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Embracing Leadership Challenges and Opportunities with Older Workers

This document explores the leadership challenges and opportunities associated with older workers, emphasizing the importance of overcoming ageism and stereotypes. It addresses misconceptions about older employees' capabilities and highlights the potential for training and growth within this demographic. Key strategies include fostering a positive workplace culture, providing career planning and development opportunities, and recognizing the value of older workers by building on their strengths. Through the Age Discrimination Employment Act (ADA), we aim to promote fair treatment and enhance employment prospects for individuals over 40.

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Embracing Leadership Challenges and Opportunities with Older Workers

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Presentation Transcript

  1. Working With Older Persons Exam Emphasis ADEA (2) Leadership challenges (2) Leadership opportunities (1) Stereotypes ( 1) Ageism (1)

  2. Stereotypes & Realities • People quit learning when they get old • People do not deteriorate in intelligence if they remain healthy, are physically and mentally active, and stimulated • They are more rigid and dogmatic • They are more nurturing, caring & mellow

  3. Stereotypes & Realities • They are less productive, just coasting to retirement • They perform as well as younger workers on almost all criteria • They have higher absenteeism & accident rates • They are not as attractive to clients • Older women are devalued compared to men • Media images need to change

  4. Stereotypes & Realities • True - you’re only as old as you feel • Maintain a positive attitude • Remain mentally & physically active • True - use it or lose it • Diet, exercise, lifestyle and environment

  5. Ageism • Younger managers perceive older workers as rigid, too old to train, declining in competence, and less creative • Less feedback and guidance • Very limited training opportunities • Contributes to skills obsolescence • Limited promotion opportunities

  6. Age Discrimination Employment Act (ADA) • Provides guidelines in the areas of recruiting, hiring, selection, promotion, and termination • Protect workers over age 40 from discrimination • Promote employment opportunities for capable older workers • Protect nearly all employees from forced retirement at any age

  7. Leadership ChallengePreventing Skills Obsolescence • How to prevent skills obsolescence • Career planning • Training • Results of skills obsolescence • More likely to lose job due to downsizing • More likely to experience longer periods of joblessness • More likely to take a pay cut

  8. Leadership OpportunitiesBuild on Older Persons’ Strengths • Understand how education level affects needs • Understand older employees’ motivational needs • Adopt strategies for meeting needs • Support corporate culture changes

  9. Leadership OpportunitiesBuild on Older Persons’ Strengths • Support strategies for retaining older workers • Support flexible career options • Make fair assessments & performance reviews • Help make connections to the over-50 marketplace

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