Positive stories after 45

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:A legit “brand” change is moving from technical expert to leader. Not every technical expert makes a good leader, and you have to start showing leadership skills (strategic thinking, coalition building, change management, etc.). Some posters may scoff at this, but it’s real and must be done to climb the ladder. I’m not denying the workplace still has unfair dynamics and that some people are promoted based on connections, but some of the posts seem overly dismissive of the need to evolve into a leader as you advance. If I need someone to lead a team or office, I will pick someone with established leadership skills even if they have ZERO subject matter expertise over an established expert who’s ill equipped to lead.

Often, the higher up you go, the less your technical skills matter.

+1. You can’t just stay an SME. I feel like so many of the stories on here are people who fell into that trap.

An SME usually has a flat salary progression so they don’t cost any more than the new hire. It’s just managers don’t like managing people older than themselves.

A lot of old people are bullies, and not as SME as they think they are.
True SMEs will always have a job.

[Anonymous]

Earned my CPA license at 49 and it changed my life. opened a lot of doors. Already had the academic credits to sit for the exam.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:A legit “brand” change is moving from technical expert to leader. Not every technical expert makes a good leader, and you have to start showing leadership skills (strategic thinking, coalition building, change management, etc.). Some posters may scoff at this, but it’s real and must be done to climb the ladder. I’m not denying the workplace still has unfair dynamics and that some people are promoted based on connections, but some of the posts seem overly dismissive of the need to evolve into a leader as you advance. If I need someone to lead a team or office, I will pick someone with established leadership skills even if they have ZERO subject matter expertise over an established expert who’s ill equipped to lead.

Often, the higher up you go, the less your technical skills matter.

+1. You can’t just stay an SME. I feel like so many of the stories on here are people who fell into that trap.

An SME usually has a flat salary progression so they don’t cost any more than the new hire. It’s just managers don’t like managing people older than themselves.

A lot of old people are bullies, and not as SME as they think they are.
True SMEs will always have a job.

Now do Black people and women.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:A legit “brand” change is moving from technical expert to leader. Not every technical expert makes a good leader, and you have to start showing leadership skills (strategic thinking, coalition building, change management, etc.). Some posters may scoff at this, but it’s real and must be done to climb the ladder. I’m not denying the workplace still has unfair dynamics and that some people are promoted based on connections, but some of the posts seem overly dismissive of the need to evolve into a leader as you advance. If I need someone to lead a team or office, I will pick someone with established leadership skills even if they have ZERO subject matter expertise over an established expert who’s ill equipped to lead.

Often, the higher up you go, the less your technical skills matter.

+1. You can’t just stay an SME. I feel like so many of the stories on here are people who fell into that trap.

An SME usually has a flat salary progression so they don’t cost any more than the new hire. It’s just managers don’t like managing people older than themselves.

A lot of old people are bullies, and not as SME as they think they are.
True SMEs will always have a job.

Now do Black people and women.

Women are at the table because they manage resources well.
Blacks are there for diversified view and risk mitigation.
What do non-SME old people bring?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:A legit “brand” change is moving from technical expert to leader. Not every technical expert makes a good leader, and you have to start showing leadership skills (strategic thinking, coalition building, change management, etc.). Some posters may scoff at this, but it’s real and must be done to climb the ladder. I’m not denying the workplace still has unfair dynamics and that some people are promoted based on connections, but some of the posts seem overly dismissive of the need to evolve into a leader as you advance. If I need someone to lead a team or office, I will pick someone with established leadership skills even if they have ZERO subject matter expertise over an established expert who’s ill equipped to lead.

Often, the higher up you go, the less your technical skills matter.

+1. You can’t just stay an SME. I feel like so many of the stories on here are people who fell into that trap.

An SME usually has a flat salary progression so they don’t cost any more than the new hire. It’s just managers don’t like managing people older than themselves.

A lot of old people are bullies, and not as SME as they think they are.
True SMEs will always have a job.

Now do Black people and women.

Women are at the table because they manage resources well.
Blacks are there for diversified view and risk mitigation.
What do non-SME old people bring?

Wow you are really doubling down.

My point was any stereotype because of age/gender/race comes from someone full of hate and is a moral failure.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:A legit “brand” change is moving from technical expert to leader. Not every technical expert makes a good leader, and you have to start showing leadership skills (strategic thinking, coalition building, change management, etc.). Some posters may scoff at this, but it’s real and must be done to climb the ladder. I’m not denying the workplace still has unfair dynamics and that some people are promoted based on connections, but some of the posts seem overly dismissive of the need to evolve into a leader as you advance. If I need someone to lead a team or office, I will pick someone with established leadership skills even if they have ZERO subject matter expertise over an established expert who’s ill equipped to lead.

Often, the higher up you go, the less your technical skills matter.

+1. You can’t just stay an SME. I feel like so many of the stories on here are people who fell into that trap.

An SME usually has a flat salary progression so they don’t cost any more than the new hire. It’s just managers don’t like managing people older than themselves.

A lot of old people are bullies, and not as SME as they think they are.
True SMEs will always have a job.

Now do Black people and women.

Women are at the table because they manage resources well.
Blacks are there for diversified view and risk mitigation.
What do non-SME old people bring?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I am 57 and just got a huge promotion (to me) with a 20% raise. I also got accepted into a very prestigious (in my field) national program, which has really increased by perceived value (I still think I'm the same person, but others don't).

I have marketed myself. I have built relationships far outside my small organization. I have acquired new, relevant skills. I have always tried to keep up with the skillsets that 20 somethings and 30 somethings take for granted, rather than give up and hand things off to assistants.

I've watched others kind of sit back and rest on their accomplishments when they hit 40s and 50s (more so in their 50s). And I'm not blaming them at all. A work/life balance is critical, and everyone makes the choices that are right for them. And honestly, it would have been me, too. My kids are grown. I want to travel more. But a few years ago, something happened at work that positioned me to have more influence and deliver a better product. So I was motivated by that and just haven't stopped.

Having said that, I don't think there is anywhere more "up" to go, for me, but I do think I've got some good insulation from losing a job, or at least from losing a comparable income, until I retire.

The problem is people fail to realize outside Fed and State work the retirement age is now 67. I was doing Goal Setting with a 37 years old woman last week. She took me off guard wen she went off how hard she worked up to this point to get where she is. Usual MBA/CPA worked a few good companies, two kids around 4 and 8. She was like she is looking forward to retiring one day and she is doing the bare minimum at work right now. Mainly remote and off to bus stop, day care pick up. IDK to be honest. But she literally has 30 years to retirement. She will soon be 50 with kids in college and empty nestor and large tuition bills and her resume will be empty and she will be competing with 30 year olds for work. She litterally feels she did enough by 35 to coast.

Next up I have to do it a 36 year old guy, he too is already talking about about retiring early at 60. Like his Dad. I am laughing. Dude you have have the foot off the gas at 36 you aint going to make it to 52 before you are canned and never work again if you dont start adding value.

This is real reason 52-62 year old people find themselves unemployed and never work again. They were coasting, over paid and have no employable skills. They started coasting at work. My last job the new CEO fired the entire senior mgt team in his first 12 months. Myself and a a few others still have big jobs. The rest were coasting and when got perp walk at 50-55 they were toast. And we were labeled URA - UnRegretted Attrition. And we signed NDAs. Anywork we did there is useless. Some spent 16-18 years there and our internally built systems exist nowwhere else. THey are toast

Your casual misogyny is pretty classy..

This type of culling is why your employees weren't putting petal the metal in their careers -- at the end of the day their longevity is up to the whims of executives who are happy to fire people even while profits are rising for capricious reasons. I can guess what the survivor bias is for your colleagues who still have big jobs, and it sure won't be because of their "skills".

As if I keep in touch with my last 4 jobs. I was laid off two of them and other two I bailed on them right after I got bonus. I do follow them but I know I am on do not hire list all four places.

My friend and mentor jokes I am only person he knows who landed 5 big jobs. In-joke well I am also only person you know who lost 4 big jobs.

I am confident I can land big job 6. Just need to wait for next big thing. I love to join Freddie Mac or Fannie Mae board and get it to go private and do a huge IPO. Except I am URA over there so won’t happen. Sad cause I be great

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:A legit “brand” change is moving from technical expert to leader. Not every technical expert makes a good leader, and you have to start showing leadership skills (strategic thinking, coalition building, change management, etc.). Some posters may scoff at this, but it’s real and must be done to climb the ladder. I’m not denying the workplace still has unfair dynamics and that some people are promoted based on connections, but some of the posts seem overly dismissive of the need to evolve into a leader as you advance. If I need someone to lead a team or office, I will pick someone with established leadership skills even if they have ZERO subject matter expertise over an established expert who’s ill equipped to lead.

Often, the higher up you go, the less your technical skills matter.

+1. You can’t just stay an SME. I feel like so many of the stories on here are people who fell into that trap.

An SME usually has a flat salary progression so they don’t cost any more than the new hire. It’s just managers don’t like managing people older than themselves.

A lot of old people are bullies, and not as SME as they think they are.
True SMEs will always have a job.

Now do Black people and women.

Women are at the table because they manage resources well.
Blacks are there for diversified view and risk mitigation.
What do non-SME old people bring?

They are BSDs survivors