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Baby Boomers’ Love For Theatre – Unleash That Actor In You


Theatre is loved by baby boomers. Not without good reason. The theatre from of art which teaches values and love of culture that definitely were prime to our baby boomers, when they were venturing out in the 50s to 60s. one can not go without noticing the influence of theatre in today as was the influence of hippies back then during their peak.

Love for culture and stage that had become common during amidst the culture of the baby boomers also lets us now that this was nothing less than a well educated det of people. These baby boomers definitely had some influential exposure from the college that they attended or their own parents which undoubtedly has gone a long way in preserving this very important part of our society right through the time this very generation had been in charge.

Almost all the baby boomers have been very fascinated by the theater and its givings to the cultural world. For these it is more than just watching plays and being a good patron of art and culture. Its something more. Many of them feel that there is a desperate performer inside them who wants to just get out there and walk onto the stage and act out a play and show to everyone that here is a potential actor, breaking all the hesitance inside each of them. But the unwillingness and shyness to take that chance has been keeping us all and even giving it a try. However this kind of risk and step taking maybe an easy and possible task for all of us when we are young, the case is not the same when we grow into adults. As adults there is always a need to preserve one’s image and pride when one should try to never look stupid especially like on a stage and we forget a line.

As all the baby boomers progress towards the age of retirement, they get more in touch with the creative side of themselves. This point in their life is priceless when they have all the opportunities to explore that thing inside them who wants to take the plunge into the acting world. They can find out for themselves if they really can unleash the actor inside them and also succeed in captivating the audience with their talents and keep them glued to their seats.

It should be noted that if at all there was a voice inside us that cried out to make it big as well as keep in touch with the creative side of themselves, then theatre is indelibly the answer to sprout new wings even if old age is the condition prevailing. Why not? Why not take a chance in life to perform that task which you have always wanted to try all your life. Retirement shouldn’t put you down. Actually that should be the time when you actually let go and tell yourself ” this is it and I have it in me to give it a try. Why not give it a try? I am definitely trying this out.

Your entire life unsure timidness has kept you from trying out the actor in you in a real role played in a real play. When finally you give it a try and it clicks and when you hear that rousing applause from the audience side at the end of the play, you know that you have everything in you, you will know what you have kept yourself from all your life.

Careers and Business – Four Goals For Baby Boomers Seeking Flexible Retirement Job Opportunities


The Baby Boomer or job seeker, who is over 50+ and looking for a retirement job can improve his / her chances of landing the job they want by becoming more knowledgeable about the coming labor shortage. Labor Market Information (LMI) obtained online or through One-Stop Career Centers, will assist the Baby Boomer to make the right career choices. Furthermore, this knowledge will aid in demonstrating to prospective employers the fact that they can match and support the evolving needs of the company.

The question is what does Baby Boomer or mature worker want and how does he / she can achieve these goals over the next ten years or so. Four goals and strategies for a Baby Boomer or 50+ plus worker may be:

Goal 1. Financial Stability : This is one of the main reasons that influence the decision of baby boomers and 50+ workers to continue working after 65.

Strategy 1. Mature workers will have to look for retirement jobs that will enable them to cover all their obligations. It is a good idea to speak to colleagues, various professional organizations, and recruiters, and research online about their current market value.

Goal 2. Different Employment Packages: Companies will find it necessary to recruit qualified candidates and create new strategies to retain baby boomers. Boomers want flexibility in their work arrangements, more meaningful and satisfying work, better and more comprehensive benefits, as well as opportunities for training and development.

Strategy 2 .: Boomers must find out about companies actively showing commitment to an older, more mature workforce through AARP surveys and magazines, newsletters, networking, especially in age-related discussion groups.

Goal 3. Age Bias: Whether real or perceived, it is seen that hiring managers and even some decision makers have certain preconceptions about older workers.

Strategy 3. Older candidates ought to interact and work around changes, training, and relationships, and break the stereotypes.

Goal 4. Benefits and Pension Plans: Internal Revenue Code regulations prohibit any defined benefit pension plans from making payments or disbursements until employment ends

Strategy 4: If receiving a pension is important, working for an organization, including their old employer, as a consultant, may be a better idea so that the pension benefits are unaffected.

The labor situation is changing rapidly, and will continue to change in the near future. Keeping themselves informed about these changes and finding ways to better market their accomplishments will enable Baby Boomers and other mature professionals to improve their future career paths.

Younger Generations 4x More Likely to Expect Yearly Job Advancements Than Baby Boomers


WASHINGTON, Dec. 5, 2019 /PRNewswire/ — Younger workers are 4 times more likely than baby boomers to expect hard job advancements such as promotions and pay raises every year, according to a new survey report by Clutch, the leading B2B ratings and reviews firm. Clutch surveyed 505 full-time employees in the U.S. to learn their opinions about and experiences with advancing at work.

For younger workers, regularly advancing at work is especially important due to:

  • The changing job market: Compared to baby boomers, millennials and many Generation X workers have built their careers through freelancing, earning certifications, and pursuing specialized work, rather than staying with a single employer for the duration of their career. Younger employees need to demonstrate their growth in order to remain competitive.
  • The rise of startup culture: Adrienne Cooper, chief people officer at FitSmallBusiness.com, says that when early and mid-career workers think about advancement, “fair equals fast.” Startups often grow rapidly and expect employees to growth with them. Workers in their 20s, 30s, and 40s are more accustomed than baby boomers to employees being promoted to match the demands of an expanding company.
  • Pressure on companies to demonstrate a commitment to “fairness”: Gen X, millennial, and Gen Z workers are more likely to place importance in working for a diverse, non-discriminatory business. Employees judge their company’s commitment to fairness based on its advancement policies.

Experts say younger employees are less likely to demonstrate long-term loyalty to their employer if they do not have a clear understanding of what it takes to advance at their job.

Businesses should set transparent expectations about what employees need to do to receive more responsibility, higher pay, and a more senior title. With an effective advancement structure in place, companies will improve employee performance and loyalty.

Young Workers Least Likely to Believe That All Employees Have a Fair Chance to Advance

Despite expecting employees to advance regularly, fewer than 1 in 5 workers between 18 and 34 (17%) believe that all of their company’s employees have a fair chance to advance.

Tim Toterhi, a chief human resources officer and the author of “The HR Guide to Getting and Crushing Your Dream Job,” says companies can reduce the concerns of their youngest employees by:

  • Making clear the expected pace of employee advancement, both in soft advancements such as earning new responsibilities and hard advancements such as pay raises.
  • Understanding each employee’s career expectations: How often do they expect to be promoted?
  • Using a “pay-for-performance” model that provides employees metrics to meet in order to advance.

Clutch’s 2019 Job Advancement Survey included 505 full-time employees across the U.S.

Read the full report: https://clutch.co/hr/resources/structure-employee-promotion-advancement

For questions about the survey, a comment on the findings, or an introduction to the industry experts included in the report, contact Seamus Roddy at [email protected].

About Clutch

Clutch is the leading ratings and reviews platform for IT, marketing, and business service providers. Each month, over half a million buyers and sellers of services use the Clutch platform, and the user base is growing over 50% a year. Clutch has been recognized by Inc. Magazine as one of the 500 fastest growing companies in the U.S. and has been listed as a top 50 startup by LinkedIn.


Seamus Roddy
[email protected] 
(202) 871-8095


Baby Boomers Are Traveling the Globe


Baby Boomers believe that the best way to keep from growing old is to remain active. Today's boomers enjoy most any activity done outside the home in a group setting, traveling included. They enjoy exploring their own country as well as seeking out exotic international destinations. They are a huge and influential population that intends on living life to the fullest. Things that the boomers' parents considered luxuries are more likely to be considered basic needs by the boomers. Essentially, the baby boomers want it all and they want it now. In fact, when asked which luxury would be the most difficult to give up, traveling topped the list for both men and women.

Baby Boomers have put in 30+ years at the office and their children are grown and self-sufficient. They may have already reached retirement, or can see it just over the horizon. Life, as they know it, is good and they want to travel. There's just one problem. Boomers are time deprived. Therefore, letting somebody else deal with all the details of planning trips is very appealing. However, baby boomers are a highly individualistic force to be reckoned with and do not want to be herded. They want a measure of control in designing their travel experience, but need an expert to facilitate it. Organized group travel becomes valuable to boomers when safety and companionship make traveling with a group more attractive. Tour operators and travel clubs increase the fun factor by encouraging boomers to bring friends with them. A group isn't viewed as a negative when it's a group of their own friends.

However, finding a partner to travel the world with you may not always be possible. Boomer-catering travel companies welcome the solo traveler, and some companies offer to pair people for travel companionship. The person who travels alone won't be left behind, as special activities are planned to help everyone feel instant camaraderie. If you prefer to travel alone, look for companies that offer single rates at a reasonable price.

Ultimately, vacation is meant to be fun and relaxing. But many times, people mention being exhausted from their vacation upon returning home. Companies that provide travel exclusively for baby boomers aim to incorporate just as much in their itineraries as mainstream travel companies, but they keep the destinations and sightseeing at an enjoyable speed. Travel companies that cater to the baby boomers know what they need and what they want. They are equipped to create memories to last a lifetime and deliver experiences to help these "adult teenagers" stay forever young.

Boomers likely to gridlock the housing market in 2020


U.S. home sales probably will fall next year as Baby Boomers gridlock the housing market by aging in place, according to a forecast from realtor.com.

Sales of existing homes likely will fall 1.8% to 5.23 million while the inventory of available homes reaches historic lows, the forecast said. Home prices will probably rise just 0.8%, the report said.

“2020 will prove to be the most challenging year for buyers, not because of what they can afford but rather what they can find,” said George Ratiu, senior economist at realtor.com.

Mortgage interest costs probably will continue to remain low in 2020, the forecast said. The average rate for a 30-year fixed mortgage probably will be 3.85%, the forecast said. That compares with an average of 3.9% for 2019, according to a Fannie Mae forecast.

While a recession isn’t likely in 2020, the economy is expected to soften as uncertainty about global trade weighs on growth, Ratiu said. That outlook is going to influence Baby Boomers to stay in place, the report said.

“With housing prices expected to stabilize and concern over economic uncertainty, there will be little incentive for Baby Boomers to sell in the coming year,” the report said.

The cohort of Americans born between 1946 and 1964 “will continue to hold onto their homes,” rather than move to retirement communities like many of their parents did, according to the report.

Even though homebuilders likely will be ramping up production, it’s not going to provide enough relief to keep home sales increasing, the forecast said.

“Despite increases in new construction, next year will once again fail to bring a solution to the inventory shortage that has plagued the housing market since 2015,” the report said. “The construction of new homes in 2019 was largely isolated to upper-tier of housing and that is unlikely to ease conditions for first-time homebuyers.”

As younger buyers seek affordable homes outside of big-city metro areas, housing markets in Arizona, Nevada, Texas, Georgia, Florida and the Carolinas will likely see an uptick in demand, the report said.

“As buyers are priced out of suburban environments near large metropolitan areas, they will begin searching for family-friendly lifestyles in other metros or across state lines,” the report said.

For example, the metro area around McAllen, Texas, likely will see a 4.4% gain in home sales and a 4% price bump, the report said. Tucson, Arizona, probably will see sales increase 3.4% and prices gain 3.3%, the forecast said.

Boomers, Seniors & Ageism – Affects Ageism Has on Healthcare & Caregivers


Age 65 you have a disease!

The assumption is age causes decline when in fact illness is more often the cause. Ageism also causes complacency in healthcare and affects the quality of care. It is also a serious issue that is perpetuated by our healthcare system, institutions and society in general. According to the International Longevity Center report Ageism In America:

1. 60 percent of victims identified from Hurricane Katrina were age 61 or older.

2. Within 24 hours following the 9/11 terrorist attacks, animal advocates were on the scene rescuing pets, yet older and disabled people were abandoned in their apartments for up to seven days before ad hoc medical teams arrived to rescue them.

3. 35% of doctors erroneously consider an increase in blood pressure to be a normal process of aging.

4. Only 10 percent of people aged 65 and over receive appropriate screening tests for bone density, colorectal and prostate cancer, and glaucoma. This despite the fact that the average age of colorectal cancer patients is 70, more than 70 percent of prostate cancer is diagnosed in men over 65, and people over 60 are six times more likely to suffer from glaucoma.

Services and Assistive Aids

Ageism has a serious affect on the lives of seniors and caregivers. Most seniors have chronic (long term) conditions not acute (short term) conditions. Those you may look to for advice, have little or no training on the aging process (like social workers, therapists and doctors). There are services and assistive devices available that can help the caregiver and those they care for. Your biggest obstacle may be ageism and / or a lack of knowledge by those in healthcare. You have others that may just be looking to make a buck. Then you have home healthcare providers that have little if any incentive to focus on prevention and safety. Ask yourself this question:

Why would a home healthcare company tell you about assistive aids or provide other information that could reduce the need for their services?

They won't until they are forced to do so. A perfect example is what Centers for Medicare and Medicaid (CMS) did in hospitals with Hospital Acquired Conditions (HAC's) to improve patient safety. Hospitals had little incentive to prevent falls and infections until CMS stopped rewarding them for causing the fall or infection by paying for it. The same thing needs to happen in home healthcare. We need to reward quality outcomes and prevention not a proliferation of needs often based on greed. Many people will not perform a daily task if they are not encouraged to do it for themselves. It's a fine line for ability verses actual inability to perform a task. It is also a fine line between need and greed.

Those in healthcare are not sensitive or aware of the physical or physiological effects of the tools they recommend. Often the recommender does not know the intended use and many times seniors blame themselves for injuries that are not their fault. Injuries are rarely reported which increases injury risks and promotes the proliferation of unsafe ineffective products. This is another part of how ageism affects the health and welfare of our seniors and caregivers. Misleading marketing is prolific in this arena. Many companies want a piece of the healthcare market without following basic consumer labeling let alone regulations that may apply to products. Assistive aids can truly make a difference yet many lack quality or a design to address needs.

Ageism opens all of us up to the affects and consequences of what it creates. It takes a toll on caregivers many of them are boomers raising a family and often dealing with their own health issues. All of which affects lives personally and financially adding to healthcare costs for all. Seniors pay a higher price for the lack of care and concern in their well-being and value. We are finding out where government stands on ageism as they cut valuable services in hard financial times, which creates a higher cost to our society as a whole. Will we learn in time that ageism doesn't pay!

Mister Rogers Neighborhood and Generation X


Fred Rogers in Mister Rogers’ Neighborhood.
Photo: Bettman/Bettmann Archive

In his decades as a television host and national child-comforter-in-chief, the late Fred Rogers became synonymous with kindness, hope, and compassion. But thanks in part to last year’s documentary, Won’t You Be My Neighbor?, the constant sharing of Rogers quotes and videos online, and the release of the Tom Hanks–as–Mister Rogers film A Beautiful Day in the Neighborhood, his messages might be resonating even more now than they did when Mister Rogers’ Neighborhood was actively on the air.

Because Rogers is seen as an American hero by so many, we don’t talk as much these days about the generational impact that Fred Rogers had, particularly on the first group of people with whom his messages resonated: kids who grew up in the 1970s and early ’80s. Yes, I’m referring to the Gen-Xers, those future alleged slackers born between 1965 and 1980 who are known for their cynicism and apathy, attitudes that are completely at odds with what Fred Rogers represented. How is it possible that those of us raised on — or perhaps more accurately, raised by — Mister Rogers could have turned out to be so disengaged and sarcastic? Well, for starters, maybe because we are not as disengaged as we’re often described. (We are definitely as sarcastic.) But I think it’s also because the lessons Mister Rogers imparted are often placed, especially on the internet, into a general kindness and goodness box that doesn’t fully capture what he accomplished.

Tips For Baby Boomers – Retirement & Panic


Until now, you thought panic attacks were reserved for fathers-to-be in the OBGYN room or for prima donnas at their stage debut. Sudden breakouts of sweat were the domain of diving Olympians as they viewed their ominous 1,000-foot cliff drop, or tween boys confronting their first date’s dad. Sinking stomach sensations were felt in the terrifying moments when those dreaded sirens screeched and swirling blue lights flashed, directly targeting you on a late Friday afternoon as you drove home from work.

But now you know otherwise. The long-awaited Wednesday afternoon arrives for the retirement party in your honor. And you enter what is supposed to be the best first day of the rest of your life. Thursday morning you bask in a late breakfast in bed, then savor a two-martini lunch and take advantage of one of those 4 PM discounted early-bird-special senior-citizen dinners. You channel surf from one late night talk show to another, without a thought about a bedtime curfew to prepare for the jolt of your dreaded 6 AM alarm.

But then, much to your chagrin and surprise, it’s only the next Monday morning, and you’re already experiencing a trifecta of panic attack, sweats, and sinking stomach. What’s going on? Then a month or more has gone by since that fateful “retirement day” and it’s still not happening-whatever “it” is! By now, the honeymoon has ended, and you’re feeling increasingly rudderless, redundant, non-essential, inconsequential, irrelevant. You seem to have lost your balance. Your equilibrium has gone south. Even your voice seems to have become less imposing!

Don’t imagine for a minute that you are unique in all the world. Thousands of colleagues (in fact, over 10,000 daily) are joining your ranks, experiencing your anxiety, and grappling with the ups and downs of retirement life. Let’s examine the sources of their (and your) apprehension.

First, whether you ever realized it or not, for more than 30 years, your professional persona has been inextricably tied to your job, your career, your work. Perhaps even more than your family structure, your work defined who you were, gave meaning and purpose to your daily life, provided you with a modicum of power and prestige. Whether you were forced to relinquish that role or chose freely to walk away, you could not, in any way, have anticipated the psychological jolt prompted by your nudge or decision to retire.

Second, unless you are independently wealthy, you suddenly realize that what has been a fairly lucrative reliable bi-weekly auto-deposited salary check is no more! The tap has been tapped out, only to be replaced, in many instances, by a less substantial monthly retirement subsidy. Right now you are too rattled with panic to calmly step back and realistically assess other supplementary income streams such as your 401K, social security benefits, investments, or real estate.

Then there’s the whole social thing – the daily chatter and gossip and comradery that fostered life-long, or at least passing, friendships. You never anticipated the loneliness and lack of daily companionship as by-products of your decision to retire. With whom can you now compete for fashion supremacy, for supervisor approval, for position advancement? It never dawned on you until now that you would no longer be included in the office lottery, the late Friday afternoon gathering at the local favorite café or bar, or the Saturday morning golf game.

It’s time to put down the breathalyzer, the tranquillizers, the hot and cold towels, the Tums. The thousands of colleagues and peers who have gone before you, and who are presently experiencing your own ambivalence and anxiety, can assure you that help is on the way. If you are willing to expend the time, effort, and energy, you will discover multiple resources that describe the strategies and successes these others have deployed and experienced as they transition into what we truly believe will be the best, most productive and unabashedly enjoyable phase of your life.

Three keys are:

  1. Take as much time to design and prepare for your retirement life and work as you did to select your primary career. Explore the seven retirement pathways, individually and in combination:
  • Life of leisure
  • Life as a volunteer
  • Life of travel
  • Life of engaging new work
  • Life as an entrepreneur
  • Life as a “Creative”
  • Life as a student
  1. Recognize and uncover your unique self, and give this self precedence in what you chose and do not chose to take on.
  2. Understand that you have years of value left to contribute… but your way.

Homebuying not boomers vs. millennials but haves vs. have nots – The Mercury News


Is homeownership adding
to racial, gender disparity?

Re: “Financial sacrifices bigger for younger Bay Area home buyers” (Eastbaytimes.com, Nov. 18):

Homeownership is not boomers vs. millennials, but haves vs. have nots. The article’s author, Louis Hansen, calls out important differences between millennial and baby boomer down payment budgeting, but perhaps the more important distinction is between millennials who are buying homes and those who are not.

Every millennial homeowner I know either: Is older and got in before prices surged, or borrowed a down payment from family. Hansen quotes an agent who refers to it as “the bank of Mom and Dad.”