The Relevancy of Boomers: Time to Pay Attention

The Relevancy of Boomers: Time to Pay Attention

The dictionary defines the word “relevancy “as: “having a bearing on or connection with the matter at hand.”  

Consider the house you own. It might be worth $700,000, but that value isn’t tangible without the right buyer. Someone who loves those beautiful French doors and the remodeled kitchen with the latest appliances.    

Now you sell your house. 

The buyers, floating on air having discovered their dream home, found it very relevant for them. What made it irresistible was its character and warmth.  Its promotion targeted the right market.  You made it more relevant for the 2018 buyer by investing in upgrades such as water saving fixtures, energy efficient windows, and drought tolerant plants.

Career relevance starts with you. 

Now let’s shift from real estate to you, as a professional working or not.  You are a resource looking for a buyer.  At this point in your career, what organizations or industries will find your particular brand of skills and experience relevant to their needs? If you’re not sure, read on.

What kinds of today’s problems can you solve?  Moreover, what types of issues do you want to address?  Organizations need the help of a specialist to solve a specific problem.

Read the two sections below to understand today’s job market and a six-step process for developing your relevant brand.

When a younger manager does the hiring

Baby boomers will experience more obstacles to finding work if they haven’t taken stock of their brand and where it fits in the workplace.

In my coaching practice, I often hear complaints from over 50 job seekers when a younger manager turns them down for a job.

“I was fully qualified” “it makes no sense” is a common complaint.  “The manager simply doesn’t know how to hire” is another one.  “The company said I was overqualified.” Other comments are not printable. 

It stings to be rejected by a manager that’s half your age.

It is a reality that most companies look beyond the skills for the “fit ”.

The “fit matters.  The organization typically wants each employee to flourish and grow.

What you need to know about the job market now.

The information below . It isis gained from my thirty years of executive coaching experience.

1    Young managers don’t want to hire their parents. It’s awkward. Would you have employed your dad or mom to work for you when you were 35?

2    Boomers want to be “led, not managed.”  Boomers will follow a leader who influences but doesn’t direct as a manager.  In my coaching and earlier recruiting experience, many thirty-something managers look for someone they can “manage.” In coaching sessions with young managers, I observed that their leadership skills lag behind their management skills. 

3    Some employers may hesitate to hire the worker over age 50. They can be hard to get rid of, even in an “at will” state like California.  

4    Medical premiums rise significantly at age 60.  A potential employer considers that as a liability as well. Moreover, many workers over 50 may have more health issues than younger workers. (How quickly do you recover from a bout with the flu?)

5    Many of your fellow Boomers are and will be retiring. Many organizations today resist replacing one boomer with another. 

There is good news, however.

The worker over 50 can provide significant benefits to an organization.  There are three distinct ways they can help:  full time permanent, part-time and short-term contract.

One example.

Most young managers appreciate the value of having a mentor, coach, or advisor when considering business decisions and career strategy. As a result, some are comfortable hiring for a temporary or project-based need. For instance, young managers have hired me, a seventy-something boomer, for three-month coaching engagements. 

If you are a boomer and still want to continue working what can you do?

Seek the work-- not the job.    

Consider this different mindset.

The term “job” is outdated being “given” full-time employment and benefits.  For example, In the "Gig" economy, the opportunity has been replaced with “work"; offering specific value-add, in exchange for remuneration. 

Your relevant skills will fit into an organization’s needs for productivity or revenue generation.

The six-step process below is a roadmap for defining your brand and a plan for finding work that is best suited for you.

1.    Know your values. All decisions (personal and professional) come from a set of values.  Shared values are a key factor in creating successful relationships.

2.    Discover your talents and acquired skills.  You have to be an expert in something.  What specialized knowledge training and experience to you have?  Remember, unlike acquired skills, talent never becomes obsolete.

3.    Develop your brand and tell others:  A common question people ask when first meeting someone is “What do you do?” Employed or not, state your impact on an organization (not a job description please).   Find out how you are perceived by calling five or six of your most trusted associates and ask them, “When you hear my name, what immediate impressions come up, both personally and professionally.”  Their answers may surprise you.

4.    Target your industry and market segment: Set up your selection criteria (location, size of the company, public or private, product or service.)

5.    Select the top 15 organizations that interest you the most. Choose organizations wisely. Remember, you have to be as excited as they are about what they do.  It’s a bridge used to connect. 

6.    Network your way into your targets’ office.  Ask your network for contacts in your target organizations. You will need an introduction. Networking is invaluable. 

Your target organization needs your brand and skills.   

Now what?

The tough part is over. You’ve created a mutual relationship that manifests as full time permanent, part-time or short-term contract.  I have found this arrangement more comfortable between generations because there is a beginning and there is an end. 

You have reinvented (or discovered) your relevance in the workplace. Once you’ve positioned your brand to make a difference, you will find more satisfying opportunities.