Reflecting on Reinventing Myself at 63: A Journey Beyond Limits

It is my birthday next week and I am turning 63. I find myself standing at the intersection of experience and reinvention, reflecting on a career that has defied expectations and pushed boundaries. My journey, marked by highs and lows, showcases the resilience and determination required to embrace change and redefine one’s professional narrative.

Breaking Retail Shackles

Having successfully led the HR functions of three organizations, I had become a seasoned professional known for innovation and leadership in the field. However, this success was not without its challenges. After dedicating 14 years to the retail industry, I was told that I would never find success outside its confines. Undeterred, I decided to challenge this notion head-on.

Transitioning from the familiar terrain of retail to the uncharted waters of manufacturing was a bold move. It required me to adapt, learn, and leverage my HR expertise in a completely different context. This leap of faith not only broadened my skill set but also laid the foundation for a career characterized by resilience and an unyielding spirit.

Leading HR: A Triumphant Trilogy

Over the course of my career, I had the privilege of leading the HR functions of three distinct organizations, each presenting unique challenges and opportunities. These roles allowed me to implement innovative HR strategies, reshape organizational cultures, and drive impactful change. The result? Three national awards from the Society for Human Resource Management (SHRM) and HR Executive magazine for HR leadership and innovation – accolades that validated the transformative impact of my work.

Ageism: A Hurdle in the Path to Reinvention

As I embraced the role of an HR consultant late in my career, I encountered the harsh reality of ageism. The belief that professional value diminishes with age is a pervasive myth that I confronted head-on. Despite the wealth of experience and expertise I brought to the table, navigating ageist attitudes proved to be a formidable challenge. This experience highlighted the need for a shift in societal perceptions and an ongoing commitment to challenging stereotypes about aging in the workplace. I now speak at HR conferences on the topic of Ageism to challenge the notions that older workers are not able to contribute to the workplace.

Navigating Uncharted Waters: The Doctoral Dilemma

A pivotal moment in my journey was my decision to pursue a doctoral program in strategic leadership at an evangelical school. Little did I anticipate the storm it would stir. The challenges weren’t limited to academic rigor but extended to unwarranted accusations that threatened to tarnish my professional reputation. Facing allegations of being a white supremacist due to the institution’s religious affiliation, I stood firm in my identity as a moderate Democrat, emphasizing the importance of separating personal beliefs from professional achievements. Adding that I am not evangelical or even of a catholic affiliation has reinforced my rigor towards not making assumptions about individuals and the need for inclusitivity in the workplace.

Reinvention Amidst Achievements

Reinventing oneself becomes a unique challenge when you’ve achieved the goals you set out for in your career. Success can breed complacency, but true reinvention requires a willingness to step out of the comfort zone and explore uncharted territories. The key lies in embracing change as an opportunity for growth rather than a threat to past accomplishments. I am now faced with this daunting challenge in my last few years in the workplace.

The Democratic Spirit of Reinvention

In the face of adversity, whether ageism or baseless accusations, I remained resolute in my commitment to personal and professional growth. The experiences that could have defined me instead became catalysts for a more profound transformation. My journey reinforced the importance of resilience, authenticity, and a refusal to be confined by societal expectations.

Conclusion: A Legacy of Wisdom and Giving Back

As I stand at the crossroads of reinvention at the age of 63, I am not just closing a chapter but opening the door to a new era of contribution. My 40 years in Human Resources and Operations, marked by successful leadership roles and overcoming unforeseen challenges, have bestowed upon me a treasure trove of experience, wisdom, and skills.

My focus now shifts from personal achievements to a commitment to giving back. With a profound desire to mentor and guide the next generation of HR professionals, I embark on a journey to share the insights gleaned from a career rich in triumphs and tribulations. The reinvention isn’t solely about personal transformation; it’s about leveraging a lifetime of learning to cultivate a legacy of wisdom, fostering growth and innovation in HR communities for years to come.

In tandem with my fulltime career, I’ve embraced the role of an educator for over 14 years, imparting knowledge on Human Resources and leadership in an MBA program at Adelphi University. Serving as a college professor has been my way of investing in the next generation, bridging theory and practice while nurturing the leaders of tomorrow. My classroom has been a canvas where I paint not just theoretical concepts but real-world experiences, infusing the academic journey with practical insights gained through decades of leading HR functions. It’s a profound joy to witness the spark of understanding in the eyes of eager learners, knowing that I am playing a part in shaping the future of HR and leadership. This commitment to education stands as a testament to my belief that the best way to reinvent oneself is to guide others on their transformative journeys.

Embracing Resilience: Bouncing Back After a Challenging Work Episode

Life is a rollercoaster, and so is our professional journey. At times, we encounter setbacks and disappointments that can leave us feeling disheartened and uncertain about our abilities. However, the mark of true success lies not in avoiding failure, but in how we respond to it. My past week has seen just that professionally but resilience is the key to overcoming these dips that happen to all of us.

Start by acknowledging your emotions. It’s completely normal to feel a range of emotions after a challenging work episode. Allow yourself to process these emotions and acknowledge their presence. It’s essential not to bottle them up, as this can hinder your ability to move forward. Whether it’s frustration, disappointment, or self-doubt, give yourself the time and space to experience these emotions fully.

Take a step back from the situation and reflect upon what happened. Analyze the factors that contributed to the unfavorable outcome and identify any areas where you could have done things differently. Use this as an opportunity for growth and learning. Embrace a growth mindset, understanding that setbacks are often stepping stones to success. Consider seeking feedback from trusted colleagues or mentors to gain different perspectives and insights.

Cultivate Self-Compassion

It’s important to practice self-compassion during times of adversity. Instead of being overly critical of yourself, treat yourself with kindness and understanding. Remember that making mistakes or facing setbacks is a natural part of the human experience. Remind yourself that one incident does not define your worth or competence. Treat yourself as you would a close friend, offering encouragement and support. This may be the hardest thing for most of us to do, especially for those working in HR as we always focus on others. We need to be a bit selfish on occasion.

Set realistic expectations after a setback, it’s essential to set realistic expectations for yourself moving forward. Understand that success is not always linear and that setbacks are a normal part of any journey. Set achievable goals and break them down into smaller, manageable steps. By focusing on incremental progress, you can regain confidence and build momentum. Celebrate even the smallest victories along the way, as they contribute to your overall growth and resilience.

Seek support during challenging times. Reaching out for support can make a significant difference. Surround yourself with a supportive network of friends, family, or colleagues who can provide guidance, empathy, and encouragement. Share your experiences with those who have faced similar challenges and learn from their stories of resilience. Additionally, consider seeking professional support, such as counseling or coaching, to help you navigate through the emotional and psychological aspects of your experience.

Resilience is not an innate trait but a skill that can be cultivated and strengthened over time. By acknowledging your emotions, reflecting on your experiences, practicing self-compassion, setting realistic expectations, and seeking support, you can bounce back stronger from a work episode where things did not go as positively as expected. Remember, setbacks are temporary, and your ability to persevere will ultimately shape your path to success. Embrace resilience and let it propel you towards greater achievements!!!

If your having a BAD day you need to take three minutes, breathe and listen to this video….it is one of my favorite songs…Enjoy!

Ageism Takes Center Stage at #SHRM2023 (finally!)

My last live attendance at SHRM national was 2019. This year it is the same scene of the crime, but this year is also very different. Four years ago I peppered the CEO of SHRM and his Chief of Staff on Ageism in the blogger lounge. Yes that is Johnny and Emily with about 18 bloggers answering questions during a 45 minute impromptu fly by. Johnny acknowledged Ageism had not been addressed to the level it needed. And then COVID hit and basically derailed conferences for the past 3 yrs. Yes we had a virtual/hybrid national HR conference in 2021 and live in 2022 but this is truly the first year back to some level of normalness and SHRM has pulled out all the stops with Bill Clinton headlining Monday and Janet Jackson taking the entertainment to a whole new level on Tuesday night.

But the important discussion for today is Mitch Albom, the NY Times best selling author of Tuesdays with Maury, speaking on Tuesday morning. The seminal novel on ageing and how to live a full life. Ageism is finally getting the attention it deserves at the conference. By chance I am speaking on Ageism too at a breakout on Wednesday morning. My program has evolved from a local SHRM breakfast presentation in February of 2020 just before COVID changed our world. My research and presentation have been on ice for three years and I finally get to dish on a topic that is meaningful to not only the HR community but to me as I am now an AARP member closing in on retirement (not quite yet, I still have some tread on my tires).

I have watched family and friends impacted directly by Ageism over the past few yrs. with an acceleration over the past year. A surprising occurrence given that employers are estimated to have a shortage of qualified workers well into the future and older Americans are a perfect solution to many organizations challenges if they would just drop the bias. I will share lots of data and detail at my presentation. Lets just say I have my ducks in a row to make my case. Unfortunately Mitch and I speaking on the big and secondary stages at the world’s largest gathering of HR professionals is barely a drop in a bucket. We need Ageism to become a central DEI initiative along with addressing bias towards individuals with disabilities.

I am going to do my part and hope you will join me in addressing and overcoming Ageism in America.

If your at the conference please join me Wednesday morning and catch me before or after too!

I will be back soon to share how it went and to continue my goal of raising awareness….

Age is Just a Number (or is it?)

I will be speaking at the National SHRM conference (#shrm2023) this June on the topic of Ageism. It may be the last area of discrimination for organizations to confront. Recent focus on gender and sexual orientation bias has taken most of the oxygen in the board room and the breakroom. For many like me, this is no longer a one-off discussion.

My number is 62. When you see the number you may think of many things. Aaron judge hitting 62 home runs for the Yankees this past year is the first of many that come to mind. For me 62 is just a number. I play pickleball regularly and competitively in tournaments throughout the yr., get in 50-60 rounds of golf annually, and still participate weekly in a tennis game with a group started 22 years ago. More importantly I still work full-time as a national HR consultant, graduate school professor, and HR certification instructor. My plate is full and I am fortunate to be productive and providing value to my clients, organizations, staff, and students.

So why have I chosen to speak on this topic regionally and nationally over the past 4 yrs.?

The fact that I am still productive is a blessing for which I am grateful. I have witnessed firsthand colleagues, family, and friends impacted by bias towards their “Number.” A flash point for me occurred six yrs. ago when one of my best graduate HR students shared a story of how her employer at a technology recruiting firm told interns to pass on all resumes with a college graduation date that did not start with a “2”. That number is representative of individuals that graduated starting in the year 2000. Simple math would tell us that anyone over the age of 42 or 43 was passed over at the earliest point in sourcing and screening. For no other reason than a number.

Marketing departments only add to the bias with imagery of young workers and dialogue such as looking for “energetic”  or words like “digital native” in their advertisements and on organizational websites. Management often feeds into the concept that older people lack technical skills, are lazy, and are only there for a paycheck. The reality is different as older workers tenure is more than double their peers in other age categories, create less performance issues, and are willing to work longer hours.

As I researched the issues and collected data on the subject it became quite clear this was not a one-off issue. Data from AARP and the EEOC only deepened my concerns about this issue. Between 1997 and 2018, more than 423,000 U.S. workers filed age discrimination claims with the EEOC. According to the Bureau of Labor Statistics. On average, a 54-year-old job hunter will be unemployed for nearly a year. A recent short article in the April 2023 AARP Bulletin shared that the EEOC will be targeting online age bias over the next five years with a specific lens on applicant tracking software use to do exactly what my HR student shared (screening out older applicants before looking at their skills and abilities).

I may not be able to hit a 98 mile an hour fastball over a 400-foot fence at the age of 62, but I couldn’t do that at the age of 32 or 22 either. The analogy of an aging athlete in business just does not resonate with true logic. Older individuals are fully capable of providing and creating value for organizations in all industries and of all sizes. It’s time to address how to change the paradigm.

Let’s keep the discussion going. Please share comments and if you’re in Las Vegas this June at the #shrm2023 conference, please make sure to connect with me.

Let’s Disrupt Performance Reviews with a +Plus / -Minus System

I have always been fascinated with the concept of sports analytics in recruiting and now I have added performance management to the list. Several professional sports use the plus/minus concept to evaluate the contribution of players to the success of their team. The measurements are slightly different for basketball ( a high scoring game) and Hockey and Soccer (which are both low scoring games). A Plus (+) measures how much a team scores while that player is on the court/field/ice. Meanwhile, a Minus (-) measures how many points the team allows when that same player is on the court/field/ice (depending on the sport).

For me the intrigue is that in many sports a player, who’s stats and contributions are often overlooked can be a major contributor in the actual outcome of a game. For example in NHL Hockey this year, four of the top ten plus/minus ratings are held by four defensemen on the Boston Bruins. This same team is on pace to break their own points and wins record along with potentially setting an NHL record. In the NBA, Evan Mobley of the Cleveland Cavaliers ranks 65th in scoring in the league, however his defensive stats rate first and the projected impact of this rates him as 7th in the league in impacting wins and losses.

So where am I going with this?

Most organizations have a key metric that drives performance reviews and potential financial rewards. In Consulting, Accounting and the Legal professions the use of billable hours and realization drives performance and promotion discussions. But what if this is the wrong metric? What if there were a plus/minus measurement that could show the contribution of an individual’s work towards the organization’s success or failure?

When my daughter played volleyball the key stats were “Kills” and points won on serve, but she was a Libero ( a defensive player responsible to return the serve or first shot from the opposing team). Not the most glamourous of positions but one that was critical to the teams performance. If she was only rated on scoring stats she would not be viewed positively and certainly not compared to the outside hitter with 19 kills for a match. In business there are many critical contributors that don’t have stats that at first glance measure up to star or valued performance. But remove these players and you are doomed for failure. We have become myopic in glorifying one or two statistics that organizations believe are the drivers of their success. Maybe these are not the right things to measure… Food for thought!

So the challenge today is to rethink metrics and what we measure in relationship to performance and outcomes. Look beyond the metrics you use today to see where the real differences are and the real difference makers. For example do your employees get credit for making sacrifices to help others by mentoring or pitching in to take extra work off another team member? Do you measure this?

What other items fail to get measured or are measured with a lower level of importance?

Sometimes the biggest scorer fails to contribute to the team when it needs it most. Do they take a “minus” or hit for this in performance reviews. I already know the answer and so do you.

So lets rethink what truly matters in organizational outcomes. What do you think? Inquiring minds would like to know!

Make a Difference

We all give back in different ways. Coaching, community groups, and the PTA to name a few. My give back has for many years been to the HR community that I am so passionate about. I have regularly done it at the national level supporting research with the SHRM foundation annual publication, doing editorial for World at Work, and speaking at national and regional HR conferences. This June I will be doing my 9th SHRM national as a presenter. My topic is on Ageism and unlike many of my previous presentations this one is personal. I have dished on this in the past and even done a SHRM Long Island breakfast meeting talk on this just prior to COVID. It is time to address one of the last and least talked about issues in the workplace.

I hope my talk will make a difference by bringing attention to this issue and by educating HR professionals on what they can do to address and prevent it in their own organizations.

I am not sure how many more national conferences I am going to make my way to as a presenter or participant. So I want to make this one memorable and I want to make it meaningful too.

Will I see you there this year? I hope so and if your going…drop me a quick note…

Adversity is Never Scheduled

It has been a challenging start to the year for many of my family and friends. Layoffs abound and concerns over a recession and additional job loss are the hot topic. I have two friends that just lost their jobs with no real notice or even signs of it coming.

Many in my inner circle are being pressed to preform at a heightened level not seen in years in the workplace. Billable hours are a hot topic in my house as several of my immediate family work in consultative environments including yours truly.

Like the stock market, work is never a straight line or consistent. Work and the economy ebb and flow outside of any predictable model. As we schedule our day, week, and month on our outlook calendar there is no place to put unforeseen issues. My work in an HR consulting environment is hard to plan because things change so quickly and issues present themselves with little to no notice.

So how do you manage advertisy?

I try to play by the Covey time management philosophy of addressing the important and urgent/important first. Responding to urgent but less important issues need to be compartmentalized. Some of this gets tabled and some pushed down to my team. Communication is key. Let folks know you will get back to them but it will need to wait. Tell your boss that you have prioritized the important too. Often times they get a call or email saying you are being unresponsive….However you need to eliminate the noise and get the important things done.

I have learned over my almost 4 decades of work to leave some holes on my schedule that are blocked out for “me work” which is a variety of follow ups, project work and important communication. Some days it is 30 minutes and optimally it should be 90. This time is your flex or agility to handle the adversity. I also use Monday midday and Friday midday for regular meetings as those historically have been the best times to get others time and attention. I have found that these are the least rescheduled meetings each week. Of course some folks take long weekends and this occasionally is a challenge, however 1pm and 130pm meetings on EST on these days always seem to check the most boxes of availability across time zones. In addition it does not interfere with folks leaving half day on Friday or getting their mailbox cleaned out on Monday Morning.

Making partners is also important in dealing with adversity. The saying two heads are better than one is critical is solving problems and challenges. You may not have the skills or capability to solve every issue. That is where a colleague or partner can help. Don’t displace the stress on them but leverage their experience and knowledge. There is no shame in saying I don’t have all the answers.

Look for a compromised solution if you cannot respond as others might expect. The bottom line is finding a solution to your adversity. It may not be perfect or it may need additions down the road, however sometimes it is ok to build a bridge in the short term and you work through a longer term fix.

The bottom line is stay calm and focused. You cannot control when an issue arises, only the way you prepare and handle one!

Better Late Than Never (part 2) – But Not Cancelled Yet!

I know you have not heard from me in a while. Well I have been busy. Three jobs busy for a bit. Now I am settled into my CLA role and added supervising the generalist team in our HR outsourcing and consulting group to my responsibilities. I am also back speaking again. I was at the NY state conference this past September, I am speaking at DisruptHR in NYC this week, and I have a Hodge podge of one offs coming up later this yr.

My only interruptions recently are back to back bouts with Influenza A and COVID. Being back feels strange. Maybe it is the cadence of hybrid versus onsite, or it could be that the world of work has changed dramatically since early 2020. It was already getting strange before COVID, mostly attitudes toward the workplace and pressure to preform at an accelerated pace. I still don’t stare at my cell phone as many of my colleagues do on a consistent basis. My text messages do not even ding or ring when I receive them. For me that is part of my “wellness” program. It does cause a bit of friction on occasion when asked “did you get my text”? There is a balance between being accessible and over run by too much communication.

2023 should bring a return to some sort of “normal”, although the normal is a shift from the past. Conferences are back and video podcasts are popular….unfortunately blogging is loosing steam….video content is now king. Influencers are now a past tense label. I have been doing Clayton and Baldino’s First coffee when I can on Thursday’s. Hilarious and relevant…there is still some good content out there…Chad and Cheese sent me my second t’shirt recently too…they get talent, tech, and snark. Steve Brown is still pumping out a newsletter and I am always on the look out for new and different….

My 3rd Disrupt will be on Cancel Culture, I just couldn’t resist the temptation….and I will have a handful of friends and fans in the audience to cheer me on…

My pickleball game is in a grove (can you say 4.0, or close to it) and my golf game is a twinge better too.

Life is GOOD….back sooner than later…..

One More Lap; Returning to a Full-time Work Life

After 5 years conducting part-time  consulting and part-time university teaching,  I have returned to working full-time once again. My one predictable personality attribute is my unpredictability and choices that go against the grain. I will be leading two national industry verticals for CLA’s (Clifton Larson Allen) Human Resource Consulting and Outsourcing practice (HRCO). For those not knowledgeable, CLA is the 8^th largest Accounting, Consulting, and Advisory firm in the U.S. with over 100 offices and close to 8 thousand employees. The HRCO practice is one of the smallest practices at CLA but has seen significant growth during COVID and has positioned itself nicely as an ancillary business line at the firm. I have been working with CLA for about 6 months as a part-time consultant and have enjoyed the work immensely.

So now I am beginning the next chapter in my work life with a return to a normal five day a week executive role. Some of my family and friends were surprised for a multitude of reasons. For starters I have had tremendous flexibility with my schedule working 4 and at times 5 nights a week teaching and consulting sporadically half a dozen days a month on client projects and teaching leadership at Con Edison in New York. The flexibility was a double-edged sword as I had more then a fair share of free time one and sometimes two weeks a month, but suffered from a lack of interpersonal connections, especially once COVID started in early 2020. Aside from my regular pickleball games three or four mornings a week with a small group of friends and a weekly tennis and golf game my face-to-face social interactions were close to zero. My one saving grace up until last summer was my dog Max, who kept me busy and kept me company on long lonely days. Max past last July after more than 17 yrs. as my best friend. His passing was in a strange way an inflection point for me to get back to a daily grind.

A second reason this came as a surprise is the reality of Ageism in the workplace. Although I am an accomplished senior HR executive with a strong resume of leading HR organizations successfully, the time clock was working against me increasingly each passing day. As each month went by it became obvious that my resume was not being considered for a multitude of roles that I was more than qualified for. There is a reality in today’s world of work that individuals that are over 50 years old (and white males) have gone from being the first choice to the last choice for executive roles, especially in HR. Working four and sometimes five streams of gig work and teaching grad school HR at Adelphi was my answer to the discrimination towards my grey hair and aging body. Thankfully, my career afforded me the financial security  to do gig consulting for this period of time, but I was missing more than the social connections and the steady paycheck. I was missing being part of a team with a mission and vision. I had no north star pointing me in the right direction each morning. I know you might say that seems a bit cliché and it is. However, I was beginning to feel like a robot with my gig work. I had always identified myself by what I did for a living and had become irrelevant. Things that excited me such as speaking at conferences and writing for Fistful of Talent came to a grind halt during COVID.

Now I am starting my next lap around the proverbial track of work. I have close to 40 years of experience to draw on including 15 leading the HR function at three industry leading organizations under my belt. I am learning to be humble (a work in progress) and that I am no longer in charge. I am excited and at the same time anxious about this new role.

From adversity comes opportunity. COVID, a low unemployment rate, being in the right place at the right time are all factors in the next lap of my career. But so is the work experiences and wisdom that have been garnished in the years leading up to this. Hopefully these assets will be put to good use in my new role.

I will meet you at the finish line and let you know how my last lap went.

The Pivot

A pivot in basketball occurs when you change direction from a specific position. Much like a basketball pivot, I am pivoting in the latter stages of my career. As I mentioned in my last post, I have scaled back my social media and volunteering while pivoting with personal and professional growth opportunities. My CLA adventure is starting to blossom as I am expanding my role and project work as we head towards spring.

They say you have to give to get. My giving is more giving up than giving in that I am doing less of the extras to focus on a critical few things. I am dialed in with consulting and teaching grad school with my SHRM certification class work. I am trying to fit in my pickleball and tennis around the edges and will add back my Saturday golf game in a few short weeks. I am putting my Doctoral work on hold till the summer to make sure I have the time for my new work. This summer I will again pivot as my daughter’s wedding approaches. Another series of give and takes for sure.

My social media and speaking at conferences has also had to give as I make room for what is most important. I believe you can have it all, just not all at the same time. I am sure I still have a couple of encores left to give…just not right now….

I will be back in a few weeks to give you an update…and let you know how the pivot worked out!