“Boomers were portrayed as technologically inept, inflexible, and set in their ways “.

So says Australian research from a 2011 commissioned survey that surveyed workers who saw babyboomers  in a negative light.  

But its critique also noted that there is good reason to be sceptical of such surveys as further research shows older workers are  less likely to resign or call in sick and have fewer work injuries. This adds up to measurable savings, especially on recruitment and training. There is also evidence to show they are the fastest growing users of technology.  

With the Australian retirement age to increase to 67, this  greying of the workplace will mean more of us stay in the workforce.

So in recognising that age discrimination is real, we also need strategies to combat this ageism and prove these surveys wrong.  This means considering where skills updating is needed - whether it be in IT, particularly in social or digital media or in the way we present a case for our reliability and experience by updating CVs, interview techniques and communicating your unique selling point.

Age will matter if you you ignore how some employers view it, buy into the survey myths, or worse, apologise or lie about your age.  

“First there is an ending, then beginning, and an important empty or fallow time in between”
William Bridges on Transition

Don’t be surprised if you have a period where you aren’t quite sure who you are or where you are going. 
This is still an important period- “ the fertile void”.

When you hit that stage where you are in-between in the nowhere space, expect to feel uneasy and anxious.

How will you introduce yourself to others?
How will you cope with the reactions from others?
What do you do when much of your time is about reinvention?

For advice on how to navigate career transition go to the free resources at Careerredesign.com.au

Hi there Career Redesigners

I want your opinion on a book design cover for my upcoming book
"Find Your Career Sweet Spot: A creative approach to a successful midlife career transition" .

I've narrowed it down to the following designs and I need your help to choose a winning book cover design.

Please go to the link below and give each of the designs a star rating out of 5. It will only take a couple of minutes to complete.

http://99designs.com.au/book-cover-design/vote-bleszu

Thanks for your input.

Two new tools that I've come across that really focus on how we can build our profile and CV , both affordable and easy to use technology...so easy even I can use it.

Check out ...

Slideshare
4 Steps to Creating a Visual Resume That Stands Out
http://blog.slideshare.net/2013/10/14/4-steps-to-creating-a-visual-resume-that-stands-out/

Artomotion
Still in its BETA phase but still worth a look if you are looking for a visual way for your CV to stand out
http://artomotion.com/

So what’s the unique value that you are offering?

So you are thinking about a career change and you sort of know what you want to do. You think you can start to transition, but what happens when others don’t see it as you do? What about being put into a pigeon hole....

I may think I can do XYZ but potential employers only see what I’ve done NOT what I can potentially do.

So let's explore Branding… or better still self-branding:
Personal or self-branding enables you to promote your strengths and skills in a crowded market.
Branding is not just for corporations or products, made up of a logo and a tag line.  It’s more than about creating an image – it’s about providing that unique value proposition.

It's  important to review this while we consider the career redesign process as it provides a means for us to clarify and communicate what makes us different, unique and valuable to potential employers.

So what’s the unique value that you are offering?
In undertaking the self-reflective activities in the Career Redesign Program, we are aiming to discover (or rediscover) what that special combination of skills, strengths, talents and interests are that fulfill your purpose and reflect your values.

So in defining your brand consider reflect back on these and how they can be communicated in a new role you are seeking out.

What are your brand attributes? What do people say about you when you are not in the room?  Listen to how people introduce you and reflect on what brand attributes they could be highlighting?

It’s useful to pull together these comments into a statement that can reflect your career or life purpose. This will become your Personal Brand Statement. While this might sound challenging it will to assist you to express you through your communications including CV’s and other interactions.

Then try this activity: Create a personal profile

Start by writing a ‘brand statement’, something that lists your unique skills, qualities, talents and attributes. We often call this your ‘unique value proposition’. 

Then share this profile and make it easier for people to find you. Then add all of these to your email signature block.

Each of the following has a different role:
·      About.me is a great way to create a profile and share this via social media as well as a great networking tool. Consider highlighting your values, goals and create a personal mission statement.

·      LinkedIn has become the most highly used professional networking site and in conjunction with forums, updates and connections is an excellent way to show your skills through your history and tell the world about your new career.

·      A personal website is another way to define yourself and make it easier for others to find you.  This is not difficult now with a number of free template websites. Try Weebly, Wix or Squarespace for low cost sites or start a blog on Wordpress.org.

OR
if you are revamping your resume have a look at Artomotion, amazing visuals to bring your CV to life.

“What we know matters, but who we are matters more. Being rather than knowing requires showing up and letting ourselves be seen. It requires us to dare greatly, to be vulnerable. The first step of that journey is understanding where we are, what we’re up against and where we need to go. I think we can best do that by examining our pervasive “Never enough” culture.”[1]

So begins the excellent and heart felt book from research undertaken by Brene Brown, a research professor who has spent the past ten years studying vulnerability, courage, authenticity, and shame. She spent the first five years of her decade-long study focusing on shame and empathy, and is now using that work to explore a concept that she calls Wholeheartedness.

She poses the questions:

How do we learn to embrace our vulnerabilities and imperfections so that we can engage in our lives from a place of authenticity and worthiness? How do we cultivate the courage, compassion, and connection that we need to recognize that we are enough – that we are worthy of love, belonging, and joy?

So what has this got to do with career transitions?

In studying, researching and talking to participants about career transition, the key issue /emotion and block that always comes up is fear. It manifests itself in comments such as

• What will people think?
• I feel powerless to move on
• I need certainty before I can transition
• I have a lifestyle to maintain

So in understanding vulnerability we are able to understand further what is worth doing even if we fail. The Career Redesign approach has at its heart a step wise approach to assist participants to recognise transition is part of our psychology, and that self reflection can churn and bring to the surface emotions and thoughts that could be hard to hear. We must take care that how we rationalize inhibitors are not just a safety net to stop us from taking risks.

In the end if we are worth the effort of creating disruption in our lives as a means  to get through the other side to a career that does touch our sweet spot. This will mean we not only need to be vulnerable but will need to jump in head first and embrace vulnerability.

Further in exploring the myths we tell ourselves regarding vulnerability, this feeds the fears that will allow uncertainty to prevail, limiting our career transition decisions.

In response to the myth that vulnerability reflects weakness, Brown responds with ‘Vulnerability is neither good nor bad’. [2]  It’s the core of all emotions and to feel is to be vulnerable.  At its heart vulnerability is ‘uncertainty, risk and emotional exposure’.[3]

“Of most significance is that reality that if we close off our career options out of fear that the costs are too high then we walk away from the very things that may give us meaning and purpose. This is directly applicable to the way we approach the fear of change and transition.  And equally it asks us to consider facing another fear of asking for support. Connecting to tribes, communities and stepping out in an effort to network, is about embracing our fears of rejection and  failure. One of the best quotes from an interviewee is “when you shut down vulnerability , you shut out opportunity”. [4]


 


[1] Brene Brown Daring Greatly- How the courage to be vulnerable transforms the way we live, love, parent and lead.  2012 page 16

[2] Brene Brown Daring Greatly Page 33

[3] Brene Brown Daring Greatly page 34

[4]  Brene Brown Daring Greatly page 208