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Employers face major challenges when they consider the increasing difficulty of finding skilled people, a younger workforce with different attitudes about work, and a growing population of older workers heading toward retirement.

A recent study shows 85% of HR executives state the single greatest challenge they have in managing the workforce is their organization’s inability to recruit and retain good employees and managers.

Picture this scenario — John is the CEO of a large organization experiencing high turnover. His Human Resources staff was spending more and more time recruiting, hiring, and training replacements. As soon as they got them trained, they would be gone in six months. Customers were upset and complaints were increasing.

John decided to explore the main reasons people were quitting. He identified new strategies and tactics such as creating an emerging leaders program, providing training for managers, and improving their employee recognition program. As a result, they are now attracting better talent and more importantly, have retained their best people. The Human Resource Department is happier because they are not spending all their time conducting training.

Few businesses realize how much employee turnover impacts their bottom line. It takes $7,000 – $14,000 to replace a typical employee. Replacing a key manager costs the same as buying a new Honda. In the healthcare arena, it costs up to $185,000 to replace a critical care nurse. The question then arises, how can a business survive when the cost of turnover and recruitment runs into the millions of dollars each year?

Businesses can improve their ability to attract, retain and improve productivity by applying the following five-step PRIDE process:

P – Provide a Positive Working Environment
R – Recognize, Reward and Reinforce the Right Behavior
I – Involve and Engage
D – Develop Skills and Potential
E – Evaluate and Measure

STEP 1–PROVIDE A POSITIVE WORKING ENVIRONMENT

Jim Goodnight is the co-founder and President of SAS in Raleigh-Durham, NC. SAS is the largest software development company in the United States. Their progressive work environment and host of family-friendly benefits keeps their turnover rate far below the national average. Jim said, “My assets leave work for home at 5:00 or later each night. It is my job to bring them back each day.” Wise executives realize the responsibility for creating a positive work environment cannot be delegated. It starts at the top.

Have you ever worked for a bad boss? One of the main reasons employees quit is the relationship with their first-line supervisor. The fact is many supervisors and managers are unaware how their actions and decisions affect employee turnover. A critical aspect of an effective retention strategy is manager training. Properly trained managers play a major role in an effective recruitment and retention strategy. Managers need the skills, tools, and knowledge to help them understand their employees’ retention needs and be able to implement a retention plan designed to increase employee engagement in the organization.  http://www.careerberg.com/

STEP 2–RECOGNIZE, REWARD AND REINFORCE THE RIGHT BEHAVIOR

Money and benefits may attract people to the front door, but something else has to keep them from going out the back. People have a basic human need to feel appreciated and proud of their work. Recognition and incentive programs help meet that need.

A successful reward and recognition program does not have to be complicated or expensive to be effective. Graham Weston, co-founder and CEO of Rackspace Managed Hosting, gives the keys to his BMW M3 convertible to his employees for a week. This creative way to reward employees has a bigger impact than cash. He says, “If you gave somebody a $200 bonus, it wouldn’t mean very much. When someone gets to drive my car for a week, they never forget it.”

At First American, managers present a Greased Monkey Award to the computer technician who is best in resolving problems with computer programs. The award is a plastic toy monkey in a jar of Vaseline along with a $50 dinner certificate.

An equipment distributor rewards each employee’s work anniversary with a cake and a check for $200 for each year employed. Twice a year employees’ children receive a $50 savings bond when they bring in their “all A’s” report card. In addition, they reward employees with a “Safety Bonus Program.” They screen each employee’s driving record twice a year, and anyone who has a citation is removed from consideration. Those employees remaining at the end of the year divide $2,000. On Fridays, all employees rotate jobs for one hour. This builds a stronger team, unity, and improves communication within the company.

STEP 3–INVOLVE AND ENGAGE

People may show up for work, but are they engaged and productive? People are more committed and engaged when they can contribute their ideas and suggestions. This gives them a sense of ownership.

The Sony Corporation is known for its ability to create and manufacture new and innovative products. In order to foster the exchange of ideas within departments, they sponsor an annual Idea Exposition. During the exposition, scientists and engineers display projects and ideas they are working on. Open only to Sony’s employees, this process creates a healthy climate of innovation and engages all those who participate.

TD Industries in Dallas, TX has a unique way of making its employees feel valued and involved. One wall within the company contains the photographs of all employees who have worked there more than five years. Their “equality” program goes beyond the typical slogans, posters, and HR policies. There are no reserved parking spaces or other perks just for executives — everyone is an equal. This is one reason why TD Industries was listed by Fortune magazine as one of the “Top 100 Best Places to Work.”

STEP 4–DEVELOP SKILLS AND POTENTIAL

For most people, career opportunities are just as important as the money they make. In a study by Linkage, Inc. more than 40 percent of the respondents said they would consider leaving their present employer for another job with the same benefits if that job provided better career development and greater challenges.

Deloitte is listed as one of the “Top 100 Best Places to Work.” They discovered several years ago they were losing talented people to other companies. They conducted exit surveys and found 70 percent of those employees who left to take new jobs and careers outside the company, could have found the same jobs and careers within Deloitte.  As a result they created Deloitte Career Connections, an intranet-based development and career coaching program for all employees. During the first week of implementation over 2,000 employees took advantage of the program and viewed internal job openings. Not only does the program provide new job opportunities, but Career Connections offers a host of career development tools such as self-assessments, tools to develop resumes, and articles on various job seeking strategies within the company. Skilled people will not remain in a job if they see no future in their position. To eliminate the feeling of being in a dead-end job, every position should have an individual development plan. http://www.careerberg.com/

STEP 5–EVALUATE AND MEASURE

Continuous evaluation and never-ending improvement is the final step of the PRIDE system. The primary purpose of evaluation is to measure progress and determine what satisfies and de-satisfies your workforce. The evaluation process includes the measurement of attitudes, morale, turnover, and the engagement level of the workforce. Here is a checklist of items that should be included in your evaluation and measurement process.

• Conduct an employee satisfaction survey at least once a year.
• Initiate interviews and surveys concerning the real reasons people come to and leave your organization.
• Improve your hiring process to create a better match between the individual’s talents and job requirements.
• Provide flexible work arrangements for working parents and older workers.
• Hold managers responsible for retention in their departments.
• Start measuring the cost of turnover.
• Focus on the key jobs that have the greatest impact on profitability and productivity.
• Examine those departments that have the highest turnover rates.
• Design an effective employee orientation program.

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Here’s a newsflash: Cover letters work, plain and simple. This is why I’m intrigued by the fact that a) jobseekers rarely submit them and b) hiring managers seldom read them. As a result, I started asking questions. Specifically, “What’s your problem with cover letters?” Here’s what I found out.

Jobseekers claim all the pertinent information is included in the resume. Translation: “I don’t know how to write an effective cover letter so I just scrap it.” Hiring managers say cover letters serve no purpose. Translation: “Jobseekers don’t know how to write an effective cover letter so I’d just as soon not be bothered.”

Top 3 Reasons Most Cover Letters Don’t Work

1. The one-size-fits-all method. Hiring managers are extremely jealous. Although they are aware you are courting other companies, they want to know that you at least care enough to hide it.

Solution: Avoid form letters. Instead, customize each letter with the hiring organization and the position in mind. Here’s an example.

“With over nine years of HRIS and human resources experience, I have had the opportunity to contribute strong, sustainable improvements within the HR functions, particularly in areas of systems development, implementation, and maintenance.

When I read the job description posted on your corporate website, I was immediately drawn to the similarity between your requirements and my experience. In particular, I meet your prerequisite for an HRIS Specialist who has the ability to train end users effectively in a variety of applications and processes. From my enclosed resume, you will note that I approach end-user training with a patient, diligent manner.”

2. I want, I need, I must have. Me, me, me. That is the approach many candidates take when writing their own cover letter. This self-centered approach, without a doubt, backfires every time.

Solution: Focus the letter on how you can benefit the hiring organization. Here’s an example.

“The following are examples from two different employers that illustrate my ability to integrate time- and cost-saving solutions for the HRIS infrastructure:

• For XYZ, I implemented an entirely new HRIS system that affected data and records for 25,000 team members, expediting processes by converting our applications to Lawson as the company grew at a breakneck pace.
• For ABC, I eliminated a slow-moving manual process and developed a system from the ground up that processed commissions for 700 people, leading to a reduction of three processing days per month.”

3. Taking a “pretty please” approach. No one wants to hire a desperate jobseeker.

Solution: The tone of the cover letter must be kept on a professional level. Here’s an example.

“In addition to technology and problem-solving skills, what I also offer is the ability to create and maintain data tables, structures, files, interface requirements, and data integrity protocols for ongoing administration.” http://www.careerberg.com/

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One of the most common questions I get on the subject of getting organized is, “Where do I start?” This is an excellent question because if you just dive in without taking some time to plan, there’s a good chance that you’re going to get overwhelmed, and the job is not going to get done. Here are the five simple secrets to getting started.

1. GET MOTIVATED: Attitude is everything. If you say, “I can’t,” then there’s a good chance you won’t. However, if you say “I can,” there’s an excellent chance you will.

Take a few moments to think about how wonderful it’s going to be when you get that bedroom organized, or when you empty out that first box that has been sitting there for the past year. Dream about what you’re going to do with all the extra time you’re going to gain, simply by getting organized.

2. SET GOALS: Make a list of all the things you want to organize, whether those items are your garage, your office, or your time. When you’re done with your list, choose ONE item on it. That is going to be your “major” goal.

Now, take that “major” goal, and break it down into smaller, bite-sized pieces. Those will be your mini-goals. One by one, you’re now going to achieve each of your mini- goals, until each one is completed. Once the final one is completed, you will have accomplished your major goal. Here’s an example:

MAJOR GOAL: Organize the bathroom.

MINI-GOAL 1: Organize the medicine cabinet.

MINI-GOAL 2: Organize the cabinet under the sink.

MINI-GOAL 3: Weed out the magazine holder.

MINI-GOAL 4: Set up separate toiletry storage areas for each member of the family.

3. ESTABLISH DEADLINES: “I’ll get to it, when I have time,” never works. You’re not going to have time, unless you schedule time. You should set a specific deadline for each of your mini-goals. Here’s an example:

DEADLINE FOR MINI-GOAL 1: March 04

DEADLINE FOR MINI-GOAL 2: March 11

DEADLINE FOR MINI-GOAL 3: March 18

DEADLINE FOR MINI-GOAL 4: March 25  http://www.careerberg.com/

4. DESIGNATE REWARDS: In order to really get motivated, designate a reward for each mini-goal achieved by your specified deadline. It has to be something really enticing, that you will only give yourself WHEN you reach your goal. Your final mini-goal, the one that allows you to fully complete your major goal, should be the reward that most entices you. Here’s an example:

REWARD FOR MINI-GOAL 1: Take a 15 minute nap in the backyard hammock.

REWARD FOR MINI-GOAL 2: Designate tomorrow as a “Chore Free” Day.

REWARD FOR MINI-GOAL 3: Listen to your favorite CD–all the way through.

REWARD FOR MINI-GOAL 4: Take yourself out for a nice lunch.

Post your goals, deadlines and pending rewards in a prominent place, where you’re sure to see them every day.

5. APPLY EFFECTIVE ORGANIZATIONAL SYSTEMS: Ok, now you’re ready and it’s time to get started. Make sure you’ve determined what your best game plan is to easily achieve each goal.

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As you maintain and grow your small business, it’s important to keep continued focus on some of the solid practices that helped get you to where you are today. This list is intended to help you do that because it’s easy to start to look to far ahead and forget that they way you were doing business wasn’t broken in the first place.

1. Develop and Maintain Your Company’s Mission – Basically what we’re talking about here is creating a strategic direction for your company and doing your best to stick to it. That’s hard sometimes for a newer, small organization that is trying to make it’s own place in the marketplace. Sometimes you have to roll with the changes and adjust your expectations and plans mid-stream in order to survive. However, keeping these changes to a minimum in order to stay focused on the good planning and ideas that got you this far is also important. And customers like consistency.

2. Build Strong Vendor and Customer Relationships – This one is critical to the long-term viability of your company. Developing a trust and loyalty with customers is an absolute must. It is the same with the vendors you deal with. You are their customer so keep that relationship strong – if you’ve found good vendors then you will reap long-term rewards from the solid relationship you will have built and maintained with these suppliers – just as you and your long-term customers will reap benefits from each other.

3. Hold Employees Accountable – Holding employees accountable for their individual tasks and responsibilities is no different than doing the same with your own kids. Train them to be responsible for what’s assigned to them or given to them and they will be better employees in the long run for it. Of course, you must give opportunities for recognition, rewards, and advancement (and if not advancement, at least more responsibility) if they are successful. Parents, does this sound familiar?

4. Create a Solid and Loyal Employee Base – A loyal and well-trained workforce will help your business move forward and stand up strong against the competition. It will also help to reduce employee turnover which means less lost productivity spent retraining new staff.

5. Develop Your Management from Within – As you create and develop your small business, it’s like that it is a one-man or one-woman show for awhile. As you grow, it can be very difficult to want to relinquish any of that decision-making and control to someone who comes in from the outside. Trust your own judgment as you add skilled resources to your company and find ways to delegate increasingly meaningful tasks and responsibilities so that at the same to you’re actually working toward upgrading your management. Building that loyalty amongst your employees – as we discussed in #4 above – will help you to build a great resource pool to base all of your future company growth upon.

6. Never Lose Focus on Quality –  This is probably an obvious one, but when the economy looks the way our current economy does, it’s easy to think about cutting corners. That’s fine to do internally as you reduce some operating expenses, freeze wages, freeze hiring, or possibly even letting someone go, but don’t reduce the quality that you provide to your customer. As a customer myself, when I start to see quality decrease, I go elsewhere. It’s hard to gain a customer, but it’s very easy to lose one quickly if we don’t continue to provide what they expect and are accustomed to. http://www.careerberg.com/

7. Keep an Eye on Operating Costs During Growth – Just as you continually work to maintain the quality that got you to where you are in your marketplace and customer standing, you must also remember to try to maintain your production cost perspective. When there is a venture capital injection, or a growth spurt, it’s easy to start to think too big and spend accordingly. The prudent business owner maintains the focus on efficient, solid production practices and therefore maintains his/her grip on operating expenses and likewise on lower-cost production.

8. Grow Wisely – This one has been discussed on these pages before. Grow, but grow prudently and not too fast. Trying to grow too fast can kill a small business quickly as too much emphasis can be placed on growth and not enough on the customer relationships and the product quality that got you to that growth point in the first place.

9. Maintain Operations Excellence – You are driven as the small business owner/operator. As you experience success, growth, and customer loyalty, make sure that you continue to focus some resources on maintaining the strong infrastructure within your organization. Because if that falters, it can quickly affect everything about your business – and your customers may see it even before you do.

10. Build Solid Business Processes – Stop and take the time to define in an appropriate level of detail what your business processes are. Establish meaningful employee and business processes and practices and stick to them. Managing by the seat of your pants may work for a short time, but once growth has started you’ll continually be behind the eight ball if you aren’t working off of established management practices. You can’t be struggling to maintain control all the time and serve your customers well…it’s a battle you’ll eventually lose if you aren’t prepared.

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If I were to ask you what your passion is, could you name it? If you are like many people I talk to, you would answer, “I’m not sure.” So many of us are so busy juggling our day-to-day responsibilities that we have become strangers to our passion. We may get small glimpses, little moments of enjoyment and inspiration, but rarely do we benefit from continual or prolonged periods of passion. Our lives simply do not reflect what’s in our hearts.

So What Do You Want to Be When You Grow Up?
A friend of mine was having a discussion with her three-year-old son about things like action figures and preschool friends, when suddenly the topic changed. He asked, “Mommy, what do you want to be when you grow up?”

She had not considered this question in many years, but it was every bit as relevant now as it was when she was a child. Even though she was a successful attorney, she knew she had not become what she truly wanted to be. She answered, “I don’t know, sweetie. What do you want to be?”

“I want to be a policeman,” he replied. “You could be an astronaut. Abby wants to be an astronaut. You could be one with her.” Touched, she realized that although it was a little late for her to join the space program, she could be many other things. Not just in a career, but in life. She found herself wondering what really excited her about life. If she could be anything, if there were no limitations or obstacles, what would she be? A simple question from her son inspired her to reflect more intently than any professional seminar or counseling session ever had.

Few people could answer this question any differently than my friend did. Even if they are proud of what they have accomplished–even if they enjoy what they do–they cannot say that they truly have become who they wanted to be. Given the opportunity, they might make some changes; they know they can do more, be better, or be happier. But they don’t know how. To begin to build the lives they want, they need to embrace their passion. And to do that, they must first discover it.

Four Ways to Discover Your Passion
Discovery by epiphany–This occurs when you have one pivotal, life-changing experience that creates a sudden and intense awareness of an underlying passion. The experience is unexpected, and its effect is powerful. In a single, clear moment, the mystery surrounding the heart is revealed, and you are left with a distinct impression of who you must be. This moment of discovery does not necessarily result from a major event. It can come while on a quiet walk, reading a book, or performing daily chores. Whatever its context, it is an unmistakable wake-up call from your heart.

Discovery through change–Major life changes, such as birth or death, marriage or divorce, losing a job or taking a new one, and illness or recovery, can alter your view on life and cause you to examine the way you live it. As you react, you may learn things about yourself you never knew. This includes discovering your passion. Those living with disease or injury might discover a passion for helping others to overcome the same challenges. New parents might learn they are passionate about teaching or nurturing others.

Discovery through intuition–Discovering your passion is a product of intuition. You must sense your passion in order to identify it. You have intuition, but may not recognize its cues. Some of you might be born with such strong intuition that, from a very early age, you know your passion and are confident in it. With fearlessness and conviction you embrace it fully and follow the course it dictates. Something about your nature allows your passion to flow unabated. Once it is unleashed, it is so powerful that you cannot ignore it.   http://www.careerberg.com/

Discovery through experience–Most of you uncover your passion gradually as a result of day-to-day experiences. You get glimpses of it–courtesy of your intuition–but may not understand its significance or heed its influence. The messages are there, and they may be from your heart, but they are subtle. Unless you pay attention to them, you are likely to dispel them. They are neither earth shattering or life changing. The challenge is learning to listen to and interpret the signals of your heart and translate them into action.

Steps to Discovery
Take a step back–In order to listen to your heart, shut out the day-to-day noise, stress, and confusion, and seek perspective on your life. This may require only a quiet walk in the woods or a night in front of the fire; however, if you feel you cannot escape so easily, you may need to retreat completely. This could mean flying halfway around the globe or loading a tent into the back of the car and spending a few days in the mountains. Sit down, breathe deeply, and try to relax. Then answer these questions: Where am I today? Where do I want to be tomorrow? What do I want to do with my life?

Look to the past, present, and future for clues to your passion–Search for clues to uncover your passion. Remember your childhood and any activities that excited or intrigued you. You may have abandoned them only because you thought it was practical, not because you lost your passion for them. Then examine the present. Consider the things you look forward to from day to day–the aspects of your work you enjoy or the activities or thoughts in your life you really love. Finally, look to the future. Make a list of the things you dream of, and take time to think about what they mean to you now. Once you have done this, look for connections between the ideas that have emerged.

Step back in–Once you return from your step back–whether it took you to another country or just another room–uncover your passion as you go about your normal routine. Examine your surroundings–the things you fill your home with, the ways you fill your time, the people you like–for insights into yourself. Schedule time with friends, family members, and colleagues to discuss you, and just you. Ask them to name your strengths and weaknesses, or your talents and abilities as they see them. Do this not because they know you better than you know yourself, but because they see your passion from another perspective.

Begin to experiment–If you still cannot identify your passion, it is time to act. Seek out new experiences, people, and activities. Take a class at a local college, apply for a part-time job, join a neighborhood athletic team, help a friend with work, attend lectures and meetings, or try a new hobby. Look for the fresh in the stale, the new in the old. If you think a bolder move is necessary, step out of your comfort zone and take some risks. If you usually stand on the sidelines as an observer, jump in as a participant. The point is to break down the barriers that might be preventing you from finding the things you enjoy.

Try taste tests–If you do not feel quite so daring, there are safer ways to experiment with passion: taste tests. Begin to let passion into your life on your own terms. Find ways to test your suspicions. Discovery will be more gradual than if you make more drastic changes, but you should begin to sense the things that move you.

Take perspective breaks–As you engage in the process of discovery, continue to take perspective breaks. Do things that offer you varying views of your life. Reading can expose you to new ideas and new frames of reference. Traveling requires you to ponder what is meaningful at home and in the new places you see. Watching plays and movies, attending festivals and celebrations, or taking solitary walks or extended bike rides cause you to see the world and your life in new ways. http://www.careerberg.com/

In the past year, more than five hundred thousand Americans began their workday gainfully employed and walked out at the end of the day without a job. Fired, laid off, forced out as the victim of a company closure, or otherwise shown the door, millions of workers, plenty of them over the age of fifty, were suddenly forced to reenter the job search market, something many hadn’t faced for years, some not for decades.

Others simply walked out on their own, uninspired by what they do, desperate to escape the restrictions of tight management, or anxious to find a new career path-or at least a job that will offer them a different professional role or challenge. http://www.careerberg.com/

Regardless of how they got there, embarking on a job hunt can be daunting and, for those ill prepared, a quick lesson in humility, frustration, or despair. Never an easy proposition, finding a job after the age of fifty can be disheartening for some and overwhelming, even terrifying for others. Resumes not looked at in years may need to be completely reworked. Interviewing skills have likely all but dried up. Networking-probably the most feared professional task next to public speaking-is something few job seekers are willing to embrace.

What’s more, if you haven’t traveled the job-hunting circuit in recent years, you may not be aware of the many resources that have sprung up out there in the last year or two alone. Classified advertising certainly still exists. And it shouldn’t be knocked- people land jobs every day by scanning the listings in their local newspaper. But where job seekers might once have been able to rely on that historically reliable source alone, now it’s just the tip of the job-hunting iceberg-and barely that. Classifieds can be the last spot a company places a listing for a position, especially if the job is in a niche industry where online job boards focused on a particular skill or area of expertise may more effectively target the talent that a company is seeking.

The good news, however, is that older workers do have a vast, rich pool of resources they may not have been aware of, may have taken for granted, or may simply have overlooked. And that pertains to far more than just job postings. Longtime employment in a particular industry provides reams of contacts for job seekers, but many applicants don’t immediately consider that option when they start looking for work. Industry groups can help out-of-work job hunters realize what areas of an industry might be easiest to tap for job openings. Association memberships throughout the years can now pay off in contacts and job leads.

The best tactic for mature job seekers? Stop before you panic, and consider all the contacts, resources, and avenues of exploration your career has built to date. Those who do are usually pleasantly surprised with not only the options they have but also the opportunities they never imagined lay ahead.

To be certain, the workplace after fifty is a rich terrain. For all its uncertainty-careers winding down, retirement looming, a younger generation itching to fill spots soon to be vacated by older workers-the opportunity for professional growth has never been more robust for Americans over fifty than it is today. And for good reason. “People now are living on average thirty years longer,” says Jeri Sedlar, a retirement expert and co-author of Don’t Retire, Rewire!, a book about finding fulfilling work later in life. And they’re looking to fill those years with meaningful work or make sure that they have work options so their finances don’t dry up.

If thirty or more years of living beyond age fifty is the case for most Americans, older workers suddenly faced with a pink slip would be wise to consider the many decades of living that probably lie ahead of them. But they should also realize that there are numerous opportunities for older job seekers in need of employment later in life. Don’t lose hope; older workers are a much more desired talent pool than you may think.

That’s good news for workers over fifty who are suddenly unemployed but aren’t thinking about how they can make early retirement work. Most Americans in that age range don’t have the luxury of hanging up their career after being told to clean out their desk and say good-bye. Expenses usually demand that people put in years more of work. In addition, more Americans are also realizing how crucial their jobs are to their physical and mental well-being. http://www.careerberg.com/

In interviews conducted for this book with dozens of senior workers-from as young as 50 to as old as 104-all, without fail, stressed that they couldn’t feel fulfilled financially, professionally, intellectually, socially, or emotionally without some form of work in their later years.

Where to Go from Here?

That’s the question of the hour on the lips of many older workers who have walked off the job or been asked to leave their place of employment in recent years.

For better or worse, you’ve found yourself at a crossroads. Whether it’s a devastating layoff or an intentional walkout from a painful position, you now have the opportunity to rework your career from this point forward.

To change careers, find a new job, or return to work after years away, especially at this stage in life, it pays to discover what really turns you on, what drives you day in and day out, what’s going to propel you into another profession, and what could motivate a monumental change in your professional life. That requires some serious personal exploration. Workers in this age group are asking themselves the following:

• How do I really want to spend the next twenty to thirty years of my life, now that I can realistically expect to do so?
• Where can I continue to showcase my talents and be appreciated and compensated for doing so?
• How can I step away from an all-consuming, high pressure career, but still keep a hand in the profession that I find compelling?
• What’s more important to me now-lifestyle or professional growth?
• How much do I need to work to maintain my current quality of life?
• What effect will my professional change have on my family?

These are important questions.

Baby boomers’ lives aren’t without their hurdles. As they enter their fifties, they could just as easily start forging a path to retirement as they could one toward new professional ambitions. But doing the latter might seem like an easier path for those who are young, eager, and untainted by the economic, political, financial, and social frustrations of corporate life. Changing paths now requires tapping energy-whether it’s sparked by a newfound interest, panic over lost employment, or the possibility of a new lease on your professional life.

That energy will be widely needed as older workers face other possible hurdles in pursuing new avenues. Plenty of potential employers, for example, are wary of older workers, whom they fear might be more feeble, less mentally alert, less ambitious, or more apt to suffer from health problems than younger colleagues. Experts on aging insist that those perceptions are untrue. The good news is that the eagerness with which companies are retaining a mature workforce is a refreshing sign that employees in their fifties and beyond are an increasingly valued and important part of American business success.

Even for those managers who still don’t have faith in the strength of older workers, human resource executives are slowly working to change the perceptions rooted deep within company offices. Consider a recent study from the Society for Human Resource Management (SHRM), which showed that:

• 72 percent of human resource professionals said older workers provide invaluable experience.
• 69 percent said they had a stronger work ethic than younger workers.
• 68 percent said they were more reliable employees.

• If ageism still exists in American offices today, it may not be able to for long-and rightly so. Over the next two decades, seventy-six million baby boomers will approach retirement- leaving behind a mammoth gap and talent drain in corporate America. Predictions are that over the next ten years, the fastest growing workforce age group will be made up of those fifty-five and older. At the same time, according to the Bureau of Labor Statistics, the number of jobs available in the market will increase by 15 percent, or twenty-two million jobs, by 2010, but the labor force will only offer an additional seventeen million candidates. This means that if boomers aren’t a highly desirable talent pool now, they will be in the near future-in fact, they will comprise a necessary recruitment population for companies looking to fill gaps in the workforce with already trained and skilled workers.
• Some in corporate America are taking steps now to help older workers break new ground as they navigate an evolving workplace. Companies such as Procter & Gamble have realized the value of former employees and are bringing them back to tap their skills and expertise on a part-time basis. Companies such as the Aerospace Corporation, a research and development company
• Workforce Growth Per Age Group by 2010
• Workers 25 and younger — 2 percent
  Workers 25-34 — 5 percent
  Workers 35-44 — 19 percent
  Workers 45-54 — 8 percent
  Workers 55-plus — 33 percent
• *Source: Department of Health and Human Services.

in El Segundo, California, have established phased-retirement programs that allow older workers to gradually step away from their careers over months or years. Others, such as Ford Motor Company, offer part-time programs in which employees can reduce the number of hours they work each week. http://www.careerberg.com/

Recent surveys indicate that older workers are interested in at least some form of adjustment to their work schedule. For many, that may mean working part time or flex time. A Watson Wyatt survey released in 2004 polled one thousand workers between ages fifty and seventy; two-thirds noted that they wanted to phase out of their current employer. And if companies want to keep workers longer, recruit them back, or make certain they don’t jump ship for the competition, which may offer a more enticing work environment, they should begin now to craft strategies that cater to older workers. Certain industries, such as education, health care, and manufacturing, are more receptive to phasing and other flexible work options.

Leveraging Years of Experience

Despite a rash of lost jobs and a seemingly bleak job market in recent years, experts have repeatedly insisted that older workers are gaining power and influence in the workplace-and are securing more promising work opportunities as a result.

But there’s an individual push going on as well. Much of the effort to continue working is coming from older workers punished by a market that tanked after the dot-com boom. Others trying to make do in retirement without an income are finding themselves blowing through the nest egg at an alarming rate. And perhaps more than anything, older workers are realizing that if they are living longer, they’ll want to be more engaged in their later years and look for ways to find life inspiring. The typical post-career life activities, such as bridge, golf, and gardening, may not cut it.

“It’s a necessity to work and create mental stimulation in older people,” says Colin Milner, CEO of the International Council on Active Aging. “Work is a great thing dollar-wise, but it offers a variety of different elements that you need to live. It stimulates your mind, keeps you socially connected. It’s much more than a purpose.”

Indeed, more and more Americans are discovering that work is a key part of moving into the next stage of their lives.

Making a Move

If you think the end of the road is near in your current job or line of work, but aren’t sure, ask yourself the following:

• If I’m not happy in my current job, what is it that I’d rather be doing?
• Is there something I could change about my current work situation that would make it better-maybe working fewer hours or participating in more inspiring projects?
• Am I ready to leave the camaraderie of peers and work on my own or do I simply want a new environment with similar work elements and structure?
• Are there any more challenging positions or levels of responsibility that I could tap at this company or in my line of work elsewhere?
• Have I learned all that I can in this profession, or are there areas still unexplored that could provide new career growth?
• Would I be bored not coming to work every day?
• Could I change my job or work hours and still maintain my current lifestyle and cost of living?
• Is there a company in my field that would provide better growth and money opportunities than my current employer?
• Is there much salary growth left for me at my company?
• Would it pay to try my same position in another industry?

If none of these answers comes easily, then chances are you need to search deeper within yourself to find what drives you professionally day in and day out. If professional ambition has never been your strong suit, be honest about it. Maybe rethinking your career or work life isn’t about finding a new job or career-maybe it’s about holding on to the one you already have. Perhaps finding a similar job in your line of work and simply building a retirement portfolio or boosting the one you’ve already got is more important than discovering a new professional commitment at this stage of your life. Forcing yourself to revamp a professional career later in life will only be an exercise in frustration and disappointment if you’re not professionally driven in the first place.

One other thing to keep in mind: Be flexible while investigating new career and work options.Where once almost all Americans imagined themselves not working in their sixties or seventies, a large group of us now see new work opportunities. Likewise, your vision for working later in life or during retirement may change many times before you settle on what it is you really want to do.

“My vision has changed tremendously,” says Robert Cannon, fifty-six, who opened his Cannon Advantage business consultancy later in life and watched an array of people throughout his career travel down various paths toward retirement. “It was sad to see so many people hanging on and counting the days until they could retire and get out of wherever it was they were,” he continues. “I’ve seen others quit cold turkey and they don’t have anything else to do. And yet I’ve seen others who have stayed involved. One man is eighty-five and still actively working. He called me to talk about my helping him on another project. This man plays tennis every week, mows his own lawn, and still is looking forward to life where so many others are ready to roll up and die.”

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Wonder Woman makes it look so easy. She gets up every morning, fights the good fight, calls it a day, and starts the whole process all over again. This is the way most of us begin our workday. We work hard, accomplish lots, and get up in the morning for an encore presentation.

From childhood we were told that if we put 110% into our careers that we will be shoo-ins for promotions and raises. It sounded like an excellent plan and one that you easily bought into—hard work equals a big return on investment. Good deal.

Then one day you walk into your office only to discover that your position has been eliminated. Not through any fault of your own, but because the powers-that-be made an executive decision to reduce costs. At that moment, you quickly realize that not everything comes from hard work, and you are reluctantly thrown into the job search.

The Challenge
No matter how many awards you received and no matter how impressive your career progression, the old adage is true: “You’re only as good as your last sale.” And if you have been unemployed for a while, hiring managers may view your experience as being outdated. To your surprise, a search that you were convinced would take only a few weeks turned into a year-long process.

Since the resume is the first meeting between you and a prospective employer, the way you position your skills is critically important. This is especially true if you want the reader to overlook your unemployment gap and focus their attention on your successes.

If your resume fails to cleverly tackle red flags, the reader will eliminate your candidacy within seconds. With today’s job market, it is rare to find a jobseeker who has a flawless work history, and a traditional resume doesn’t always properly address the immediate concerns jobseekers are facing today.

The Solution
This is the reason why professional resume writers recommend a combination resume for those a) who have been unemployed for over a year who want to deemphasize an unemployment gap and b) those considering a career change who wish to highlight relevant marketable and/or transferable skills.

A combination resume integrates the best features of the functional and chronological resume formats. Similar to the functional resume, the combination resume emphasizes skills; and just like the chronological resume, the combination resume sequentially showcases your professional history.

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Anatomy of a Combination Resume
The most basic format for a combination resume includes the following sections: Introduction, Accomplishments, Professional Experience, and Education. Below is a breakdown of each section.

Introduction

The opening of a resume serves as a teaser and is called a Career Summary, Professional Profile, or Summary of Qualifications. Whatever term you decide to use, the end result must sum up your value to the hiring organization. Let’s take a look at an example:

Goal-driven, tenacious sales and management professional demonstrating award-winning sales record in highly competitive industries. Strong leader and team player; excellent motivational skills to build and sustain forward growth momentum while motivating peak individual performance from members. Experience in managing all aspects of sales development cycle, from prospecting and cold calling through detailed presentations and negotiation to closing follow-up activities.

Notice that the example above provides the reader with a checklist of the candidate’s qualifications. From the onset, the reader has a feel for what the candidate can bring to the table.

Accomplishments

Since this section appears immediately after the introduction, it must keep the momentum going. This is your opportunity to showcase the fact that your experience is still relevant, you’re still in the game, and you are a serious candidate. Let’s look at a couple of accomplishment-based statements.

* Ranked consistently in top 5 company-wide for sales production among staff of 600+ brokers, bringing in $3.5 million in gross commissions during tenure.

* Contributed to success of supervised brokers through hands-on training and mentoring; led team that generated $13 million in commissions.

Notice that the statements are specific and target key achievements the candidate is most proud of.

Professional Experience

This section provides a chronological history of your experience along with a brief summation of your responsibilities. Here’s an example of how your professional history can appear.

Vice President, Bay Shore Financial, New York, NY, 2000–2004

Supervised team of 12 brokers in account prospecting and development activities. Conducted in-depth research on stocks and related topics to provide best recommendations for clients. Mentored team members and provided assistance with complex and escalated client issues. Authorized sign-off on large transactions.

Education

The education section can include your college background, technical training, and/or professional development.

Bachelor of Arts, Accounting—LONG ISLAND UNIVERSITY, Brooklyn, NY

Best of Both Worlds
A combination resume will allow you to highlight your impressive accomplishments and grab the reader’s interest right at the beginning while also providing the chronological work history employers are looking for. Now get out there and knock that employer’s socks off!

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If you follow these 5 steps, no doubt you will get everything you want!

# 1:

What you need first is to have a strong desire. A desire like a fire! Not like a little flame you have to stir to get some heat going. No, you need a strong desire, you must really want to have what you long for! If you want something badly, but you didn’t get it until now, it is your desire was not strong enough! You must really feel the desire to have it in your bones, in your flesh, in your heart. The desire is the starting point, because without passion nothing can happen.

#2:

Now you need to set goals. Why? To know where to go! Without goals your desire will get you nowhere and you will turn around in circles like a dog who runs after his own tail. A goal gives you a reason, a purpose. The word goal means to GO ALl the way to get there! Your goal is your direction where your desire will take you. If you’re able to see with your mind’s eye what you want, you will have it. So the more details you see, the more concrete is your mental image, the more likely you will get exactly what you long for! Goals get your energy running. Goals generate the necessary activity to bring you towards the realization of your dream. A good goal is a statement of what you want, in a positive, clear, concrete way and with emotion (remember the fire! Without emotion, without fire, no outcome!). A goal should be written down, to give it more energy, and should be stated in the present time. You write your goal down as if you got it already. And start to act as if you were already there!

#3:

You must believe in yourself. You must really be conscious of the fact that you are worth to have what you desire and that you are able to get it, that you got everything you need to realize your dream. Yes you can! Maybe you do not know for now how to get there, but believe in the fact that you will learn step by step how to do it and that you will be guided on your way by coïncidences and syncronicity.

#4:

A strong desire, a clear positive goal, a strong believe in yourself, what else does it need to make your dreams come true? Positive thinking! The most beautiful dream, the strongest desire and the clearest goal will bring you nowhere if you destroy yourself with a negative belief system. If you have this lousy habit of seeing everything rather black than white, of fearing the worst, of expecting bad things to happen, this mindset will bring you what you ask for : black, fear, bad. A positive mindset lifts you up to the level of universal creation and the universe will conspire with you to give you what you long for. http://www.careerberg.com/

#5:

Consistency. Yes, it is easy to start things. It is easy to quit. But it takes consistency to stay on your road. Did you ever taste the freedom which lies in the fact that, after years and years of practicing the same thing, you became an expert in something? With your eyes closed you can answer any question on the subject and produce almost any result you want? You are an expert now because you did the same thing hundreds of times, over and over again. And now you know! What a freedom! Consistency, not giving up, always going on in the same direction, this brings you freedom at last. Why? Because you don’t need to think and to search anymore on your subject. It became a habit and you have space free in your mind to learn new more demanding stuff. Stay on your road, go on and on, every step will take you to more freedom, happiness and mastery of your life!

These are the five crucial steps to succeed in whatever you want.

http://www.careerberg.com/

If you have not picked up a book lately, you might be surprised to find how much you can learn through reading. You can start a new life with the proper knowledge, if you just pick it up. If you want to succeed, take some time to read. What you can learn is amazing. Take a look at how it can work for you.

You can get a lot of ideas if you just read a little. Take some time to look at the opportunities that come up when you take some time out to read and apply those things to your life. You will find out a lot of different information and you’ll be able to take advantage of opportunities that are out there for you. Take some time right now and begin to read your way to success.

Let us see how do you do this.

First, read about things that you are interested in. If you are interested in something and you would like to learn more about it, read about it. There are a lot of books out there and they have information on just about everything. Or, you can go online and do your research that way. If you have the right information, you can find a lot of different opportunities.

Second, in order to be successful, figure out what you need to know and then do that, so that you can get where you want to go.

When you read, you can pick up facts about anything you need to know- this can make your life better and you can achieve your ultimate goals.

Third, reading is a way to gain knowledge. It might even make you more intelligent. When you read, you are using your mind. You are gaining knowledge that you are going to use later. This is particularly useful, especially as a skill. You are putting your mind to good use instead of mindlessly doing nothing. Take the opportunity to read whatever you can. You can feel proud of yourself that your reading is going to help you succeed.

Fourth, when you read, you can use what you read to help others. Read about anything you want to, learn as much as you can about it, and then pass it on. You can show others that they can learn to become successful simply if they read. You are doing not just yourself a favor, but you are doing others a favor, too. This is a wonderful feeling to have and is something you should be proud of.

Fifth, reading gives you power. You give yourself power when you read about anything you want, and you are strengthening both body and mind. You are prepared and ahead of the game, and are going to be ready for any opportunity that comes along. You can get advantages and gain power simply by reading. This is a wonderful goal to have and is something you need to take advantage of anytime you can. http://www.careerberg.com/

Reading is a wonderful tool. You will find that it is something you will do forever. No matter what you are doing or what you need to find out, reading is something that can help get you where you want to go. No matter what you decide to read, you can not go wrong. When you read, you open up your mind and empower yourself by gaining knowledge.

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You can’t believe what your supervisor just said: “Our company is feeling the impact of the economic nose dive. So we’re going to have to eliminate your position, effective today. Now let’s take a minute to review your severance plan.”

Instantly, you’re in shock. Controlling your inner turmoil isn’t easy. A tidal wave of emotion sweeps over you. You feel cheated: “This isn’t fair,” you’re thinking, “because I’ve been loyal and productive. Why not Alice, who never got her work done on time?”

You are afraid: “How am I going to pay our mortgage? And Jenny has three more years of college. Where is her tuition coming from?”

You are resentful: “After all I have done for these people, they owe me a promotion, not a pink slip.”

Your feelings are hurt. You are profoundly sad. As your supervisor asks for your office keys, your eyes sting from the mounting tears that are ready to flow.

You want to protest, fight back, demand an appointment with the CEO, and even talk to an attorney.

FIRST MAJOR PROBLEM: To subdue your anxiety, despair, and resentment

I faced that problem too. In 1996, the year had dawned with great promise. As vice president of a charitable organization, I had exceeded my fund raising goals by thirty-one percent. My salary was excellent, and I had just deposited a strong year-end bonus. The signs pointed toward remaining in my current position until voluntary retirement.

Then my supervisor entered my office, shut the door, and said, “I have an unpleasant job to do today.”

From a couple of vantage points, the odds didn’t look good for me. My fiftieth birthday was behind me, and I was well aware of an unspoken managerial preference for “new faces and fresh ideas,” which ordinarily translates into younger employees. My quest would be tougher than the same challenge a decade earlier.

Too, my salary had been at a high level I wasn’t sure I could match. And I was racing against time, as my severance package would last just a few months.

Like you, I felt like launching a counterattack, starting with, “You’ve had your say, now you’re going to listen to what I really think about you and everybody else in management.”

What stopped me? An inner voice told me that combative response would only make my situation worse. Whether my firing was justifiable or not, I would need positive references. A potential employer might ask my HR Director, “Did Bill leave a good impression there?” Then too, spiteful words would rule out possibilities of eventually asking for an extension of benefits.

SECOND MAJOR PROBLEM: Telling relatives and friends

On your way home, you’re likely to feel ashamed. You silently ask, “How could I let down those who love me and believe in me?” Facing your family and friends seems unbearably tough.

I still remember when my wife came home from work that January day, asking the usual, “Well, how was your day?” Without delay, I told her what had happened. I didn’t blame anybody else, nor did I play the victim’s role.

“But we’ll lose our home,” she said. “That’s a logical fear,” I responded, “but you can take my word that won’t happen.” I was right. Ten years later, we made our final mortgage payment.

That night, we called my wife’s mother, our daughters, my brother and two sisters. We made a list of friends to call the next day. I opened those phone conversations with, “I want to tell you something before you hear it from anybody else.”  http://www.careerberg.com/

THIRD MAJOR PROBLEM: The tendency to postpone your job search

You are tempted to share relaxed lunches with friends you didn’t have time for before. You can head to the gym mid morning, and find other unemployed people to talk with. And isn’t this an opportune time to take a few golf lessons? “Gotta wait until I’m in a better mood,” you reason, “before I start knocking on doors.”

I faced those temptations, because leisure and recreation are unquestionably more enjoyable than a job search. Yet they don’t move you closer to a paycheck. So-with the help of an outplacement specialist my former employer provided-I mapped out a job search strategy. Instead of giving myself a vacation, I went after my next job with the persistence that got me my first professional position.

During the next six months, I phoned every colleague who might know about job openings, and followed referrals diligently.

FOURTH MAJOR PROBLEM: Taking the wrong job just so you’ll get paid

As your bank account dwindles and your benefits deadline approaches, you might feel obligated to take the first job offer you get. “Whew,” you sigh with relief, “that was a close one. At least now I’ve got some income.”

After chasing many empty leads, I took that misstep which is common for the unemployed. I accepted a job that didn’t match my interest or skills. Almost immediately, I felt out of place. My employer sensed a mismatch at least as soon as I did. After four months out of state, I returned home, once again off the payroll.

Now I had two recent job losses to explain. I hadn’t simplified my quest, I had complicated it.

Learn from my mistake before you impulsively grab the first job offer.

FIFTH MAJOR PROBLEM: Failing to overcome your deficiencies

During candid analysis of your skill set, you will identify gaps that might limit your marketability. Let’s assume that you live in a bilingual community, yet you can’t read or speak anything other than your native tongue. All right, now is the time to erase that limitation. Enroll in language classes or hire a tutor.

During my self appraisal, I identified several areas of weakness. Example: While my colleagues were becoming comfortable with computers, I delegated that responsibility to my staff. Now I had no one to delegate to, so I took charge myself. I bought a computer and paid for private tutoring. Soon I became comfortable with the Internet and with word processing. Months later, I enrolled in evening seminars on Power Point and Desktop Publishing.

SIXTH MAJOR PROBLEM: Not identifying your major interests and assets

Having just been told that you are not valuable enough to remain at your company, you could easily lose your self-confidence. Big mistake-because you need strong self esteem now, possibly stronger than ever. So balance your list of liabilities by spotlighting your assets. Write them down, specifically, not generally. Don’t be overly modest. Keep an old athletic adage in mind: “It isn’t bragging, if you can do it.”

I asked myself honestly, “What do I enjoy doing the most, and what do I do best?” I recalled that during all my years of fundraising and management, I had freelanced as a writer, speaker, broadcaster, seminar director, speech coach, and consultant at every opportunity.

In my case, that review of my professional talent and preferences turned me into an entrepreneur. “Now,” I decided, “I can do all these communication activities without creating a conflict with an employer.”

So exactly one year after my dismissal–including, as I said, another job loss–my wife and I talked about launching a new career thrust. “Let’s do it,” we agreed. I started outlining speeches and seminars, and boldly chose a company name.

That step toward self-employment might not describe the direction you will take. Even so, you will expand your job options by becoming keenly aware of your in-demand skills and services.

SEVENTH MAJOR PROBLEM: Trying to handle your job search without help

Sort of predictable, don’t you think? After all, people you had spent hundreds of hours with just rejected you. If they turned against you, how can you trust strangers?

I felt that way at the start. For six months, I made cold calls-which brought two negative results: a larger phone bill, and a drop in self esteem.

Fortunately, next I turned to respected local business leaders for advice, requesting candid feedback for the speech/seminar titles I showed them. They helped me determine which topics would have the strongest appeal.

My smartest move came when I joined both the Georgia Speakers Association and the National Speakers Association. I attended training sessions and conventions, always learning more about how to position myself to attract clients. Within two years, I was presenting convention programs for the national organization, which I hadn’t heard of previously.

EIGHTH MAJOR PROBLEM: Expecting things to happen too quickly.

If this is your first time to be between jobs, your impatience will reach unprecedented levels. You get furious with the comment, “We like your qualifications. When our hiring freeze ends next year, we’ll get back with you.” Next year. . .how are you supposed to survive and care your family in the meantime?

My progress wasn’t immediate either. During the building period, we went months without income from me. I contributed hope, promises, and a rigorous work schedule. And yes, some letters and e-mails went unanswered, calls weren’t returned, “sure things” weren’t so sure after all, and there was no forecast of when business would increase.

For advice and encouragement, I turned to experienced professional speakers. Even the big names talked about how cyclical this business is. “Hang in there,” they advised. “If we made a good living eventually, then so can you.”

I heeded their good advice. I began to think of failures and rejections as detours, not dead end streets. This approach became especially beneficial right after 9/11 and during the current economic slump.

So if you don’t get instantaneous results, have faith that your dedication and determination will pay off.

Although my beginning months weren’t all that encouraging, good things started happening. After hosting my own radio show for a year, I turned the broadcasted material into my book, The Complete Communicator: Change Your Communication, Change Your Life! A Waldenbooks store held the first of a hundred signings in book stores.

More than a dozen years after I started my business, I am delighted to share a few professional highlights:

• Enrichment Lecturer for Oceania and Celebrity Cruise Lines in the Caribbean and Bermuda
• Interviewed by more than 300 radio stations
• Keynote speaker, British Columbia Legal Management Association in Whistler, BC
• Produced 28 instructional videos for You Tube
• Stage Fright video on You Tube has attracted 12,755 viewers
• Directed a management seminar for the Ritz-Carlton Cancun
• Provided speech coaching for Gillette, Procter & Gamble, Duracell, and others
• Gave the keynote speech for a bank celebrating its 75th anniversary
• Interviewed by Cosmopolitan, Entrepreneur, Investor’s Business Daily, Washington Post, Los Angeles Times, Delta’s SKY, HR Today, Career Builder, and Working Mother

So if you have gone through a job loss, or expect one soon, consider me an example of a fired person-and an older one at that-who wouldn’t consider himself finished because he was fired. Amazingly, I have demonstrated that life after downsizing can become even more joyful and creative than before.

I recommend the recovery process that worked for me. Forget “If only…” and move on to “Here’s what I’m going to do.” With the understanding and support of family and colleagues, and with dogged determination and drive, you’ll achieve those dreams that-like mine-were once just part-time fantasies.

http://www.careerberg.com/