Showing posts with label over 40. Show all posts
Showing posts with label over 40. Show all posts

Who employs older workers?



There are always plenty of opinions floating around about which types of business employ younger people and whether or not this is fair or even sensible. I have expressed my own views on this often enough on this and other blogs.

Today though I opted for a different tack. I thought I’d run some numbers and see what they revealed.

This was by no means an exhaustive study, but I was amazed by what I found.

I expected there to be few discernible patterns and yet I found quite the opposite. This quick dip into the numbers showed conclusively that there is a huge variation across business sectors when it comes to the age of their staff.

My method was simple enough. I just took the average age of employee as recorded in the Sunday Times top 50 best UK companies to work for as reported for 2014.

To calculate a simple benchmark, assuming a normal distribution curve based on an age range of 18 years to 65 years old, the mean age of employees should be 41 years. Higher than this means the workforce is older; and vice versa.

Now of course this assumes also that the available workers for each age group are the same, which of course, they are not. The baby boomers for example created a significant swelling of their age group as a proportion of the total population. So my purely mathematical average cannot be taken as wholly accurate – just a rough approximation.


Meet the new boss...


I simply wanted to discover which, if any sectors had demonstrably older workers and which ones had younger workers.

Since the average age of employee is not a significant factor in the Sunday times’ ranking, we can take this as a more or less randomised sample of the age profiles of people working in UK businesses today.

Moreover, every one of these firms has been assessed to be well liked by their employees, so they also represent some of our best employers.

So based on this data, here is the average age of employee at the top 50’s best UK firms to work for which I have re-ranked by oldest average age of employee to youngest (the original list rank is also shown in the first column):







N.b. I am not suggesting that my re-ranking makes any of these companies more or less ageist. There are plenty of perfectly valid and legitimate reasons why a company might have an older or younger age profile within its workforce.

What I was interested in was to see if there were any patterns when I re-ranked the list - and there certainly are.

The two firms ranking first and second are both from the same sector – contract catering.

Three of my list’s top 10 are from the pharmaceutical/medical sectors.

On the other hand, four of the five firms at the youngest end of this list were from two sectors – recruitment and financial services.

This list reveals other facts too. First the range of average ages 45 at oldest to 21 at youngest, reveals a huge range of age profiles across the sample firms – clearly if you are only in your early forties, you are already well past the average age of the majority of sectors’ employees.

Second, taking the approximate average age we’d expect to see – c.41 years - only 6 firms (12% of the list) had an average age that was older than this.

To sum it up, if you are over 40 and looking for work, contract catering looks like your best bet unless you have experience from the pharmaceutical sector…



Is it ageist that you may be turned down for a mortgage because you are over 40?


By Neil Patrick

Daily Mail 25 Nov 2014: “Over 40? Then you CAN'T have a mortgage: Banks are now rejecting borrowers who would still be paying off loan in retirement”.

This headline caught my eye today. And as is often the case with the Daily Mail, it’s a thinly disguised attempt at sensationalism. Nonetheless, I think it is very significant news, but not because of the implied injustices it alleges.

The essence of the "story" is that new research found that people aged over 40 seeking a standard 25-year mortgage are finding their options restricted because (assuming their mortgage runs its full term - which they rarely do) they will be borrowing beyond the “normal” retirement age of 65.

The new Mortgage Market Review (MMR) rules, which came into force in April, mean that lenders have to spend more time considering whether home buyers can afford the mortgages they are applying for. - not a bad thing at all in my view.

The report released yesterday by the Intermediary Mortgage Lenders Association (IMLA) stated that "interpretations" of the MMR have convinced many banks that lending into retirement now carries extra risk if borrowers go on to find that their retirement income is less than expected.



Mortgage lenders have typically applied an upper age limit of 65 for decades now. So this point isn't really anything new.

I think the real story here isn’t about mortgages and whether or not we get accepted or rejected for one when we apply. The simple facts are that lending is and always has been priced according to lenders’ rules around risk assessment. Basically, the higher the perceived risk, the higher the cost of the loan.

But if one lender rejects your application, there will almost always be others that will accept it, albeit at a higher price and/or on different terms.

Banks and lenders get a hard time from the media. Often, it is justified. Sometimes it’s not. In this case, they are damned if they do and damned if they don’t. If they were not making stricter assessments, they’d be criticised for encouraging over-indebtedness. By applying tougher rules, they are criticised for making mortgages less easily available to some people.

So as far as the new assessment rules are concerned, it’s really not a story.

No, the real story is far behind the headlines.

What is significant I think is what this news reveals about how banks currently view the financial prospects for people aged over 40 in the UK.

Looked at in this way, this news is a bombshell.

Forget the MMR rules, this news tells us that as far as the banks are concerned, the income prospects of people over 40 are very weak. Make no mistake, if a bank is happy that you can afford to repay a mortgage or other loan, they’ll be happy to lend you the money (and of course take the interest too).

So the MMR gripes are a smokescreen. And this isn’t a new form of age discrimination.

But it is a very troubling indication, that those whose business it is to understand the outlook for our incomes have decided that despite rising house prices, the outlook for most peoples' incomes remain very fragile indeed.


Do you have a career identity crisis?


By Marcia LaReau

Today, entire industries are collapsing at record speed. Trusted skill sets have become obsolete and new skills are in demand. In the midst of this unparalleled scope and speed of change, our future rests in our ability to sustain a credible career identity that is flexible, adaptable and embraces an inclusive, multi-cultural and global awareness.

How many times can one person experience an identity crisis?

Yes, that’s right…there have been several. When I finished high school I knew that I would major in music. There was no question in my mind that I was a headed for a music career. After college, I landed a job teaching at a state university and for over 15 years worked my way up through the ranks. Then came the first identity crisis—the “all too real” glass ceiling.

Over time I retooled my skills and conducted a semi-professional orchestra. My job was unexpectedly terminated— identity crisis Number 2. I went back to school for a performance degree and studied with a world-class conductor and pedagogue. After graduation while applying for new positions— 9/11. My entire industry took a hit***—identity crisis Number 3. I had to scramble.

I landed a corporate position as a Quality Control Analyst, then as a Training Director, but I was laid off after 15 months. With the help of some excellent career coaching I reinvented myself as a project manager and after 8 months re-entered the corporate landscape. Did you catch identity crisis Number 4?

Five years later, after I had transitioned to Human Resources, most of my division was laid off and the human resource labor pool hit market saturation. Meet identity crisis Number 5. I started my own business a year later in 2007. This is the sixth year of operations and I realize I’m going to make it.

As odd as it seems, I have already planned my next career identity and hope to achieve it within seven years. I’m no longer a victim. I’ve taken charge.





What is Career Identity?

My definition:

Career identity is the distinction given to ourselves or by an outside entity that defines the nature of the value that we bring to the work place. For example, Project Manager, Receptionist, Customer Service Representative, and Curriculum Designer.

Are people simply ambivalent about their careers?

Dr. Judith Sherven, PhD (who has over 6,400 followers on LinkedIn!), wrote the article: Why People Are So Afraid to Own Their Careers.

The primary reasons people gave were:
  • Self-promotion is uncomfortable, 
  • Office politics are “demeaning” and, 
  • Reducing one’s career to a 90 second elevator speech is unreasonable and they didn’t know where to start. 
All these reasons are truly valid and they are all personal. The career crises in my career were a combination of individual crises and global and systemic changes that were completely out of my ability to influence.

NOTE: Dr. Sherven gives excellent tips on how to mentally process the primary reasons people gave for their personal career identity. She also brings action steps to manage those challenges. If you relate, please read the article.

New causes of a career identity crisis:

There are probably as many reasons for a career identity crisis as there are people who have experienced them. With the speed of change that is affecting commerce, I believe there are critical components that factors into the equation. Failure to do so is to be left on the side of the road.

The Great Recession, new advancements in technology, and demographic changes in our labor pool have, in my opinion, brought about identity crises for segments of the working population.

Here are a few examples:

  • In the U.S. in 2012, college grads faced a combined unemployment and underemployment rate of 52 percent. This is partially a result of the high number of Millennials entering the workforce. 
  • Tablets and other technologies have brought changes to the printing industry, especially newsprint. 
  • Global communications have, in part, laid the foundation for countless technology jobs to migrate offshore to India and beyond. 
  • With the emergence of social media, the marketing industry has changed dramatically and new skill sets have emerged as the former trusted skillsets have become obsolete.
  • These and other change-agents have brought to the fore, the need to hone the skills to be able to change career identities throughout our work-life.


Gone are the days of the gold watch!

That’s right. There was a time when a person started their career with one specific job. Perhaps they processed orders, sold products, or analyzed business needs. They expected to stay with “their” company for the duration of their career. They looked forward, “with great pride” to the day they received a gold watch.

Not anymore.

Today, we are expected to change jobs every three or four years. The very work we perform at the workplace will not likely be there in four years (so thirty-five years…?). And finally, the gold watch. It too has become a relic.

Tips on creating your career identity:

Whether you are a recent graduate trying to establish your career identity, or you already have career experience:
  • Be selective in your networking activities so there is time to establish real relationships and genuinely demonstrate your value to select members in your network. Choose carefully. 
  • Routinely and intentionally find people that you respect and can serve as accountability partners. These are people you get to know well and connect with on a regular basis. Choose thoughtfully.
  • Identify quality leaders and visionaries in your industry and follow them. Choose broadly. When an opportunity arises to connect with them, do so. 
  • Especially if you are in your early career, find mentors who will challenge you and champion you on your career path. Choose wisely. 
  • If you are in your mid or late career, select and mentor individuals who are finding their way. Choose liberally. 
  • Make a commitment to your industry, to be informed and aware of the factors that may cause a change in direction. 
  • Remain flexible, keep a global perspective, and be willing to embrace new cultures and new technologies. 
A four and eight year plan:
  1. Think about the kind of positions or roles you would like to fill in eight years. 
  2. Ask, “What kind of people are selected for these positions?” These become your target positions in four years. (Search for job postings and check out the Requirements to find the needed skills, experience, and training.) 
  3. Now ask what kind of position you need now to be ready for the next step in four years. 
  4. These are the positions you should apply for now. 
  5. Once you land a job, watch for changes in your industry and adjust your four and eight year goals to change with the future forecast. 
*** Since 9/11 an orchestra has closed its doors every week. That’s approximately 630 orchestras.


Called a Creative Thinker, Career Futurist, and a person of unusual solution, Marcia LaReau founded Forward Motion, LLC in 2007. Since that time, she has become a recognized leader in the employment industry, and Forward Motion has spread across the United States and abroad to help jobseekers find jobs that fit.

Website: http://forwardmotioncareers.com/
Blog: http://forwardmotioncareers.com/category/blog/
Twitter: http://twitter.com/ForwardMotionUS

How employers are wrecking lives


By Linda McSweeny

Spring is upon us, Australia's collective well-being is booming, and our economy is the envy of the world. Yet far from enjoying the fruits of their labours, many workers - even those in well-paying professional jobs - are living in fear that their livelihoods may disappear.

Whether it be the post-Global Financial Crisis unemployment horror stories filtering through from overseas; the rapid rate of technological change that has meant workers can be "on tap" 24 hours a day, or the rapid pursuit of material benefits, many workers fear that the only way they can stay afloat is to work harder and longer - often at the expense of their health.

Psychologist Dr Tim Sharp says work-related angst in Australia is very real. He says the GFC has shaken the confidence of many workers, particularly in industries such as banking, but he also says the modernisation of the workplace means we no longer have "jobs for life" and people are struggling to adjust to this new reality.

Edward* is 40. He has two university degrees, a loving family, and what appears to be the textbook life he craved as a young boy. But beneath the rosy surface lies a man sweating about job security. The operations manager for a global company rarely switches off from work, toiling from home at night and on weekends, juggling his smartphone and laptop and waking in the small hours to answer phone calls from clients. He often can't sleep because work issues pull him from his slumber.

Edward rarely engages in social activities or sport but tries to spend any spare time interacting with his two young children and partner, who works part time. He contemplates scrambling out of his work-heavy hole but can't fathom an exit plan. He says he has already made one career switch and doesn't fancy another.

"I know it's not sustainable for myself or my family to keep working around the clock and fixating on the fear that I could lose my job, but if I say no to my boss when he needs me, he'll find somebody who will do it," Edward says. He admits his fears were heightened after he watched three of his close work colleagues made to move on from their jobs in recent months.

The fear of job loss is real, even in Australia's reasonable economic climate, and researchers say there's mounting evidence of mental health issues arising from organisational downsizing and global economic crises.

Tony*, a 30-something finance worker, says he works about 70 hours a week to ensure he maintains his "high performer" status. He's also responsible for implementing downsizing operations and sees firsthand scores of colleagues increasing their work hours and input and/or turning to alcohol to cope with the fear of being the next worker asked to leave.

"I know that if I overperform and stay ahead of the pack, I'll be reasonably safe, though you can never really be sure of these things," Tony says.

But he feels battered by the consistently long hours, work-related travel and reliance on alcohol to alleviate stress. "I'm in my mid-30s but I feel like I'm 50 actually, I honestly do."

Those employees left standing in organisations or industries facing cuts often start to show signs of mental and physical stress as they fear being the next one to find themselves unemployed, according to studies cited by University of NSW psychiatrist and Black Dog Institute researcher Dr Samuel Harvey. Some push themselves into productivity overdrive simply out of fear of job loss.

Downsizing may increase sick leave and the risk of death from cardiovascular disease in employees who keep their job, according to a paper in BMJ (the former British Medical Journal). The results of the study, conducted in four towns in Finland during a severe economic decline from 1991 to 1996, were so stark, the authors called on policymakers, employers and occupational health professionals to recognise that downsizing may pose a "severe risk to health".

There was a clear rise in suicides after the GFC of 2008, with almost 5000 more suicides - primarily men - across 54 countries in Europe, the Americas and Asia in 2009, according to a new study published in the British Medical Journal.

"We know that just being in fear of losing your job is also associated with poorer mental health. Those people who feel less secure in their job have higher rates of mental health symptoms and lower rates of mental well-being," Harvey says.

Goldman Sachs boss Lloyd Blankfein recently highlighted what he saw as a mismatch between Australia's economic status and the attitude of its workforce.

"I've been coming here for a long, long time and during the past two decades of growth, growth, growth, people are always distraught, overwrought, wringing their hands about how horrible things are and, to my observation, they don't look that bad."

Real or imagined, a perception of job losses affects productivity, stress levels and family life, and researchers are trying to find evidence on which tools are best to help people deal with their fears, such as e-health and resilience programs supported by employers.

"What drives that perception is sometimes reality, but it's sometimes more about that individual and their way of viewing the world and their place within it. Some people are just worriers and we know that's a risk for mental health problems. But there's a lot of work going on now about whether you can help people build their levels of resilience and teach them techniques to alter the way they view some of these risks and the extent to which they ruminate on them," Harvey says.

Employers are being urged to help with the mental health of workers via the Mentally Healthy Workplace Alliance partnership between business, community and government. One of its aims is to find out what works and what doesn't when it comes to a mentally healthy workplace.

"Sometimes [job losses] have to happen, but certainly if people pause and think about the way they happen and the support given to individuals, we might be able to prevent some of these problems," Harvey says.

Sharp says the first step for workers is to seek information from their employer if they fear job loss to ensure they know what they're dealing with. Sometimes they can improve their performance, but other times, it may be beyond their control while an organisation seeks to downsize. For employers, they should reassure their workforce as best they can, to give employees a sense of security and stability.

Job loss was real for Sydneysider Nigel Marsh, who found himself "fat, 40 and fired" in 2003 and was so affected by the upheaval, he wrote a book about his experience, which is poised to become a TV series.

"For me, it was absolutely devastating," Marsh says. "I was a 40-year-old man with four children under the age of five and a wife who didn't have a job, so I thought my life was over. I thought I may never work again. It was totally devastating."

Marsh says he had an inkling of impending doom when talk of a merger involving the company that employed him began. Since the release of his book, he has received harrowing emails about people's job-loss stories in a society that he says glorifies overwork.

"You get this thing where people say, for example, 'Oh Amanda, she's so wonderful, she's always the first in, she's always the last to leave, she works every weekend, and she never takes any of her holidays', and you go, 'Well why are we holding that up as heroic when it's moronic or tragic?' It shouldn't be held up as, 'Oh yippee!', it should be seen as sad. Let's give her some help," Marsh says.

While his situation felt disastrous when it happened, the job loss gave him time to change his life. He took a redundancy package, wrote his book, lost weight, got fit, gave up alcohol and became more present in his family's life. He says any anxiety he has about job loss is now manageable.



"I've embraced the fear. I've tried to turn anxiety into anticipation. Until 40, I was taking a conventional approach to work; since then, I've been trying a different route," says Marsh, who now works in the corporate world, as well as being the author of three books, founder of the Sydney Skinny swim event, and a public speaker.

The key for employers to help in the mental health of their workers is to share information and ensure there are no surprises, says the University of Sydney's Workplace Research Centre director, Professor John Buchanan.

"If people get advanced notice, it makes a huge difference to their capacity to adjust and minimise the negative impact," he says.

*Names withheld

Read more: http://www.canberratimes.com.au/lifestyle/life/when-the-work-day-never-ends-20130920-2u42c.html#ixzz2fi3gI2Kf

What I know now – 9 lessons from my life


By Jim Langendorf

My last post was about my realization that my life was at half time and that I now knew the things I wish I'd have known when I was 23.

Upon further reflection, I thought a list of those lessons would be helpful.

I have nothing to fear if I am not liked. The most important lesson, which is applicable to business and professional life alike is that I am worthy of respect, if not affection. I don't like everyone and they are as unharmed by my lack of affection for them as I am of theirs for me. 

Time is fleeting but patience is rewarded. One must act with conviction, but be prepared to wait for results. It is often not clear what the consequences of our actions will be, but if you believe you are right, then you should act.

Consistency and diligence beat flashes of brilliance. Some of the brightest students in law school were unable to pass the bar exam. They could bring it to an essay exam for a class, and get As, but they could not maintain their focus and concentration at the big moments in July and February. Better to be regularly competent than only infrequently extraordinary. (See, Thomas Edison).

The front line of any organization is what gets work done. If you want to assure failure and rejection, then treat the waitresses, clerks, cashiers and janitors with disdain and disrespect. Almost everyone has to start somewhere. Some people start and stay lower on the "ladder." But they are mothers, fathers, husbands and wives, brothers and sisters. They are important in their own way in their own world. Almost everyone is doing the best that they can. Understand and respect them and thank them for their efforts.

Tip generously when it's deserved. Tip generously in advance to guarantee great service.

Show up and act like you belong where you are. If you believe, then other people are inclined to believe it too. If you believe that you can do anything and be anywhere you want, then you can be. It may be that simple.

There is a virtually infinite amount of money circulating the planet. You can have as much as you want, but you have to make an effort to get it. It will not automatically flow to you. Trillions are flowing all of the time. You only need a small part of that flow to be wildly rich. If I knew exactly how to do it, then I'd be rich too. I'm still working on the mechanics.

Go big. You can spend an hour digging a ditch, or selling industrial supplies, or learning how to finance a rental property with no money down. The hour digging a ditch pays quickly but only a little bit. The closed sale, or the refinanced rental may take a little longer to actually happen, but the payoff is far greater. Put your time into high return efforts and act on them, consistently.

Be courageous. Ask yourself what is the worst that can happen? Or remind yourself of the worst thing facing you a month, or six months, or even a year ago and recognize that you made it. It passed. Be bold. It pays off.

On that note, I am off to work. I have to litigate, settle and ideate for a while. Check out my website, http://www.langendorflaw.com/


Jim Langendorf is a law firm operator and an entrepreneur who spends much of his time in federal court recovering unpaid overtime wages for his clients. When he isn't practicing law, he is on a mission to self-improvement, wealth and health. He is always looking for opportunities where everyone wins.

Jim authors two blogs, Rashinal Thoughts http://rashinality.blogspot.com/and the more legal industry focused Donning and Doffing, http:// http://donanddoff.blogspot.com/ He welcomes new followers to both.

What a New Set of Skills Can Do


By Marci Alboher, vice president of Encore.org, and the author of "The Encore Career Handbook: How to Make a Living and a Difference in the Second Half of Life."


The plight of jobless Americans in their 50s and 60s is well documented, and it deserves attention.

But there’s a different, more optimistic story unfolding. A small army of baby boomers is hitting midlife eager to apply their talent and experience to solving some of our country’s - and the world’s - toughest problems, from homelessness to climate change.

Colleges and career coaches recognize that people in their 50s and 60s seeking to put their skills to good use are good customers.

Often the first step is getting new skills. Consider Gary Bates, an airline pilot forced into mandatory retirement, who, together with his wife Beth, started Care-To-Go, which provides in-home and travelling elder companions. The Bateses gained credentials as caregivers at Gateway Community College in Phoenix and honed their business chops through the help of mentors and coaches.

Colleges and career coaches recognize that people in their 50s and 60s seeking to put their skills to good use are good customers. Structured programs offer another option. At ReServe, operating in seven locations in the U.S., skilled workers 55 and older are placed at nonprofit and public agencies in part-time projects with modest stipends. For some, that work is the destination. For others, it’s a gateway to a new kind of work, much like internships are for young people.

The Encore Fellows program is another model. Encore Fellowships – currently available in 20 metropolitan areas around the country – matches seasoned professionals from the private sector with nonprofits. The fellows, who earn a stipend, make high-level contributions to these nonprofit groups while learning about a new culture. After the one-year program, most fellows remain in the nonprofit sector in paid positions.

Some argue that keeping older workers in the work force will make it harder for young people to launch or advance their careers. But consider this: many people in encore careers start businesses and nonprofits that generate jobs. And pathways like ReServe and Encore Fellowships create incentives for experienced workers to move on and for younger workers to take their places.

Let’s also remember that today’s 20-year-olds will eventually be 50-year-olds. No doubt millions among them, too, will want to be able to contribute to society while earning a living -- in an enriching, multigenerational workforce. 

Join Room for Debate on Facebook and follow updates on twitter.com/roomfordebate.

Financial Planning for Newly-Single Boomers



This scenario is very familiar to boomers: a couple, married 30-plus years, with three great kids, maybe some grandkids, living in a beautiful home and nearing retirement call it quits and head to divorce court.

Baby boomers turned empty-nesters are increasingly filing for divorce as they find themselves no longer happy with the partner they have spent so many years with.

New research by sociologists Susan Brown and I-Fen Lin of Bowling Green State University find the divorce rate among people 50 and over continues to increase.  For new baby-boomer empty nesters, the divorce rate has doubled over the past two decades with 1 in 4 now getting divorced.

Getting divorced later in life can impact boomers’ financial situations in a very complex manner especially when it comes to dividing retirement accounts.

According to Howard Hook, a certified financial planner with EKS Associates in Princeton, N.J., when it comes to aging and finances, the cards are often stacked against singles -especially newly-solitaire boomers. 
 
Hook offered the following advice to suddenly-single boomers on how they can best protect their assets and navigate their finances when in or approaching retirement:

Boomer: What disadvantages would suddenly-single baby boomers encounter in terms of taxes and deductions? 

Hook: Suddenly-single baby boomer will be paying a higher percentage of tax on their income compared to married boomers.

Here’s an example:

Two households both earning $150,000. Household A consists of a single baby boomer and Household B consists of married baby boomers. Household A will pay 19% more federal income tax than Household B.  

The tax code is written such that more of the taxable income for a household consisting of married taxpayer’s is taxed at lower rates than the taxable income in a single household’s taxable income. 

Another disadvantage for singles is the potential loss of certain tax deductions that may have been taken while married. For example, someone who received the primary residence as part of a divorce settlement would continue to take a deduction for property taxes while the person not receiving the home as part of the settlement would not be able to take the deduction unless they bought another home. 

Boomer: What retirement strategies do newly-divorced boomers not have that are available to married people? 

Hook: The ability to stretch pension benefits over more than one life span. 
Companies that offer a pension plan for their employees many times do not allow an un-married person the option of paying the pension over “joint lives”, an option available to a married employee with their spouse. This can be harmful for a recently-divorced person who may be financially supporting a sibling or an older parent who wants reassurance the relative will be taken care of if they pass away.

Singles also lose the ability to maximize the amount of money saved in a qualified retirement account such as a 401(k) or 403(b).The maximum contribution for someone over age 50 to a 401(k) plan is $23,000 (in 2013). A married couple where both spouses are eligible for a 401(k)plan can contribute twice the amount or $46,000 in total.   

Boomer: Why do you find that newly single boomers are largely ignored by financial professionals and how can they get the financial assistance they need? 

Hook: There is a misconception that certain planning strategies do not apply to single people.

For example, one of the reasons for someone to buy life insurance is to provide for a surviving spouse’s needs. There may be an assumption that without a spouse, the single boomer may not need life insurance. This may have been true many years ago, but today, many people find themselves caring for older family members or domestic partners that would need the life insurance. 

One of the most common estate planning strategies to reduce estate taxes is for spouses to create trusts for each other’s benefits in order to maximize the amount of assets that can pass to their beneficiaries free of Federal and / or state estate tax. For a boomer with no spouse, there may be a presumption that there is no need for this trust. However, there are other, non-tax reasons to create trusts (creditor protection, control of timing of distribution of assets after death are two), that make the inclusion of a trust for a single person as important as for a married person.

Boomer: What happens with joint credit cards and installment loans, how can single boomers best deal with these financial burdens? 

Hook: Much depends on the divorce agreement as to who is responsible to pay these debts. Proper planning before the divorce is finalized is crucial to dealing effectively with these issues. 

If the single boomer is saddled with paying debt, care should be taken as to how to pay off the debt. If current income is not sufficient to do so, then the assets received in the divorce become important. Non-liquid assets (such as a home) or retirement assets are not particularly good assets to use to pay off debt. Paying off debt by refinancing a home may make sense, but may not be possible depending upon the ability to qualify for a mortgage. Taking distributions from retirement assets is tax inefficient as taxes need to be paid on those distributions, causing more money to come out of the account to pay the tax than needs to be taken to pay down the debt.

If assuming debt is part of the agreement, then a portion of the assets received in the divorce should be liquid assets not located in retirement accounts.    

Boomer: What should suddenly-single boomers take into financial consideration before selling the home they have jointly owned for 20-plus years?

Hook: When selling a home, boomers need to take into consideration the costs of a new home and the taxes that will be incurred upon selling the existing home.

Someone who has not purchased (or rented) a home for more than 20 years  may not realize the increased costs associated with the initial purchase of a new home (closing costs, repairs and maintenance) as well as the ongoing costs of a new home (property taxes, utilities, etc.)

Income taxes on the sale of the home are also important and tricky. The tax code allows the first $500,000 of gain on the sale of a home considered to have been the primary residence of a married couple in two of the previous five years. This exclusion is only $250,000 for a single taxpayer. Therefore, if the boomer who is about to become single intends to sell the home, it may make sense to do so in a tax year that they can still file as married with their spouse. If this is the case, the single boomer receives the proceeds from the sale. The amount of the exclusion is dependent upon the marital status of the single boomer at the end of the tax year in which the home is sold and not the marital status at the date of sale. Therefore, it may be necessary to delay the final divorce agreement until after Dec. 31 of the year of sale to take advantage of the $500,000 exclusion.

Older employees have stronger decision-making skills: Study



Older workers are more conscientious, careful and organised when it comes to taking a decision at work than those in younger age groups, according to a new study.

The study suggested that ageing does not correlate with a deteriorating ability to think for ourselves, contrary to conventional wisdom that suggests cognitive function begins to decline in the mid-40s.

Researchers found older decision makers are as logically consistent as younger ones and that increased age alone was not a key factor in predicting impaired decision-making capacity, BusinessNewsDaily reported.

Research by the MetLife Mature Market Institute and the Center for BrainHealth at the University of Texas at Dallas found that healthy adults in their 50s, 60s, and 70s who demonstrated smart decision-making also excelled at strategic learning  - the ability to sift more important information from the less important. 

“The study findings are a crucial first step to move beyond age as a demographic factor used to explain impaired decision-making,” said Sandra Chapman, founder and Chief Director of the Center for BrainHealth. 

The research was based on tests of 72 adults with ages evenly divided between men and women within each of the three decades (50s, 60s and 70s).  

Each participant was tested on a framing task to measure the logical consistency of their decision-making behaviour and assessed to determine their level of cognitive functioning.

The research discovered that seniors who excel in strategic learning are also more likely to make sound financial decisions.

Specifically, those study participants who performed well in sifting important information on the strategic learning measure made more logically consistent financial decisions, while those who didn’t perform as well were less logically consistent and showed a bias toward riskier choices that had the potential for either financial gain or loss.

“Rather than attributing impaired decision-making to age alone, approaches that assess an individual’s strategic learning ability and cognitive function can improve our understanding of decision-making capacity at all ages and between genders,” said Sandra Timmermann, Director of the MetLife Mature Market Institute.

http://www.thehindubusinessline.com/industry-and-economy/older-employees-have-strong-decisionmaking-skills-study/article4244621.ece

Ageism in the Tech Sector


When Randy Adams, 60, was looking for a chief-executive officer job in Silicon Valley last year, he got turned down from position after position that he thought he was going to nail — only to see much younger, less-experienced men win out.

Finally, before heading into his next interview, he shaved off his grey hair and traded in his loafers for a pair of Converse sneakers. The board hired him.

"I don't think I would have been able to get this CEO job if I hadn't shaved my head," says Adams, who has founded eight venture-backed companies. He is now chairman of the company that hired him, mobile conference-call service Socialdial, and is fundraising for a new business. Adams has supplemented his makeover by trading in his button-down shirts for T-shirts, making sure he owns the latest gadgets, and getting an eyelid lift.

Forty is definitely not the new 30 in Tech, it would seem:

"I don't think in the outside world, outside tech, anyone in their 40s would think age discrimination was happening to them," says Cliff Palefsky, a San Francisco employment attorney who has fielded age-discrimination inquiries from people in their early 40s. But they feel it in the Bay Area, he said, and it's "100 percent due to the new, young, tech start-up mindset."

They go on to point out that there are some benefits of youth, but it is possibly being over-emphasized now:

In some cases, there are reasons other than bias for preferring younger workers in a startup setting. People with young children can be strapped for time and less able to work long, late hours. Younger workers are more likely to be expert in the newest software programming protocols. Young entrepreneurs, like many others, often move instinctively in hiring from the cohort of those they know.

Yet there are some indications that age bias is now part of the culture in Silicon Valley - especially visible in what Adams of Socialdial calls the "cachet of the young entrepreneur." When young executives like Zuckerberg are successful, their age often gets a lot of attention. Successful older entrepreneurs, on the other hand, take pride in every aspect of their accomplishments - except their age.

So when the software company Workday went public last month and raised $637 million, little attention was paid to the fact that co-founder and co-CEO David Duffield is 72.

My own experience and those of other "wrong-side-of-40's" in the industry I know (bearing in mind anecdote is not the plural of data of course) is that no, we are not as up on the intricacies of the latest cool language, but our experience also shows us that the big drivers of success are seldom to do with the tech itself, nor working long and hard instead of smart. It's about managing risk, enthusing people, controlling cash, ensuring delivery quality, attracting customers, managing expectations - and while experience doesn't guarantee success in this, it does increase it's probability, as it's a learning curve thing. Which is why, when the going gets tough, Boards start to want a "grown up in charge" (Google, Facebook...and now Groupon it would seem). Horses for courses, as they say....

And, if I was being exceedingly cynical, I would suspect that some of the preference for youthful startups is their naivete, allowing funders to strike deals that no-one who has been around the block would ever accept.


http://www.broadstuff.com/archives/2677-Ageism-in-the-Tech-Sector.html

The 6 Deadly Excuses of Job Hunters


If these reasons for not finding work sound familiar, snap out of it by following this career coach's advice



"If you're over 50 and laid off, you can forget about finding another good job."

These words came from a 60-something friend, a survivor of dozens of layoffs at a large tech company. As a career coach, I'm sorry to report that my experience shows that she echoes what many boomers think.

I'll concede that there's a grain of truth to what my friend is saying (times are tough and many jobs have gone overseas). That said, I also believe that plenty of out-of-work Americans in their 50s and 60s need to stop making excuses and start getting realistic about their job searches.

These are the six excuses I hear most often and my "no excuses" advice to deal with them:

Excuse No. 1: "My resumé is just going into a black hole."

Don't blame the black hole. Blame yourself for an outdated job-search strategy.

(MORE: Why Aren't Older Unemployed Americans Getting Hired?)

A resumé might have helped you stand out 10 years ago. But today, with an abundant supply of middle-aged job seekers, your experience and credentials make you just one in a crowd.

My "no excuses" advice: Work on ways to differentiate yourself as a job candidate and to create meaningful relationships with people who can help you get hired. Both can pay off more than hitting the submit button on another online job post.

Make a list of 10 things that set you apart from your peers and ask your friends to validate the list. Then reach out to five people you’ve lost touch with who might know of job openings. Set a time to catch up and when the conversation turns to you, tell them how you'd like to make a significant impact in your next job, applying your "special sauce."

You should also get your unique talents and expertise into your LinkedIn profile (which shouldn't be a cut and paste version of your resumé). According to a Jobvite survey in 2012, 93 percent of recruiters use LinkedIn to find candidates. Next Avenue has an article I wrote showing how to make your LinkedIn profile compelling.

Excuse No. 2: "I can’t afford to take a pay cut."

Time to face reality: The last job you had, at that pay scale, may not exist anymore.

My "no excuses" advice: Take a hard look at your expenses and how much income you really need to cover them. Create a "minimum threshold" budget you can live with then explore alternatives to trim your daily living costs. If you have kids about to enter college, consider a wide range of schools with different tuition prices.

And remember that there are plenty of other criteria beyond pay. You might want to work somewhere that offers you the potential to make an impact on the world, stimulate your intellectual curiosity or serve as a stepping stone to future opportunities.

When you're job-hunting, never forget to factor in what I like to call the "Happiness Quotient."

Excuse No. 3: "I’m too old."

This is a favorite excuse for people who've given up on themselves and their ability to adapt to the work world of 2012.

(MORE: When the Job Interviewer Thinks You're Too Old)

The truth is, if you're able-bodied and mentally competent, you're not too old to get hired. But you may need to get up to speed on the best ways to look for work today, improve your social media skills to cast a wider net for your job search or even consider reinventing yourself in a new career. So take the time to invest in yourself.

My "no excuses" advice: A great place to start adapting to today's job market is your alma mater's career services department. As Next Avenue has noted, many colleges now offer alumni free or low-cost career counseling, job-search webinars and in-person workshops on such topics as personal branding to make yourself a stronger candidate.

For those who claim that some hiring managers are guilty of age discrimination when selecting candidates, well, you’re right.

There are cases where the interviewer will think you're too old. Prove them wrong! Make your pitch for the open position so compelling that age won't enter the picture.

Or boost your expertise to become a consultant, so you can avoid hiring managers altogether. My 60-something colleague, Walter Akana, started sharpening his social media skills a few years ago and now teaches social media to M.B.A. students and midcareer professionals. No one questions his age because his knowledge and expertise are all that matter.

It's also not too late to launch an encore career. Start by volunteering at a nonprofit to get a lay of the land and make valuable connections. When an appropriate salaried position opens up, you'll be a known quantity. Check out encore.org and the encore.org articles on Next Avenue to learn more about creating an encore career.

Excuse No. 4: "Companies don't appreciate my experience."

Being bitter is guaranteed to turn off prospective employers and keep you stuck in a rut. Get over yourself.

(MORE: Fitting Volunteering Into Your Life)

My "no excuses" advice: Take a hard look at the last jobs you held. There may be a reason they didn't last. Maybe those positions weren't right for you in the first place. If so, this is your opportunity to seek a role where you can truly do your best work.

Become more aware of your true talents. One way to do this is by reading Tom Rath's excellent book, StrengthsFinder 2.0.

Another way is by working with a career coach or counselor.

Once you've homed in on what you're best at, practice presenting yourself for interviews through stories that illustrate your talents in action.

Excuse No. 5: "If I take this job, I'll be moving backward."

Too many job seekers think their next landing place must be "the perfect move." When it doesn't materialize, they become discouraged. But your next career move is just that — the next move, not necessarily the perfect move.

My "no excuses" advice: Don't think of a potential job being beneath you just because it offers less seniority or pay than your last one. Instead, think of how you can leverage the position down the road.

I call these "stepping stone" jobs. They're meant to get you on the right track, as opposed to landing at an ultimate destination.

(MORE: Life Experience Counts When Searching for a New Career)

It's worthwhile to consider job offers that will move you in a promising direction or even laterally, even if it's not where you eventually want to end up. Lateral career moves have become a powerful way to gain traction so you can eventually achieve bigger goals.

Here's a suggestion: Think of your "ideal" job.  Now, think of two types of jobs that are stepping stones to that one and start hunting.

Excuse No. 6: "I can’t find a job because the economy is lousy." 

This is the most damaging excuse of all. Many of the changes on the employment front over the last few years are fundamental — things like hiring contractors instead of full-timers or thinning out middle managers. These moves won't come undone in a better economy. The recession may have exacerbated the trends, but it didn't cause them.

My "no excuses" advice: What you're seeing today is the new normal. Get used to a different way of finding work — one where it pays to think like a business owner.

Market yourself effectively. Know your competitive advantage. Provide value consistently. Develop multiple revenue streams.

Sure, these strategies take work. But what's the alternative?

The bonus is that when you're able to take control of your career, you're no longer left to the whims of a single employer. Rather, you'll have built the foundation for creating new opportunities that fit within your sweet spot: the type of work you do best and enjoy the most.

Now, that's a recipe for professional fulfillment.


http://www.nextavenue.org/article/2012-11/6-deadly-excuses-job-hunters

Mature Job Search - your routemap to success (VIDEO)

I've talked a great deal on this blog about the obstacles to mature jobseekers. It's high time I think to put that aside and get on to the practical steps you can take to ensure your success in such a difficult jobs market.

Personally I like working to a plan. In my experience any successful project needs a plan and job searching is no exception. This video will provide you with exactly that. It's Erica Otto from The Dubin Group and here she focusses on a step by step job search plan for the mature job seeker.

It's packed with good advice, and I'm sure there will be plenty here to enhance your plan if you already have one - and if you don't have one it will provide you with all you need to put one together fast.

As always, I look forward to feedback and comments.


What Boomer Women Can Learn About Aging From (Gasp) Older Women


By Emily Esfahani Smith

Members of this authority-averse generation should reconsider their stance on listening to their elders.

"To know how to grow old is the master-work of wisdom, and one of the most difficult chapters in the great art of living," wrote the Swiss philosopher, poet, and critic Henri-Frédéric Amiel in 1874.

Nearly a century and a half later, the largest group of Americans by age - the baby boomers -is learning just how hard that great art of living can be. In a culture fixated on youth and mesmerized by plastic beauty, boomer women are having a particularly tough go at it as they enter their seventh decade of life. "Turning 40 is horrible. People that say it isn't are full of shit," Sofia Vergara, Modern Family's it-girl, recently said, reflecting our culture's attitude to aging.

What, then, of turning 70? Or even 65, as Boomers, born between 1946 and 1964, are poised to do en masse for the next two decades? 

As a generation, the boomers famously rebelled against authority- "don't trust anyone over 30." One thing that they can do now that they are older, however, is learn from the generation that immediately preceded them. According to the CDC, the incidence of major depression in the population is lowest in those older adults. The boomers, by contrast, are the most depressed adult age group in this country.

Ellen Cole, a 71-year-old Harvard-trained psychologist and professor at the College of St. Rose in Albany, N.Y., is among the younger members of that older age group, the relatively small but remarkable "Silent generation." Cole is interested in how the lessons of her generation can apply to boomer women. "We pre-baby boomers might have wisdom to impart to those close on our heels who [have begun] to turn 65," she wrote in the Retiring But Not Shy (2012), a book about how feminists are adjusting to their post-career lives.

Born during the trying years between the Great Depression and World War II (1925-1942), the Silents are sandwiched in between the Greatest Generation, who fought in World War II, and the Baby Boomers, who grew up in a more nurturing environment.

In 1953, when the younger Silents, Cole's peers, were still kids, Simone de Beauvoir's The Second Sex was published. By the time they were 18—entering into college—it was 1960, the same year that the Pill was officially approved by the FDA. As they were leaving college, Betty Friedan's The Feminine Mystique came out, which, more than anything else, officially launched second-wave feminism as a mass cultural movement. Friedan interviewed suburban housewives of her generation and found that many of them were dissatisfied with their lives as homemakers. Three years later, Friedan teamed up with some other feminists to form the National Organization for Women.
Cole was in grad school at Harvard when the book came out. "It turned my world upside down. Before that, my ex-husband wouldn't let me drive the car we got for a wedding present, and I never thought twice about it. After that there were conscious-raising groups galore," she tells me.

In those days, Cole's peers were in their 20s and determined to not make the same mistake as the women featured in Friedan's book. Entering the workforce en masse, and defining themselves, in large part, through their careers, they succeeded. Today, decades later, what Cole is interested in—and what the boomer women need insight on—is how her generation of gritty feminists would transition out of their jobs into happy old age.

***

The 79 million boomers alive today make up over a quarter of the entire American population. Last year, the oldest members of the generation turned 65. For the next 18 years, 10,000 boomers will turn 65 each day, according to the Pew Research Center. Today, the average life expectancy for women in America is 81 years old. For men, it is 76 years old. According to Gallup, the expected retirement age in the United States is 67. So, as Boomers enter into the retirement that precedes the end of their lives, will they find meaning and satisfaction as they age? Will they thrive, flourish, take a slow ride off into the sunset?

This is an enormously important question not just because of the implications it has on the happiness of real people, but also for the consequences it will have on society, social services, and our culture as a whole. As Pew points out, "By force of numbers alone, they almost certainly will redefine old age in America, just as they've made their mark on teen culture, young adult life and middle age."

The baby boomers are becoming characterized by startlingly high rates of depression and pessimism. Boomers are more depressed and less satisfied with their lives than both those who are older and younger than them, according to a study published in the American Sociological Review in 2008.

Women, in particular, are suffering. In the American population generally, women tend to be more depressive than men, and this is true of the boomers as well. In 2008, the Centers for Disease Control and Prevention found that between 1999 and 2004, rates of suicide increased by 20 percent for 45-to-54-year-olds, a far greater increase than that experienced in nearly every other age group. Among women who were 45-to-54-year-olds, the increase was a staggering 31 percent. Suicide aside, boomers have found another way to cope with their doldrums: according to the National Institute of Health, between 2002 and 2011, the number of illicit drugs users aged 50 to 59 tripled. 

What is going on? This is a generation that is better educated, more successful, and has better access to health care than the generations that directly preceded it. This is the generation whose women benefitted from the gains of second wave feminism.

Experts on aging, depression, and happiness are at a loss for what is causing the boomers' funk. One explanation is stress. "Much of the research is pointing to daily stress as a precipitator of their depression," according to Donald A. Malone, Jr., the director of the Mood and Anxiety Clinic in the department of psychiatry and psychology at the Cleveland Clinic.

Yang Yang, a professor of sociology at UNC Chapel Hill and the author of the mentioned American Sociological Review study, explained it in terms of their enormously high and ultimately dashed expectations: "The generation as a group was so large, and their expectations were so great, that not everyone in the group could get what he or she wanted as they aged due to competition for opportunities. This could lead to disappointment that could undermine happiness," she said when her study was released in 2008.

These two phenomena have particularly impacted the women of that generation. According to George Vaillant, a Harvard psychiatrist and expert on healthy aging, the boomer women, who tried to reign supreme both at work and at home, put an enormous amount of responsibility on themselves. Now that these women, who defined themselves in terms of their careers and children, are approaching retirement and empty nests, they will be forced to redefine their lives and identities. "The women before them," he explains in an interview, "already knew how to be unemployed. The boomer women will have to learn." They will have to find something to live for—a purpose.

From the work of social scientists Nicholas Christakis and James H. Fowler, we know that mental states, like depression, can spread in social networks to up to three degrees of separation, the same way a virus, like the flu, can spread. Does this mean that depression rates among the boomers will spread even further throughout a generation already distinguished by melancholy? Further, since depression and pessimism are not only linked to a shorter life span, but also to higher incidents of chronic diseases, will the cost of the end-of-life care for boomers be even higher than expected? Health care costs are a rising concern to the boomer generation. People who are happier tend to be healthier, so combating boomer malaise may be one way to reign in their health care costs. 

***

This brings us back to Cole and her generation of women. Many of them have turned 70 or are on the cusp of it. For nearly two years, Cole has been working with a colleague and childhood friend, Jane Giddan, to find out how those septuagenarian women are faring, and they plan on turning their research into a book. 

According to a 2002 American Geriatrics Society study of people aged 65 to 100, "More than 50 percent of participants felt it was an expected part of aging to become depressed, to become more dependent, to have more aches and pains, to have less ability to have sex, and to have less energy." Cole wanted to find the exceptions—the ones for whom aging went well.

"Seventy is a major milestone for women—a wake up call," Cole says. She would disagree with Shakespeare's designation of old age as a "second childhood." Rather, "it's a fabulously rich period of life." In a blog post, she wrote, "I'm tickled to think of myself as an old lady." At 70, Cole says, women start thinking about how they want to spend the rest of their lives. It's the age at which, according to Pew, most women think "old age" begins.

Bringing 70-year-old women into small groups, Cole and Giddan started having conversations with them about old age, becoming grandmothers, leaving careers behind, their husbands. They started a website called 70candles.com, where other women from around the world could post their stories and concerns about getting old. The two were after the secrets of aging gracefully—of living the good life until the very end. In the process, Cole has learned several lessons that dovetail with the broader psychological research about aging.

First is accepting old age. Referring to the boomers and the youth-oriented culture they created, Cole says, "If you're reveling in youth, imagine how scared you will be to grow old yourself. I want to celebrate aging and wisdom and how old I am, and I want to know how old other people are too," Cole told me in an interview.
There are positive sides to being old, after all. Erik Erikson, the pioneering psychologist who researched life phases and coined the term "identity crisis," argued that aging is a process of development and progress, not decline. The wisdom of the septuagenarians that he interviewed when he was alive underlines that point. Here is what some of them said: "patience is one thing you know better when you're old than when you're young," "nothing shakes me anymore," and "now I can see both sides."

One woman in Cole's group, a 69-year old woman named Carol, has approached aging with good humor. A slim and long-legged woman when she was younger—"There was neither a skirt too short nor a bikini too skimpy for me to wear," she said—she is now coming to terms with how her body is changing. "All of the hours I spend at the gym and walking aren't getting me back there either." But rather than despair over this fact, she laughed it off and accepted it:

Recently my husband and I were driving down a residential street on which the local municipality had erected signs intended to alert drivers that they needed to slow down and drive cautiously in this neighborhood. The sign said 'Thickly Settled.' The meaning, of course, is that there are lots of people, kids, dogs, etc. in the vicinity. I took one look at it and loudly said 'that's me—that exactly describes me.' Henceforth, forever and ever, I shall think of (and refer to) myself as 'Thickly Settled.' A perfect description for a slightly past middle aged body.

Second, banish the thought of "retirement." The women Cole spoke to, she said, are engaged as ever and doing meaningful work—whether volunteering, being with their grand kids, or working for pay. Just because you're eligible for Medicare and Social Security doesn't mean that you should stop working. 

To understand the importance of this, consider the case of Okinawa, Japan, one of the world's "Blue Zones," the world's densest clusters of centenarians where the elderly have been remarkably successful at aging. Okinawa has the largest percentage of female centenarians in the world. In the U.S., there are 10-20 centenarians per 100,000 people; in Okinawa, there are 50 per 100,000, and 90 percent of them are women. The centenarians have one fifth the rate of certain cancers and heart disease, which kill 75 percent of Americans over 65. 

In Okinawa, as in other Blue Zones, the idea that the elderly retreat into idleness in the mid-sixties, becoming dependents, is anathema. Rather, they are governed by a principle called Ikigai, rougly translated as the reason they wake up in the morning - their purpose.

Third is finding community and immersing yourself in it. After retirement, women risk losing their social connections at work. As they get older, their friends start to die. As they get more frail, they cannot visit with their friends and family as much.

The simple act of congregating the women of her generation in a room was therapeutic to Cole and her peers. It made them realize that aging does not have to be a lonely process, a fact that has eluded many elderly in this country. A study published this year in Archives of Internal Medicine found that over four in ten people over 60 years old feel lonely, which has negative effects on health and longevity. Another study showed that people who attend religious services regularly and frequently live longer than those who do not thanks, in large part, to the social aspect of community, faith, and hope. 

In Okinawa, community is kindled in a unique way. There is a tradition to form a "moais" -a group of five friends that you meet in childhood and remain with you for the rest of your life. You talk, walk, eat, and play together, well into old age. In a presentation about Blue Zones given recently in Philadelphia, the journalist Dan Buettner told the story of one "moai" of women Okinawans in their 90s who get together every single night to drink saki. One day, when one of them did not show up, the group went to her house to see if everything was ok - and it was (turned out she overslept).

The point is to maintain those social networks of support and be integrated into society. The head researcher at Blue Zones tells me via e-mail, "In the Blue Zones, elders are a respected part of society and are taken care of by their children. That's much less common in the U.S, and likely contributes to elder depression." In the places where the elderly are flourishing, it's a safe bet that "retirement" homes do not exist.

In his 2002 book Aging Well, Vaillant describes a woman who epitomized the three factors that have helped the women of Cole's generation find joy in old age. This woman, whom Vaillant calls "Ellen Keller," was approaching the end of life as a terminally ill and impoverished widow. Though by every measure she should have been despondent, she ultimately found meaning in serving others in her last years of life.

Keller said that working as a hospice counselor was "the high point of my life.... The wonderful thing about hospice work is you get so much more back than you give...I've had so much love." Reflecting on the fact that she was nearing death but enjoying life, she said, "Shit, I want to be around a little longer."

 http://www.theatlantic.com/sexes/archive/2012/11/what-boomer-women-can-learn-about-aging-from-gasp-older-women/265356/