Episode 45: John Tarnoff - Be Successful With Your Mid-Life Career Transition

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Hello, beautiful humans.
Welcome to another episode of

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Role Models, JC conversations
with beautiful humans.

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I'm Jennifer Norman founder of
the human Beauty movement and

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your host, this podcast thrives
on your support.

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head on over to Apple podcast to

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rate and review us, and thank us
by leaving a donation on our

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anchor dot f m-- page.
So today's topic is such a

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crucial one, it's about starting
A over later in life, you're in

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your 40s, your 50s, your 60s,
you find yourself, out of a job.

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What do you do?
My guests today knows a thing or

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two about helping Boomers and
gen xers, face, career, change

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with success, this is John
tarnov.

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John is an executive and a
career transition coach, a

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speaker and author who supports
mid and late career

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Professionals in defining
planning and achieving more

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meaningful and sustainable
careers.

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He's also the author of The
That's selling Boomer

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reinvention, how to create your
dream career, over 50?

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Welcome, John.
It's a pleasure to be here.

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And thank you so much for having
me on.

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I'm so delighted that you're
here and boy can I relate to

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everything that you're saying
and everything that you offer

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because I was 48, when I founded
the human Beauty movement and I

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was 50 when I launched humanist
Beauty skincare.

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So I would love for you to share
what your life experience had

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been and how it informs your
choice to help.

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Others with later life.
Career transitioning.

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This It all started for me when
I around the time that I hit 50,

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I mean it's not a coincidence
that this happened for you that

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this happened for me that this
happens for a lot of people and

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psychologically what I
understand and from my own

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psychology background is that at
midlife and perhaps it's the

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Echoes of mortality that are
beginning to come back at us.

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But there is a shift that we all
experience around this question

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of meaning and purpose.
No and Talk about the midlife

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crisis, but I think that kind of
pales in comparison to the

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identity issue that really
happens beneath the surface,

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which is what's my legacy?
What has this all meant?

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At the end of the day.
So we naturally begin to Pivot

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towards a re-examination of what
our lives are about.

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What our work is about.
What are we doing to make an

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impact?
How are we connecting with the

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people around us?
And this usually will bring up

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some kind of re-evaluate.
Uation around the work that

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we're doing now, simultaneously,
because our work culture is

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pretty broken and Antiquated in
terms of how it looks at the

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longevity of careers.
People start to look at us with

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a different Viewpoint.
They started to say, well,

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shouldn't you be thinking about
retiring and the irony, there is

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that we're just kind of getting
to this point in our lives and

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careers where we're feeling
like, hey, I've got this figured

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out.
I'm ready to go for another 10,

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20 years and really make an
amazing In contribution away

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your tummy.
You want me to go away?

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So this is just the headline of
the Dilemma that we're all

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facing.
Yeah, some of it is a bit

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existential.
Some of it has to do with a

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particular career path and the
company to your point that

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they're working for certain
stereotypes.

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That might be out there.
I think that, I mean, there are

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a lot of challenges that do face
mid to late career workers.

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In today's economy, where there
is this equation where young

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equals fresh Nimble energetic.
I'm hungry.

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I know that in one of my former
places where I was working.

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They used to say, the older
people would actually joke about

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themselves and say, oh, I have
CRS disease.

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And I say, what the heck is
that?

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And I said, I can't remember
shit and send, then they would

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also call themselves.
Check a source is like, oh my

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kids know how to do that.
I don't, you know, I can't

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figure it out.
They might be set in their ways,

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or there might be health issues
that come about and so it starts

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to propagate those stereotypes
that, you know, older people are

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starting to get obsolete.
Unfortunately, your examples

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point this out, we do this to
ourselves.

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Oops, we are our own worst
agents in many ways and we buy

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into these ideas and we allow
these aggressions and

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microagressions to be done to
us.

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And we kind of go along and
laugh.

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But age is, is the last ISM.
And it is to the point where it

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is, strangely not recognized as
being a bias, 92% of diversity,

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equity and inclusion.
Initiatives at American

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companies, do not recognize.
Age as a diversity Factor.

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So with all of the progress that
we've made in the workforce

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around inclusion, we are still
excluding older people.

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Hmm.
And it's one of those almost

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Unwritten policies are actually.
It's not even a policy.

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I think it's one of those things
that goes without saying because

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from a business perspective, if
you're hiring, and you've got

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people that are at the top of
the chain and they're very

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expensive, so to speak and
people feel that they can

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Outsource, or they can hire.
Anger and get the same amount of

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work for Less.
They think that that's good

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business and brush.
Well, first of all, a lot of

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myths there to unpack older is
not necessarily more expensive.

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Younger is not necessarily more
energetic, more productive.

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I know many stories of people
who reflect how they were let go

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from the position in their 50s
and the company had to hire two

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or three people to replace them.
So, at the end of the day, when

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you factor in the costs of
making that transition, because

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it costs more money.
Obviously for companies He's to

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Fire and rehire than it does to
retain and retrain.

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So it's a colossal waste of time
and money to reflexively believe

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that replacing an older worker.
With a younger worker is going

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to contribute to the bottom
line.

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It doesn't interesting.
Also as you were mentioning

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there are people who are just
finding that they're having a

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lack of fulfillment in their
roles you know they've been

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doing this for years and years
and years and they want more

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work-life balance they want.
Feel that they truly live and

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they aren't necessarily finding
that in their particular careers

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and simultaneously right now.
We are having a massive shift in

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our economy, where it's not,
where people are going into

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workplaces anymore.
Thank you or think you're not

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covid will see.
But, you know, people are

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getting used to working from
home or there's much more of

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this gig economy which is just
igniting where people are going

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it alone and developing their
own sorts of businesses.

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So what are some of the things
that jobs?

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Seekers can do to have more
success when they're either

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looking for a gig or looking to
reinvent themselves.

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Well, I just to pick up on your
point.

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I agree.
The last few years, ironically

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have been a great Boon for the
flexible Workforce and for

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giving workers of every age more
options.

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So it's really an opportunity
for older workers to kind of get

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with the program and recognize
that the flexibility that they

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really want in their Lifestyles
and their work Styles now.

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Is more tangible for them and
hybrid work is a fantastic gift

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to all of us.
The truth is that the workforce

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is getting more freelance.
And the idea of having multiple

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streams of income, based on what
you're good at, what you love to

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do, what you have an opportunity
to get paid for.

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This is all working to the
benefit of older workers, who

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are trying to create more
intentionality and the work that

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they do, get out from under the
The corporate grind and really

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live and work in a much more
balanced way.

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So the first tip that I would
have for most people is to

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reframe a lot of the limiting
beliefs that you may have about

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how you work, how you work, best
what you can do.

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One of the early things to do is
to recognize that your skills in

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virtually.
Every case.

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I mean I've never found someone
to be limited by their skills

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are portable, right?
And what you do does not

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necessarily apply, just to your
industry.

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Company, your level, whatever
that might be, that is not a

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confinement to your ability to
find work.

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So think about not so much the
job title that you do, but the

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real underlying function that
you perform, maybe it is a

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technical function.
Maybe it's a people function.

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Maybe you put certain systems
together.

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Think about what you love to do,
think about where you get most

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fired up in the work that you do
every day.

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Think about what you kind of
prize if you.

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Of look at your to-do list every
day.

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What are the things that you
really look forward to doing?

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And how do you negotiate with
yourself to get those things

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either higher on the list?
So you can do them first or do

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more of them or somehow
prioritize the stuff that you

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love to do.
The other thing I would say is

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that engage in conversations
with the people around you, the

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people you work with the people,
you have worked with in the

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past, people have known you for
a long time to get their

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perception of what you do best.
We know when are you truly on

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and being your most productive?
Get some third-party

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triangulation around your value
proposition.

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So the you can get a clearer
sense of what's the impact that

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I'm making up there?
Where do you see me?

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Going what untapped skills or
talents, do I have that?

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I'm not putting enough faith in
that.

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I could be doing more with.
So do a little bit of research

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around all of these areas and
start to think perhaps

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differently about where you
could make an impact.

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Yeah listening to your Friends.
The people who have worked with

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you in the past and somebody
like John who can be a coach and

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really helped to pull those
things out.

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Some of those things that you
might have blinders too because

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it's very hard to see past
limiting beliefs and sometimes

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it really takes a reflector
somebody to kind of pull back

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and say, oh, did you recognize
that you were saying this about

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yourself or you might have the
script running in your head?

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That might be limiting your
capability to see how much, you

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know, you can be offering.
It's fascinating to me because I

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know that when people lose their
jobs, when they get displaced,

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When suddenly, you know
something happens, maybe they

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had their own business and lo
and behold.

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It might have been a restaurants
and covid happens and then,

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unfortunately, their business
can't survive past that, and it

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really hits them hard.
It creates a depression because

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they feel that their life's
value is tied up in what they

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were doing, not who they were.
And so the important thing

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always is to remember that what
you do is not who you are and

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your value, as a person, has
nothing to do with your job or

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with the way that you're making.
Making money.

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So that unto itself is a real
hard lesson.

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It's very, very difficult for
people to get to that point

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where they feel okay?
And they really hear that and

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embrace it and it gets in their
subconscious but that kind of

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work to is very important at
this stage.

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One of the things I think I said
this in my book at some point is

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you are more than your resume
and you know there's an

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interesting little thing that we
do you meet someone at a

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cocktail party or an event and
they say what do you do and you

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say, well I am you give your job
taught, you know, manager of On.

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So at so-and-so company, but
that's not really.

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It's not really who you are.
The more appropriate responses I

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work as right, not?
I am.

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But it's that distinction that
you want to make between what

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you do for work and who you are.
So perhaps the, the more

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accurate answer to that is, I'm
someone who connects people to

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projects, or I'm someone who
manages teams to create great

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results, right?
That's what you do.

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It's not the job title.
Exactly.

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Well, you did mention earlier
about your value proposition,

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and in marketing, we call it the
unique selling proposition, or

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the, you sp, can you explain for
those that might not be familiar

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with what the value proposition
is.

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And why you think it's such a
key component of a candidates

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career.
So there are two Paradigm shifts

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that, I think is really
important for people to make who

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have come out of a more
traditional job search

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philosophy.
And the old way of doing it is,

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you know, you decide.
You didn't quit your job or you

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get fired or whatever.
Is the first thing you do is you

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put your resume together and you
look online for jobs that are

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open and you start submitting
your resume and cover letters to

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these open positions.
And you hope you're going to get

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00:12:10,600 --> 00:12:13,700
a call back to go in for an
interview unlikely to happen

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today.
Because so many people are

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applying to jobs.
Recruiters are overwhelmed,

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they're putting your resume
through a applicant tracking

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system looking for keywords and
there's ageism, right?

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So you can try to hide your age
on your LinkedIn profile or on

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your resume but they're going to
figure out how old you are and

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if they are ages to not going to
hire you the value, proposition

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goes hand-in-hand with
networking as the philosophy

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00:12:41,100 --> 00:12:44,800
that you want to adopt.
So instead of trying to fit

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yourself into jobs, that are out
there where you can do the job

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where it's got, well, I can do
three out of five of the listed

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00:12:53,900 --> 00:12:57,300
requirements or two out of ten
or whatever that might be by

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cultivating, your value
proposition.

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Planting a stake in the sand
that says, this is who I am.

243
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This is what I do.
These are the results that I

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deliver in the very specific
area of focus that I concentrate

245
00:13:11,100 --> 00:13:16,100
in where I am a killer provider
and people say well I can do so

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many things, shouldn't I spread
that around and be able to kind

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of fit into any number of
possible jobs and and have a

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lots of irons in the fire.
Sounds good doesn't work that

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way.
Because increasingly you were

250
00:13:27,508 --> 00:13:31,200
talking about the gig economy
increasingly Ali hiring managers

251
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employers are looking for
Specialists.

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Things are changing so fast in
the economy.

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People are trying to cope with
new challenges all the time.

254
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They are looking for someone to
solve this particular problem or

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set of problems.
Set up this kind of project

256
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whatever that might be so by
niching down and seemingly to

257
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cut off a lot of possible jobs
out there.

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You're actually concentrating
yourself in an area where you

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are.
Likely to get traction, get

260
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considered, get interviewed and
get hired.

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So the value proposition becomes
crucial in defining who you are

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and separating yourself out from
the competition because also at

263
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the end of the day, yes other
people do what you do but no one

264
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does it quite the way you do it.
So by really focusing on that

265
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value proposition how you
deliver?

266
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What are the steps that you
actually employ to deliver the

267
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results that you deliver
distinguish yourself and your

268
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methodology?
It's a really A great

269
00:14:30,000 --> 00:14:32,800
opportunity to kind of drill
deep on on how you do it and

270
00:14:32,800 --> 00:14:35,300
what you've learned, all of
these years that you've been

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working.
This is the advantage of an

272
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experienced older worker.
You really know your stuff,

273
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right?
You're not just some person

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who's been doing this for five
years, you've been doing for 15

275
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years or 25 years.
You really know the ins and outs

276
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of its and believe me, if you
were delivering a result that

277
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someone wants, they have, they
don't care how old you are, they

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00:14:54,300 --> 00:14:57,500
just want their delivery.
So that's why the value

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00:14:57,500 --> 00:15:01,500
proposition is the way to start.
On the other side of it is, how

280
00:15:01,500 --> 00:15:03,000
do you sell your value
proposition?

281
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You sell it through your
network.

282
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You get people to understand
what it is that you do and they

283
00:15:09,300 --> 00:15:11,900
can sell it for you.
If you have a really clearly

284
00:15:11,900 --> 00:15:15,000
defined value proposition, it's
really easy for people to say,

285
00:15:15,000 --> 00:15:16,900
oh I get it.
Oh yeah, I've got five people.

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00:15:16,900 --> 00:15:20,000
I can introduce you to.
Whereas if you are a generalist

287
00:15:20,000 --> 00:15:22,000
and this happens to me all the
time with clients, they'll say,

288
00:15:22,000 --> 00:15:25,200
look, I don't like going out to
my network because once I say

289
00:15:25,200 --> 00:15:28,100
I'm looking for a job people
never really helped me.

290
00:15:28,100 --> 00:15:29,600
They don't want to help me but
they don't.

291
00:15:29,700 --> 00:15:31,900
Know how to help me.
So I don't see the value of the

292
00:15:31,900 --> 00:15:35,100
network and I say, well, that's
because you don't have a value

293
00:15:35,100 --> 00:15:37,600
that people can really
understand and help you with.

294
00:15:38,000 --> 00:15:42,600
So this is just the kind of
headline that the entree Point

295
00:15:42,600 --> 00:15:45,900
into the methodology and how
people should be thinking about

296
00:15:45,900 --> 00:15:49,000
going to work in this new 21st
century.

297
00:15:49,000 --> 00:15:52,400
Yeah, and certainly, there are
going to be common objectives,

298
00:15:52,400 --> 00:15:56,500
especially as technology is
starting to create some

299
00:15:56,500 --> 00:15:59,400
obsolescence in particular jobs,
because a lot of things can be

300
00:15:59,700 --> 00:16:02,300
Made it I mean software as a
service is a great example.

301
00:16:02,300 --> 00:16:06,000
I mean in some cases accountants
aren't needed anymore, lawyers

302
00:16:06,000 --> 00:16:09,000
aren't needed anymore to do
certain things and so it is the

303
00:16:09,000 --> 00:16:12,000
understanding and recognition
that you have value in what

304
00:16:12,000 --> 00:16:15,400
you've done and then your humble
enough to recognize that you

305
00:16:15,400 --> 00:16:18,900
still have so much learning with
like every single day, is a new

306
00:16:18,900 --> 00:16:22,200
opportunity to continue learning
and to garnishing your

307
00:16:22,200 --> 00:16:25,400
enthusiasm for.
Hey, this is how I'm going to be

308
00:16:25,400 --> 00:16:28,800
able to make myself adaptable in
the marketplace and end with

309
00:16:28,800 --> 00:16:31,300
what's going on.
On in technology and in the job

310
00:16:31,300 --> 00:16:35,000
market and I'm keeping myself
fresh so that there is not that

311
00:16:35,100 --> 00:16:36,800
debate.
I think that point about

312
00:16:36,900 --> 00:16:41,300
obsolescence and SAS businesses
or accountants or lawyers or

313
00:16:41,300 --> 00:16:45,700
anyone in a particular Niche, it
invites even more specialization

314
00:16:45,700 --> 00:16:49,800
and more resourcefulness.
So, I gave an example of a

315
00:16:49,900 --> 00:16:53,900
accountant who worked for a CPA
firm retired.

316
00:16:53,900 --> 00:16:56,100
Water-type didn't want to stop
working, so he decided he was

317
00:16:56,100 --> 00:17:00,300
going to open up a solo practice
and I think he was Targeting

318
00:17:00,300 --> 00:17:03,400
young couples who wanted to
invest in Residential

319
00:17:03,400 --> 00:17:06,900
Properties.
So it was really specific.

320
00:17:06,900 --> 00:17:09,300
And he did this because he loved
real estate.

321
00:17:09,300 --> 00:17:13,000
He loved looking at houses and
helping heal of the deals.

322
00:17:13,000 --> 00:17:15,800
Your ideal of making deals on
real estate and he loved

323
00:17:15,800 --> 00:17:18,599
teaching and he loved younger
people and he had, I think, you

324
00:17:18,599 --> 00:17:21,800
know, he had a bunch of kids who
were in their 30s and so we

325
00:17:21,800 --> 00:17:25,800
thought well, why don't I just
do what I love to do, which is

326
00:17:25,800 --> 00:17:28,600
help people buy investment
properties.

327
00:17:28,700 --> 00:17:34,100
So that became Came his gig and
very, very narrow but it checked

328
00:17:34,100 --> 00:17:38,000
all the boxes for him and when
you come up with something like

329
00:17:38,000 --> 00:17:41,200
that that's deeply authentic fun
to do.

330
00:17:41,700 --> 00:17:44,000
I mean you want to get up and do
every morning?

331
00:17:44,000 --> 00:17:48,300
You never feel like he's clients
are driving me crazy, right?

332
00:17:48,300 --> 00:17:50,000
It's always.
Oh, they're calling.

333
00:17:50,000 --> 00:17:52,700
I can't wait to find out what's
going on with that deal on how I

334
00:17:52,700 --> 00:17:55,500
can help them.
When you start to feel that way

335
00:17:55,500 --> 00:17:57,500
about the work that you do,
well, you're gonna be able to do

336
00:17:57,500 --> 00:17:59,500
it for the rest of your life as
long as you want to work.

337
00:17:59,700 --> 00:18:00,900
Right.
Absolutely.

338
00:18:00,900 --> 00:18:03,200
Okay.
So, I'm going to put on my hat

339
00:18:03,200 --> 00:18:07,000
as if I'm in a company and maybe
I'm an HR in a larger company,

340
00:18:07,000 --> 00:18:10,400
and I've been there for decades,
and I've seen the course of

341
00:18:10,400 --> 00:18:14,300
things happening and time and
time again, there is evidence

342
00:18:14,400 --> 00:18:18,200
that as people are in their jobs
longer than they lose their

343
00:18:18,200 --> 00:18:21,000
enthusiasm, and they get tapped
out, and they just aren't really

344
00:18:21,000 --> 00:18:25,200
producing as much and they're
not seeing as much value as

345
00:18:25,200 --> 00:18:28,800
people are in these particular
career paths or within the

346
00:18:28,800 --> 00:18:31,000
company.
And so So here comes a d EI.

347
00:18:31,000 --> 00:18:35,100
Consultants and says ageism, you
can't it, but unfortunately

348
00:18:35,100 --> 00:18:38,300
their track record and all of
the evidence that they're seeing

349
00:18:38,300 --> 00:18:41,200
within their company is saying,
you know what, we've got to shed

350
00:18:41,200 --> 00:18:44,300
all of this and they'll call it
dead weight or we've got a

351
00:18:44,308 --> 00:18:46,900
front, you know, shake things
up, freshen things we need to do

352
00:18:46,900 --> 00:18:49,500
something different and, you
know, we're going to fund our

353
00:18:49,500 --> 00:18:54,000
future by removing those that we
feel are probably best to, you

354
00:18:54,000 --> 00:18:56,900
know, take a different path.
Like, what would you say, you

355
00:18:56,900 --> 00:18:59,500
know, coming into a situation
and I'm sure it happens.

356
00:18:59,700 --> 00:19:01,900
All the time because
unfortunately, that's just the

357
00:19:01,900 --> 00:19:05,200
way that a lot of businesses had
been operating and, and that's

358
00:19:05,200 --> 00:19:07,700
just seems to be a traditional
thing that's done.

359
00:19:07,800 --> 00:19:10,900
When doesn't need to be made.
There's a key leadership

360
00:19:10,900 --> 00:19:14,300
question that leads into this
situation that you're

361
00:19:14,300 --> 00:19:17,800
suggesting.
And that leadership question has

362
00:19:17,800 --> 00:19:21,900
to do with, who takes
responsibility for an employee,

363
00:19:21,900 --> 00:19:23,700
not working out and needing to
be.

364
00:19:23,700 --> 00:19:26,100
Let go, is it the employees
fault?

365
00:19:26,100 --> 00:19:29,600
Or is it the managers fault and
Progressive leadership will I

366
00:19:29,608 --> 00:19:33,000
say, it's the managers fault
because you hired that person

367
00:19:33,000 --> 00:19:35,700
for a reason, right?
I mean, you did your wedding

368
00:19:35,800 --> 00:19:38,100
people who get hired and
companies today, go through

369
00:19:38,100 --> 00:19:42,400
rounds and rounds of interviews.
So if they didn't succeed, it's

370
00:19:42,400 --> 00:19:45,300
because either you made the
mistake of hiring the wrong

371
00:19:45,300 --> 00:19:48,700
person, or you made a series of
mistakes, and not understanding

372
00:19:48,700 --> 00:19:51,400
how to manage them to get the
best performance out of them.

373
00:19:51,400 --> 00:19:55,200
So, if you have that mindset,
where as a leader, you're

374
00:19:55,200 --> 00:19:58,700
willing to take responsibility,
100% responsibility for

375
00:19:58,700 --> 00:20:03,200
everything that's Turning on
your watch then, rather than go

376
00:20:03,200 --> 00:20:05,600
in and say, well, we have to get
rid of the Dead weight, which is

377
00:20:05,600 --> 00:20:10,200
going to be expensive.
And I would challenge companies

378
00:20:10,300 --> 00:20:16,100
and managers who go through with
those callings to justify those

379
00:20:16,100 --> 00:20:18,500
actions on their budgets and
their bottom lines.

380
00:20:18,500 --> 00:20:22,300
Because I think what they would
find is that if they actually go

381
00:20:22,300 --> 00:20:26,400
in and interview, the people
that they are looking to get rid

382
00:20:26,400 --> 00:20:29,500
of whom, they believed to be
dead weight, they are going to

383
00:20:29,600 --> 00:20:33,900
Find untapped resources, people
who are bored out of their

384
00:20:33,900 --> 00:20:39,200
minds, who are unmotivated, who
have been victimized in toxic

385
00:20:39,200 --> 00:20:43,400
relationships with management,
who have been systematically

386
00:20:43,400 --> 00:20:47,700
excluded by company culture, and
who aren't having fun anymore.

387
00:20:47,800 --> 00:20:51,900
But who would like to be making
a contribution, I would say that

388
00:20:51,900 --> 00:20:54,800
sure there's going to be a
percentage of people who are

389
00:20:54,800 --> 00:20:58,900
irredeemable who have lost the
thread of it, who are unwilling

390
00:20:58,900 --> 00:21:03,100
whose You're crossed and are
taking an attitude of you owe me

391
00:21:03,100 --> 00:21:05,300
this job.
I've been here for 20 years.

392
00:21:05,400 --> 00:21:07,700
You can't fire me.
You should just let me do this

393
00:21:07,700 --> 00:21:10,500
job until I'm ready to go.
Well, that's not going to fly.

394
00:21:10,500 --> 00:21:12,300
I mean, everyone's got to pull
their weight, right.

395
00:21:12,400 --> 00:21:16,100
But for the majority of people
who are saying look, I would

396
00:21:16,100 --> 00:21:18,700
love to be able to make a
contribution but I'm not being

397
00:21:18,700 --> 00:21:21,500
given the chance.
This is a great opportunity

398
00:21:21,500 --> 00:21:24,800
rather than getting rid of them
to figure out how to fix the

399
00:21:24,800 --> 00:21:28,800
situation and use all of that
time, that's going to be spent

400
00:21:28,800 --> 00:21:30,700
searching.
Four new candidates.

401
00:21:30,700 --> 00:21:34,200
Interviewing new candidates, you
know, trying to rebalance the

402
00:21:34,200 --> 00:21:37,500
equation about who's doing what?
Well, we can't find anyone who's

403
00:21:37,500 --> 00:21:41,800
going to replace that worker.
Can you maybe do half of their

404
00:21:41,800 --> 00:21:45,000
job will get someone else and
we'll kind of pull this around

405
00:21:45,000 --> 00:21:47,400
and some kind of crazy.
Rubik's Cube to make the

406
00:21:47,400 --> 00:21:51,100
department work.
Why why pull yourself out?

407
00:21:51,100 --> 00:21:53,200
Part at the seams and redo
everything.

408
00:21:53,200 --> 00:21:57,500
When you've got the resources
right there, the problem is not

409
00:21:57,500 --> 00:22:00,000
the dead weight.
The problem is that You've

410
00:22:00,000 --> 00:22:03,000
killed the weight and you need
to revive it.

411
00:22:03,000 --> 00:22:06,400
Yeah, I think in the situations
there's a lot of work that can

412
00:22:06,400 --> 00:22:09,000
be done to, you know, use the
word heel.

413
00:22:09,000 --> 00:22:11,300
Maybe there's a better
management word, but it's like

414
00:22:11,300 --> 00:22:14,300
he'll those relationships.
He'll, he'll be attitude.

415
00:22:14,300 --> 00:22:17,400
That management has as well as
what the workers have because to

416
00:22:17,400 --> 00:22:19,700
your point.
I have heard so many people.

417
00:22:19,700 --> 00:22:22,000
I've been here 20 years.
I do know.

418
00:22:22,000 --> 00:22:23,700
I deserve this.
It's like that sense of

419
00:22:23,700 --> 00:22:25,200
entitlement.
Yes.

420
00:22:25,200 --> 00:22:28,800
And really there's no such thing
as real entitlement, right?

421
00:22:28,800 --> 00:22:32,200
Everyone's got a I work harder
than ever before because we're

422
00:22:32,200 --> 00:22:36,100
all living in this time, of
great uncertainty about so many

423
00:22:36,100 --> 00:22:39,400
things about the future.
All of our businesses are

424
00:22:39,400 --> 00:22:43,500
interrelated in a way that they
never were related before and

425
00:22:43,500 --> 00:22:45,500
businesses can go out of
business.

426
00:22:45,600 --> 00:22:49,400
You know, in a heartbeat, right?
People can be disrupted out of

427
00:22:49,500 --> 00:22:52,400
the world in 6 months, right?
Absolutely.

428
00:22:52,500 --> 00:22:55,800
Well, I love to celebrate the
companies and the people who are

429
00:22:55,800 --> 00:22:59,900
doing it, well, are there any
companies that come to And that

430
00:22:59,900 --> 00:23:02,800
you feel are really stepping up
to the challenge and really

431
00:23:02,800 --> 00:23:06,200
doing right by those that are,
you know, in their 50s and like,

432
00:23:06,200 --> 00:23:08,800
later in their career and
holding onto them and providing

433
00:23:08,800 --> 00:23:11,400
them the resources and
continuing to nurture those

434
00:23:11,400 --> 00:23:13,600
people.
You know, there's no one company

435
00:23:13,800 --> 00:23:17,200
that I would cite.
But I, what I would suggest is

436
00:23:17,200 --> 00:23:19,300
and I just was talking to this
guy asked, there is an

437
00:23:19,300 --> 00:23:22,300
organization called age-friendly
dot-org, okay?

438
00:23:22,400 --> 00:23:25,000
It was started and run by a guy
named Tim driver.

439
00:23:25,200 --> 00:23:28,800
It's in Boston.
It's a Visionary in the older

440
00:23:28,800 --> 00:23:31,000
career.
Space started the website,

441
00:23:31,000 --> 00:23:35,200
retirement jobs.com, mature
caregivers comes out of the

442
00:23:35,200 --> 00:23:39,300
employment and salary policy
area worked at AOL back in the

443
00:23:39,300 --> 00:23:43,400
day and doing career stuff and
he's a complete Visionary and he

444
00:23:43,400 --> 00:23:47,100
works with companies to certify
them as age, friendly

445
00:23:47,100 --> 00:23:50,400
environments.
So he is a social entrepreneur

446
00:23:50,400 --> 00:23:53,900
who has put together a few
hundred companies now under the

447
00:23:54,000 --> 00:23:57,400
certified age friendly employer,
Banner Cafe.

448
00:23:57,400 --> 00:24:00,600
Interesting little acronym to
identify He's that recognized

449
00:24:00,600 --> 00:24:05,400
the value of older workers, and
who's hiring and employing

450
00:24:05,400 --> 00:24:07,700
policies.
Promote an intergenerational

451
00:24:07,700 --> 00:24:11,600
Workforce because it's not just
about preferring older workers.

452
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It's about creating any talks
about this, creating a Level

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Playing Field for everyone.
So, when you think about Dia

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initiatives, including age, as a
deai factor, making sure that

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resources are accessible prgs
employee, Resource Group are

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00:24:27,000 --> 00:24:31,700
available for older workers as a
Resource as well as for workers

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00:24:31,800 --> 00:24:36,900
of certain ethnic, disabilities,
gender, identity, whatever.

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Might be of a great, an
advantage for people within

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companies to help them have a
better experience to relate

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00:24:42,900 --> 00:24:46,500
better to the company's Mission.
You know, the key here is the

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00:24:46,500 --> 00:24:49,000
multi-generational workforce.
That's really what we have to be

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00:24:49,000 --> 00:24:51,700
promoting.
Absolutely and the same thing

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00:24:51,700 --> 00:24:55,100
with the human Beauty Movement,
we are all about the recognition

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00:24:55,100 --> 00:24:57,800
that no matter who you are,
whether you're older.

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00:24:57,800 --> 00:25:00,400
Younger black white.
Red Brown.

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00:25:00,400 --> 00:25:03,900
Well whoever you love whatever
your gender identity is whatever

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00:25:03,900 --> 00:25:07,800
your skin tone is you matter and
it's important for you, or for

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00:25:07,800 --> 00:25:11,500
us to remind you sometimes that
you are so important and

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00:25:11,500 --> 00:25:15,900
valuable in your own way.
And so, by having guests on

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00:25:15,900 --> 00:25:19,400
like, John that can help to
recognize for those that are

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00:25:19,400 --> 00:25:22,700
getting on in years that they
have so much life to live.

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00:25:22,700 --> 00:25:26,400
They have so much to give and so
much more to manifest.

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00:25:26,500 --> 00:25:30,400
And so, to continue to nurture
yourself in the Enthusiasm, that

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00:25:30,400 --> 00:25:33,400
you have for life and for what
you have to offer and all the

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00:25:33,400 --> 00:25:36,500
love, and the wonderful things
that you have experienced in

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00:25:36,500 --> 00:25:39,800
your path that can help to
continue to drive forward, a

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00:25:39,800 --> 00:25:42,000
better future.
That's what this is all about.

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00:25:42,000 --> 00:25:44,300
That's why we're all together
doing this and spreading these

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00:25:44,300 --> 00:25:46,300
messages.
So John, I want to thank you so

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much for coming on as my guest
today.

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00:25:48,300 --> 00:25:50,200
You are a beautiful human.
You are a role model.

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00:25:50,300 --> 00:25:52,700
Thank you pleasure.
I appreciate it.

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00:25:52,700 --> 00:25:55,100
And so I will put all of John's
links in the show notes.

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00:25:55,100 --> 00:25:57,900
Please check him out and maybe
get some coaching when you feel

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00:25:57,900 --> 00:26:01,800
the need and we will See you all
soon next week for another

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00:26:01,800 --> 00:26:04,300
episode of Role Models.
Thank you, thanks.