.) who they can meet for an informational
discussion.
Here where the business of job match is
really conducted, there is opportunity to ask well researched
questions about the true issues of the organization—and
the person you’re meeting with can see you as an intellectually
curious, sincere information seeker—not a desperate
job hunter who will take anything.
Questions like the following can get a conversation
off to a productive start:
• Tell me how the organization/department
got started and what was the driving force behind its inception?
• What research was conducted and
how did the outcomes influence the development of services
and programs?
• What are the major challenges in
keeping the organization moving forward?
• What type of experience, expertise
and track record do you most value in helping the organization
be successful?
Boomers have much to offer. A recent study
by AARP emphasized that employers value three major criteria
that the older worker brings to the table—experience,
skills and loyalty. AARP publishes a top “50 Best Employers
for Workers over 50” included is Wisconsin’s own
Mercy Healthcare in Janesville. AARP examines criteria like
recruiting practices, training, education, career development,
flexible scheduling, alternative work options, retiree benefits
and health/pension plans in making these evaluations. (www.aarp.org/money/careers
You have to be out there with people who
can answer your questions and refer you to other sources—and
eventually to people who can hire you. The tenet that jobs
on the web and in print represent only 20% of the actual opportunities
is useful for Boomers and all job seekers. Jack Falvey, career
writer for the National Employment Weekly, emphasizes that
discomfort is necessary. “If you want to have lightening
strike, you need to be out in the wet and cold.”
Varying Needs, Various Strategies
Each Boomer seeker/career changer is different,
of course—having individual dreams, needs and offerings.
The needs of a 55 year old retired teacher who desires to
explore corporate training venues will be considerably different
from the 60 year old engineer who was just down-sized and
still has 2 kids to get through college. The executive who
retires with a full pension and benefits is in another situation
altogether.
The ex-teacher may have savings and a summer
to conduct a series of informational interviews culminating
in the decision to achieve an MBA in organizational development,
human resources and training. The engineer needs to hit the
ground running with a fresh résumé, knowledge
of the best job boards, and perhaps the assistance of an IT
“headhunter.” Taking time to grieve loss and unfairness
may be a luxury. The executive can take significant time with
a career coach to evaluate personal values, research organizations
and begin to set up some informational meetings.
Boomer job seekers need to be both artists
and scientists if they are going to be successful—creative,
innovative and often spontaneous while having a methodology
which they follow with persistence and patience.
William Bridges helps us understand transitions
by placing them into 3 components—ending, middle or
neutral zone and beginnings. Grief and anger often characterize
endings and we need opportunities to blow off steam and acknowledge
the pain. Middles include uncertainly, confusion and genuine
fear about what’s ahead. Time, resources and helpers
can guide us through these rough waters—help us sort
options and prioritize tasks. Get back in the game. Seeds
of hope for new possibilities are also sown during this time.
You only need one big “Yes” from the right employer
in the midst of many “Nos” and when it’s
achieved. Bridges says we are able to “reinvent”
ourselves in this opportunity.
UWM Gets in the Game
Like any new enterprise, the UWM Career
Transitions Center came about when the right people and ideas
met. UWM’s School of Continuing Education’s robust
curricula, the Career Development Center’s expanded
work with alumni and a grant from UW Extension all converged
at the right time. The UWM Career Transitions Center provides
opportunities on a personal, one on one basis through coaching/consulting,
a variety of classroom and on-line courses/ workshops (The
Art & Science of Job Seeking, Pathways to a New Career,
New Horizons--Discerning Your Next Work, Ponderings on Spirituality
in Transition and Better Networking) as well as a variety
of resources which can be used on a self-help basis or with
minimal assistance. These include a walk-in print library,
NavAgility/CareerPath—a web-based planning tool, and
Perfect Interview software.
Management Consultant Peter Drucker
states—“The best way to insure your future is
to create it.” Through the people and the programs of
UWM’s new Career Transitions Center, Milwaukee Boomers
have the resources to make that happen.
Thomas Bachhuber is the Director of the UWM Career Transitions
Center
Thomas Bachhuber, Ed.D.
Director, UWM Career Transitions Center
Website: www.sce-ctc.uwm.edu
Tel: 414 227-3243
E-mail: uwm-ctc@uwm.edu
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