Everyone wants long term success. But it is elusive for most.

Long term success is dependent on knowing where you are now and where you are headed. Then closing the gap. Frequently. Continuously.  Whether it’s your business, your career or your life at home., it’s easy to get off track, lose touch or get buried under. Without a true sense of where you are in the moment, it is impossible to realize your dreams or be a leader in your field.

Re-calibrate your profound knowledge

The only way we can take 100% responsibility for sustaining our success is to keep re-calibrating-in every aspect of our lives and organizations.

Key to successful recalibration is to acquire what my dear departed mentor, Dr. W. Edwards Deming, coined as Profound Knowledge. This umbrella phrase emphasizes understanding change and how to measure it, being aware of emerging trends and shifts, and learning how to apply this knowledge to leading and sustaining long term success.

Bottom line: If we don’t acquire Profound Knowledge we cannot know how to prepare for and leverage coming change, thus how to sustain our success long term.

Understanding change means understanding shifts in our personal world as well as tracking trends that capsize us, overtake us, or cause us to flounder.

Learning the Hard Way

Unfortunately one of my Gen X male clients learned this the hard way. A rising star in his field and recently married, he was planning far a great future for his kids, tons of time for fun and all the trappings of success. As if out of the blue, the rug got pulled out from under him. His “Happy Homemaker” wife fled, saying I’m out of here!

Somewhere along the way there was a breakdown or perhaps many small fissures below the surface. Had they been recalibrating an checking in with each other, communicating the truth of what was so for each of them…perhaps they could have saved their marriage…or at least ended it with love, grace, and forgiveness.

Even in the most secure relationships, unexpected change happens to ruffle our plans. A recently returned to work mother of teenage kids reported that her new career is now going gangbusters and she no longer worries about the empty-nest . But, the new ripple in her life is that her once very successful husband, in his late 40’s, now faces an unknown future. Surprised by the shifts in his industry, “suddenly” he and his business partner are facing the probability of closing their doors. What once appeared to be the sure path to their dreams, is no crumbling beneath them.

Change is inevitable. If you can learn what Profound Knowledge is and apply it you can avoid these same pitfalls and NOT LEARN THE HARD WAY!

What steps are you going to take to future cast your long term success?

Then in the 60s, the boomers turned this notion on its head, and the mantra flipped to not trusting anyone over 30.

Now, with boomers clearly over 30 themselves, we are poised on the brink of another transformation in perspective. But as stories like Helen Hatton’s (here) show, that transformation doesn’t have to be a return to the past. We are at a time when we can choose mutual respect and intergenerational cooperation. A time when everyone can be seen and heard.

As I talked about in another post, We The People;, this form of cooperation isn’t in and of itself new. We’ve always relied on it to varying degrees, although I think it is safe to say that today, people younger and older than ever before are now a regular part of any form of intergenerational effort. We’ve always had child prodigies as well as remarkable achievers late in life, but only in modern times are we actively bringing the very young and the very old into the conversation—in science and technology, business, politics, art.

Science fairs, internships, and online presentations put the very young in touch with real-world opportunities. Now, the reverse of this is coming true for the other end of the age continuum, as Helen Hatton discovered when she teamed up with her son to bring her crafts store online. As more and more business and governments are discovering as they gear up to re-envision the aging population as vital, active, productive workers, leaders, and innovators for decades to come.

The lines we have carefully drawn between age groups are blurring. As we can see from this article (here), technology is no longer a symbol of the great divide between the generations, as people over 50 become the fastest growing group of social media users, increasing their presence on Facebook by 84% between 2009 and 2011. In fact, women over 65 alone increased their presence on Twitter by a whopping 96% during that time.

Some say that this spells the demise of these media as the younger generations pull out, not wanting “their news feed cluttered up with their parents’ news,” but this prediction ignores two key trends: (1) social media is evolving to be so individualized that no one can clutter your newsfeed but yourself—you choose entirely what and whom you wish to see; and (2) social media, and society as a whole, is becoming more interest-based, with other factors, such as age, being irrelevant. Just as AutoCAD software can’t tell the difference between the 70-year-old architect and the 20-year-old engineer using it to draft buildings of the future, the 95-year-old lab tech and the 10-year-old who discovered a molecule aren’t going to leave a beloved chemistry Facebook group because of the other’s age.

It’s the chemistry that matters.

No transformation is inevitable, however. I see the signs of this trend developing, but life and society can change on a dime. But I believe this is a trend worth developing, that it’s time we reach out across generations and work together based on common interests. A future that has a place for all of us is one with fewer artificial barriers (such as those based on age, gender, race, and class stereotypes) and more genuine connections.

Again, it’s the chemistry that matters. Together, we can discover more than “just” a new molecule. We can discover, we can create, new worlds.

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All over the world, people are working past the usual retirement ages. In some cases, this is due to the minimum age rising, and in others, people need or want the income, the security. But, as I’ve discussed before (e.g., The Retirement Age Myth), many people are continuing to work because they want to, because being 65, 70, 80, even 90 is not the same today as it once was. The idea of retiring at 65 today often feels as foreign as it would feel to a 45-year-old.

This trend is not going to go away, especially as more and more boomers approach and pass retirement age, whatever that age may end up being.

All over the media, we see constant discussion about the possible growing rift between the generations as younger people are (or simply feel they are) being edged out of the workforce by the over-65 crowd. Many take for granted as fact that every person who chooses not to retire is essentially taking a job from a younger person.

Yet this is not always true.  A  Bloomberg article quotes Eric Thode, senior expert at the research institute Bertelsmann Stiftung, who points out that countries like Germany and Sweden, which “have high rates of senior employment[,] also have high rates of youth employment. . . . Other countries fail both groups.”

Experienced workers are also filling positions that younger workers are not qualified for simply because they haven’t had the time to build the necessary skills, experience, and specialized knowledge. On the other hand, there certainly is a growing trend in hiring people over 60 for retail and similar jobs because of the perception that they will be more responsible than a younger employee. Even if they require a higher wage, the savings in training costs alone, a problem plaguing high-turnover service jobs, can be worth it.

But even with all of this in mind, focusing on ways to get more people to retire, under the belief that this will free up jobs for subsequent generations, is a mistake. Even if it were realistic, which it’s not (as I note above—eschewing retirement is a trend that will only continue to grow), increasing the numbers of people receiving retirement benefits would offset the possible gains in youth employment.

So what can we do about this situation, particularly about the possibility of increasing conflict and distance among generations over perceived and real job competition?

First, we need to communicate with each other about it. This seems obvious, but how often do the generations really talk about this situation with each other? It tends to get talked about through politicians and the media rather than in collaborative, hands-on, deliberately multigenerational conversations.

These conversations are crucial not only to get our fears and perceptions out in the open but also to clear up the misconceptions that can lead us all to make decisions based on incorrect information or assumptions.

Second, we need to explore alternative solutions together based on the probable future, not the past. Yes, social security was an effective solution to many problems that stemmed from the Great Depression, and it continues to be a necessary element in our economy, but pursuing ways to once again push millions of post-65 people out of the workforce is not going to work. Being 65 today is not even close to what it was in that era.

Third, we should look at generational partnerships, such as job sharing/mentorship arrangements that enable two people to be employed instead of one, enable training costs and salary to combine, stretching a company’s dollar and quickening the pace at which younger employees can gain the skills, knowledge, and some of the experience they need to be more valuable to that company and in the marketplace. These could work with a shifting percentage of time, starting with the mentor working 3/4 of the job, then gradually decreasing to 1/2, then 1/4, with an ultimate shift into mentoring another employee or into a consultant arrangement.

Which brings me to my fourth and final point (in this post, anyway). We need to encourage people over 60 (and in fact over 40 and 50) to remain employed by starting their own businesses. These could be simple solopreneur operations or larger operations that would not only remove the competition for the same job between two generations, it would generate employment.

As I’ve talked about many times before, the future of the marketplace (and the world) lies in the rapidly growing values-based business model. More and more people are spending their money consciously, choosing to buy from companies who are making a difference in the world over those who aren’t, and more often than not, these are small women-led businesses.

People, organizations, and governments need to focus on encouraging experienced professionals and executives, especially women, to start businesses with a strong focus on the Triple Bottom Line—people, planet, profits. In this way, we can solve or at least ameliorate multiple societal problems simultaneously through the specific social missions of these companies as well as their effect on the job market, offering a way for all generations to make a living and a difference, and to secure their future and that of the world for generations to come.

Amazon #1 Best Seller Author of 11 books including The Ageless Way, Gray is the New Green, Visionaries Have Wrinkles, The Greatness Challenge and more.

Midlife crisis. It is a term bandied about, which can conjure images of sports car purchases, new gym memberships, flirtations/affairs/divorces, botox and bikinis. Midlife is, for many, a time of transition, including whether or how to retire. It can be a time of more questions than answers, a time in which you feel less steady as you review and revise who and what you find most meaningful, valuable, and worthwhile. Some changes are desired and welcome, while others feel forced or unavoidable.

I believe, as I share in my upcoming book, The Ageless Way, that  “Those of us who are entering, in the midst of or, like me, leaving our rich middle years, are well poised to use such times of transition as opportunities to tap more deeply into our reservoir of innate soulful greatness – what I refer to as our Signature Greatness DNA. As history has shown, change makers and world shakers always deepen their culture and leave a legacy for future generations by confronting the difficulties of such times with invention, insight, and transcendent understanding.”

It is at these times that many people choose, whether out of desire or necessity, to begin a second (or third, or fourth…) career, which is often referred to as an encore career. There are different reasons people choose to pursue an encore career, such as: financial security; personal fulfillment and meaning; the desire to give back to the local/national/global community; flexibility; work/life balance; learning new skills and utilizing those that have been acquired over decades; sustaining social connections; pursuing a long-held dream…

Regardless of the reason(s) for selecting an encore career, those in their middle and later years have garnered personal and professional experience and wisdom which they can offer to employers and clients. In addition, Boomers and Matures (members of “The Silent Generation”) grew up in eras which inspired active, organized involvement in response to diverse current events, such as WWII, the Korean and Vietnam Wars, and the fights for civil and women’s rights. As a result, these workers are often valued for their efficiency, sense of responsibility, loyalty, hopeful attitude and strong work ethic.

The trend toward an increasingly older and diverse workforce creates multiple opportunities for building successful intergenerational office environments. Encore career professionals offer a variety of abilities and knowledge to enhance the capabilities of the younger generations and benefit, in return, from their colleagues’ perspectives and talents with new work aspects like technology. Such mutually supportive business cultures ensure a more solid future for everyone, from those engaged in encore careers to the generations yet to come.

There is even a movement afoot to support those choosing or hiring for encore careers. Encore.org’s mission is “building a movement to tap the skills and experience of those in midlife and beyond to improve communities and the world.” It seeks to engage the vitality, wisdom and talents of those in the third and fourth stages of life while emphasizing social purpose. Seeing an aging society as a solution to, rather than creator of, problems, Encore.org connects generations in diverse ways, including hosting an annual conference and offering The Purpose Prize for people over 60 who integrate their passion and experience for the betterment of society. Created in 2005, the prize aims to “showcase the value of experience and disprove notions that innovation is the sole province of the young. It’s for those with the passion to make change and the experience to know how to do it.”

I mentioned the term encore career in a blog posted earlier this week, “Second Time Around” , in which I wrote about Barbara Beskind who is now in her third year of work as an inventor, a lifelong dream she achieved just shy of her ninth decade. Additionally, I have met/worked with diverse women and men who have chosen (are choosing) to embark on an encore career. One 51-year-old woman hot shot media executive left her job to pursue what she always wanted to do as a teenager — she went back to school to become a social worker. Another high flying 62-year-old woman left an intense demanding sales executive post to return to the beloved art career of her youth. A 63-year-old retired teacher became a published author. In her January 16, 2015 New York Times article, Older Job Seekers Find Ways to Avoid Age Bias, Kerry Hannon shares the story of a 66-year-old man who was laid off from a high-powered position. After undergoing the unease of transition, questioning his purpose and averting age discrimination encountered in interviews, he ultimately ended up teaching part-time, making money, and feeling valued. And I am one among many who have found fulfillment in an encore career by creating their own business.

Encore.org and the AARP  are just two of the organizations offering programs, resources and information for those embarking on an encore career. In the short term, this transition may require additional investment of education and retraining (including working with a certified professional career coaching and strategy-creation coach). The rewards, however, can be infinite. Following your passion while giving to others can be stimulating, enlivening and offer adventures which demonstrate that, despite pleasurable memories, the best is still yet to come.

When musicians are called by an audience to perform an encore, a demand for more, it is surely a sign of success. Whether you choose an encore career out of need or want, in honoring and utilizing your skills and knowledge you are the one whose success is to be celebrated. Bravo!!

What’s your encore career story?  Please share your experience below.

Warren Buffet’s article in Fortune could not be more spot on about why women and men should both care about gender equality in business.

No manager operates his or her plants at 80% efficiency when steps could be taken that would increase output. And no CEO wants male employees to be underutilized when improved training or working conditions would boost productivity. So take it one step further: If obvious benefits flow from helping the male component of the workforce achieve its potential, why in the world wouldn’t you want to include its counterpart?

Fellow males, get onboard. The closer that America comes to fully employing the talents of all its citizens, the greater its output of goods and services will be. We’ve seen what can be accomplished when we use 50% of our human capacity. If you visualize what 100% can do, you’ll join me as an unbridled optimist about America’s future.

Add to this the evidence that women in leadership and on boards increase profitability and gender equality is clearly a no-brainer.

So why on earth do we still have such a wide gender gap in the workforce, not only in pay but in numbers of women in leadership, in politics, in male-dominated fields, such as STEM?

Part of this is the time it takes for systems to change, even when the majority is on board with making the change. But an even larger part is that these systems don’t exist in a vacuum. They are part of a larger culture in which women are still objectified and considered less than.

Women are still blamed for being raped. Politicians continue to assault women’s rights to their own bodies and even to their own right to live. Sexism and misogyny are so ingrained in our patriarchal culture that even women raised to believe in their own equality and worth can’t escape the self-doubt that stems from an endless barrage of cultural messages telling them otherwise.

So even when we get our own businesses shipshape, operating at 100%, those businesses still float in the larger sea of our culture, where the waters are rough and women are still too often afraid to make waves.

We need to fight for and implement practices that equalize the workplace, especially in our own businesses, but let’s not kid ourselves that our work stops there. We need to fight for equality in politics, in our communities, in the very language we use when we talk about women, about ourselves.

We need nothing short of a sea change.

In what ways do you act in your life and work to change our culture for women?

By now, you’ve probably heard of and perhaps read Facebook COO Sheryl Sandberg’s book Lean In: Women, Work, and the Will to Lead. In her book as in countless articles, women are advised to do this or do that to close the various gender inequalities in the workplace—in promotions (particularly to executive and board positions), in pay, and in treatment.

There is no short supply of advice for women to close the various gender gaps, but what about advice for men? For organizations themselves? That women are overwhelmingly the ones responsible for fixing the inequalities that disadvantage them is itself an inequality.

Organizations and the men in them need to take more responsibility for changing the obstacles only women face in the workplace, especially when they themselves are the obstacles. I’ve written before about the McKinsey & Company report on how men and companies perpetuate gender inequalities even with programs in place to address them. Working on changing the culture and one’s mindset is an important step more men, particularly those in leadership, need to take.

In other words, it’s high time women expect their male colleagues and their organizations to do some leaning in toward them. The alternative? What more and more women, particularly those 40+, are doing every day—lean out.

Start your own business, aligned with your values and designed to fulfill your own definition of success, whether that be building a legacy, having time to pursue multiple interests and strengthen relationships, making the money you need to live the life you want while making a difference in the world—or all of the above and more.

Not only do we have the power to create the workplace we want to work in, we have an opportunity to do so in ways that provide a model to the world of the change we want to see in mainstream corporate America, academia, and government.

Women have already begun this modeling, demonstrating a faster rate of growth in their businesses than men as well as showing that having women on boards leads to higher profits.

Ideally, we need more of both—men leaning in and women leaning out. The business world is changing. We can shape the direction of that change by collaborating and by creating the change we want to see.

There is a children’s book, entitled Are You My Mother?, in which a baby bird is born while his mother has gone to get some food for his arrival. Because she is not there when he emerges, he goes in search of her, asking the title question of the animals and machines he encounters. Along the way, he discovers none of them are his mother, a fact confirmed when he is reunited with her at the tale’s end. In this story, none of those who the bird questions are his mother. In our lives, though we come from our “birth mother” (some who stay present in our lives, some who don’t…), we all have the potential of being mothered by many people.

Not every woman gives birth to a child, but every woman, at some point in her life, has done some mothering – whether caring for a youth, an aging parent, friends, colleague, a pet, or even forming a business, idea or movement.

I lost my mother to the ravages of Alzheimer’s when she hadn’t even reached her sixth decade and I was just about to enter my third. That immense loss fueled my search for positive role models, women who were examples of growing older in Ageless ways, as well as women who could offer the wisdom and nurturing inherent in the role of mothering another.

It was the community of the feminist movement that transformed my life. From and with these women, I learned who I was at my core, was encouraged to break through my perceived limitations, and began to envision my aspirational future. I found my voice as a woman and became part of a network that crossed generations. We all learned from those who mothered us so we could connect with, usher in, and empower, the next generation who, in turn, now offer insights and new ways of nurturing based on their own experiences. Each generation of those who mother others literally and figuratively births the next generation.

We mother at different ages, though the experience and wisdom that comes with growing older enhances what we can offer. Even consider the word grandmother, which references a parent’s parent or an elderly woman in a community. How wonderfully atypical – a welcome change from the usual ageist language – that the word GRAND indicates largess, having more importance, a recognition of our capabilities as we age. And let’s not forget the oldest mother of all: Mother Nature/Earth, who offers the land we live upon, whose air we breathe and whose food offers us comfort and survival.

I used to scoff at the contrived aspects of Mother’s Day until I became a grandmother and saw it as a time to honor my maternal lineage. Now, years later, I continue decades-long work on expanding how I mother by focusing on transforming our culture’s approach to growing older. This Mother’s Day, in honor of past lineage and future generations, I invite you to join me in birthing a new story about aging, a way for every one of us to mother ourselves and each other in order to reach our full potential and ensure lives of deep significance, purpose, and contentment.

 What experiences have you had that exemplify what it is to “mother” another?

Many of us are waiting. We’re playing it safe, not taking any risks, putting off our next big steps, the transformations we long to make in our lives and work, until the winds of global economic change die down. We’ve locked the doors, boarded up the windows, and headed down into the basement.

But the problem is that boarded-up windows not only keep the winds from coming in, they keep us from seeing out—we close off our perspective, our ability to see the big picture. The problem is that sometimes playing it safe and sticking with the status quo is the most unsafe choice we can make.

When we finally venture out from our basements and tentatively open our doors, we are likely to see a different world out there, one created and reshaped by the people who didn’t hide away, who instead realized that the only way to survive was to start planning the rebuilding process before the structure collapsed, not after.

We are likely to find that the place we held in the old world, that we so desperately tried to protect, no longer exists. And because we weren’t part of creating the new world, we also weren’t part of creating and ensuring our place in it.

Now I’m not suggesting that you just abandon everything and throw yourself out into the storm. If you are an executive or business owner, you need to start preparing to lead change by figuring out exactly what that means and how you can stay ahead of the curve of change without abandoning what already works in your organization.

If you are not financially ready to start that new business you’ve been longing to start, quitting your job today isn’t the answer. But as I’ve said before, the choice isn’t either/or. It isn’t either you stay at an unfulfilling job or you risk everything and start your business. The choice is both/and.

Stay at the job while you take concrete steps toward starting your business, going beyond just dreaming about it. Commit to taking action every day to build it, and taking into account the bigger world picture as you do: The world is undergoing an epochal shift. Build your business based on what the world needs and will need, based on likely trends as well as the changes you want to see in the world. If you build your future assuming it will look like the past, your business will be obsolete before you even open its doors. In fact, the business of the future might not even have doors, not the way we’ve always thought of them anyway.

Waiting on the world to change is the riskiest move we could ever make—not because it won’t, but because it will.

Young hearts can go their way.
Can’t put it off another day.
I don’t care what others say.
They say we don’t listen anyway.

Time has come today.
Hey.

Time.
Now the time has come. Time.
There are things to realize. Time.
Time has come today. Time.
Time has come today. Time.

Time. Time. Time. Time….

~The Chambers Brothers
“Time Has Come Today”

Making big relocation changes in midlife is very different than it was in my youthful 20s, 30s, and 40s. Reality dictates: Time is a diminishing asset. It always has been. I just didn’t get that truth in the same way as I did when I turned 50. Now in my 60s, it’s my daily contemplation. In our youth it’s not such a big deal to change our minds and move on . . . even to return again. Now I feel an urgency to dig in and make my new home base home. But caution rules since I want to limit the number of mid- and later life relocations ahead. I’m not looking for where to retire, but where and how to live my greatest life yet. I know I’m not alone in this pursuit.

Is this up for you too?

When I’m in the midst of a major shift, it’s terribly important to listen to all my inner rumblings as well as the facts. I have to avoid getting intoxicated by what I want versus staying conscious of what is so. Thankfully my dreamtime has been rich. My body’s truth verifiers have been alerting me to when I’m drained and when I’m juiced. More importantly, I’m noticing what causes each. It’s such a visceral transition, whether you are just starting in your 40s or fully engaged in your 60s or 70s . . . and beyond.

Too much either/or can really bring me down. I’ve been watching my duality struggle play out before my eyes. In my middle years I yearned for my quiet time in nature, reconnecting with deep soul currents within. Being virtual and near an airport, it worked. I never expected this quest would be not only restorative but also transformative.

With the clarity of a newbie, I realized that I want to continue feeling awe every day and to breathe deeply. Nature here in Litchfield County and in the western desert feeds me. Tribe and vibe have always been important to me—now as I age, they are even more so. My nagging conundrum: How do I get the vibe, the tribe, and nature too?! Suddenly it became crystal clear. Not to worry. I can continue to have both/and versus living in either/or. There’s no rush but time itself.

True to my always being on the cusp, as I move between later midlife and early elderhood, I still want to keep accomplishing and making sure we live independently as we grow older. But more than ever before, what I do has to matter and make a huge difference in how you and I move into our collective and personal futures. Esteemed gerontologists and developmental experts like the late Erik Erikson refer to this midlife task as moving from “stagnation into generativity,” and in later midlife and beyond, into “ego integrity” as wisdom keepers. For me it’s all about moving from success into significance . . . leaving our footsteps in the sands of time for generations to come.

Every year, my time out west brings blessings far beyond my expectations. I am constantly in a state of attraction at warp speed. My new Tribe keeps showing up. I’ve re-met high school friends I haven’t seen in decades. I’ve met others whom I know will be new longtime friends and colleagues.

As I told a group of new colleagues, I’m the “wandering crone in the desert seeking my tribe.” Thank goodness they laughed with me. It is a big thing to own “her” publicly. But what became sharply apparent is how important finding my Tribe really is for me.

Synchronicity is my friend big time in Arizona. Doors keep opening without my saying “Open, Says Me.” Everywhere I go, my reflection as elder is mirrored back to me. Questions I posed years ago, before boomers were ready to hear them, were now on the lips of the folks I met. Experienced seekers and accomplished professionals are asking not only, What’s next?, but also how to make the big shifts in their middle and later years.

As a “Crone-in-training” for many years, it appears I’ve now arrived solidly in early Elderhood. Now that is a big shift! Back in my Connecticut office, I dusted off tons of material I’d relegated to the top shelves in my file room, marked “SAVE for the Right Time.” I’m now being called back to Arizona, bringing forth a new book, Visionaries Have Wrinkles, keynotes, and workshops so we can create the future together in a whole new way.

With so much shifting going on for all of us, time is of the essence to get our energies lined up with our intentions so that we can create the results we envision for our greater future.

What are your big shifts?

In a visionary, humility is paired with compassion and empathy, an understanding of how we are all interconnected in the flow of life, nature, the universe, much as I described in Friday’s post. The resulting humanility enables us to see what the world needs while being acutely aware of how our unique talents, knowledge, and knowing can meet those needs, as well as what we still need to learn.

Humanility is key in a visionary leader, particularly. As Jim Collins found in his research of companies who have managed sustainable success, “The most powerfully transformative executives possess a paradoxical mixture of personal humility and professional will.” Making a difference in this world requires collaboration, leaders with vision who can help the people they lead and serve to bring out their visionary voices as they together move toward meaningful, sustainable success—as individuals, as a team, and as a planet.

But this attribute is essential for all of us, not just those at the helm, for ultimately we are all leaders of ourselves, and we are all part of various teams and networks of people, at work, in our families, in our communities, both online and in person. Even the solopreneur with no employees does not live and work in isolation. Humanility can help us get in touch on a deeper level with everyone we are connected with, from our colleagues and clients to our family and friends, and these deeper connections are the path to reinventing our world together.