Crumbling, Declining, Fading?

Crumbling, declining and fading are 3 of the first 4 synonyms for "aging" according to a Google search. Ouch... that is both harsh and inaccurate. I maintain the more experience we attain - and that gift usually comes with age, the broader our knowledge (data) becomes. Speaking analogously, we become the incarnate version of Big Data. From Big Data, you have the ability to gather a more complete perspective allowing you to create a well-framed dynamic analysis and response to any situation you may encounter. Getting old does not necessitate crumbling, declining or fading. Time allows you to come into your own. Time should give you great confidence in yourself.

Regardless of ethnicity, gender or any other background or traits, we all get "old" in relation to the calendar. Full disclosure, the calendar says I am 61. That number is both meaningless and yet a red light to HR systems. Honestly, my body may feel a bit older at times, but my mind is expanding and so are the minds of millions aging with me in the workforce. The passage of time and an accumulation of knowledge provides a greater ability to form better decisions every single day. Like an aging athlete, we are cagey veterans you want to be at the plate in a pressure situation.

How do I hone my trade? How do I stay up with those who grew up with a smartphone in their hands? I listen. I take online courses. I read. And I will say it again, I listen. I am bringing in structured and unstructured data into my micro-multiverse of a mind. I am creating my own Big Data from which to generate opinions based upon my perspective. Nobody's Big Data is the same, but all continue to add value with time. If you have big data with natural human learning providing actionable results, I believe that might define Human Intelligence, or HI.

Yet, many times we are considered a lesser investment, even though we possess great potential. Recruiters, Hiring Managers, ATS Programs filter you out of consideration without a hello, unless you count the automated correspondence. Even top executives dismiss Silver candidates for invalid (and usually illegal) reasons. They are not, nor can they be honest about it lest they get sued, but age discrimination is real and usually impossible to prove. As my Dad used to say, "If you look hard enough, you can find a pimple on just about anyone." That pimple is used as needed for exclusion and is given an inordinate amount of consideration over the value of the individual's deep and/or broad experience.

They feel you are probably overqualified, yet under educated on today's technology. Ironically, our generation set the foundation for today's solutions to be relevant and even were the first who considered "the older employees" as expendable and unable to "catch up." Even if you gain an interview and make a solid impression, they feel you are a waste of time because you will not stay long. The latter misconception due to pending retirement, health concerns, death, etc. Those factors are not as relevant as they might seem.

People are living much longer and they are generally much sharper at an older age than a generation ago. All respect to my Dad who lived to be 93, remained sharp, and worked into his 70's. People not only need to work longer to pay for retirement, they prefer the option. Many are planning to work until at least 75 because working is what they enjoy doing - and financially they have no choice. If you are going to live into your nineties - or even further, you will need quite a nest egg.

I will not delve into the fact many who are hiring for leading edge technology firms believe candidates over 50, 60 or even 70 could never understand, implement or present their technology or value statement. Again, may I point out that our grand contributions were just as game-changing as the newest shiny objects in the market today. With a bit of study or tutoring, you can become a Subject Matter Expert on most anything.

The real challenge is to understand the breadth of business and technology to converse with any CXO in any department in most any vertical. You do not have to know things a mile deep, but knowing everything was never the goal in speaking with a CXO. It was listening and understanding enough to collaborate, coordinate and provide a holistic solution that fit their enterprise needs. You need to understand a broad swath of information to do that properly. Again, that is something that is better honed with proper experience. (I say proper because I believe that practice doesn't make perfect, proper practice makes perfect)

Which brings me back to this. Our generation of IT executives were also guilty when the big changes came in the 80's and 90's. Most corporate executives had only been exposed to computers through dot-matrix printouts on green bar paper. They took a course on Computers 101 which forced them to program using keypunch cards. (Which, I would challenge anyone under 30 to attempt to successfully endeavor without wanting to jump off a bridge...) We were not much better in our snickering of how innate the technology and the imminent changes seemed to our generation. We believed that we alone had the vision. We believed we were a strata above the current leaders and we were taking over. In our na?veté, we shut out quite a few good minds which denied us access to limitless perspective. It would have made things better had we opted for inclusivity. Maybe this forum via a newsletter will help change that, maybe not.

That sole confession out of the hordes of offenders does not mean this practice is changing. It is just getting more covert in its nature. Of course, I have a personal reason for this opinion. I still plan to work for another 9 years before retirement, maybe more. (Note to HR Departments and Hiring Managers: average IT tenure has been measured at under 2 years or less in most areas segments) I am perceived as old by many who are hiring and I admit I am far from young. However, globally we are living longer and need/want to work longer. I enjoy what I do for my clients. Food for thought: The next generation may choose to work even longer.

Bottom line: There is no gold watch at the end of a career anymore. People shuffle around more than they would like and more often than corporations would prefer. There is cost in change and there is great value found in continuity on both sides. On the other hand, instant gratification is rampant throughout all of our society and never more ubiquitous than in Information Technology. Patience is not something shareholders possess. That is accepted as reality and BAU, and is somewhat a result of my generation. But those of us who have crossed the "Silver Line" want our opportunities to mean something. We want to continue to contribute, to learn, to mentor, to achieve and to live with purpose. What company wouldn't want that for the next 5, 10 or even 15 years? We are not cheap, but we provide a strong human-value proposition.

I will be speaking with people and compiling stories of success, failure and redemption over the coming months - or hopefully, years. I would appreciate your feedback so that I can make this a regular publication (of sorts). You can reach out to me at [email protected] with advice, criticism, or invitations to talk and share your stories. Mine is unique and so is yours. Perspective is quite individual, as is our ability to contribute.