Some time ago I came across The Age Advantage: Making the Most of Your Midlife Career Transition, a paperback by Jean Erickson Walker, Ed.D.

Walker writes straightforward “advice” with no attempt to create the jazzy style common among self-help books. It’s easy to read, although I winced at the clichés (“It’s not over till it’s over”). You’re definitely out of the “dream-it-and-do-it” mode here. Look for action tips, not inspiration.

The best part of the book comes at the beginning, when Walker describes what it’s like to go through a midlife career crisis. Walker differentiates beginning, middle and endings people, i.e., the stage of a transition where people feel most comfortable. This scheme resembles Martha Beck’s four stages (Finding Your Own North Star) and my own distinction between jumpers and clingers .

Midlife career change is defined as a change “when age is a factor.” Walker claims that attitude determines whether age is an advantage or disadvantage, although I never figured out the advantages that were actually created by attitude. She later acknowledges that discrimination is a reality that “should not be tolerated,” but in fact is hard to fight through the legal system. Here are some quotes that led me to ask, “Where’s the advantage?”

p. 204: “My coaching clients often tell me they’ve been advised to show more enthusiasm. Your calm demeanor may be interpreted as a lack of energy.”

p. 208: “Don’t be competitive. Your age advantage is that everyone expects you to have expertise and knowledge. You can afford to be generous.”

p. 294: “[C]companies do not hire someone over age fifty with the expectation of ‘developing’ them. Promotions may come, but they’re rare…”

I also suspect midlife career changers will benefit from the discussion of networking, one of the few directed to this career segment. She points out the need to come right out and ask for help, instead of putting on a front of, “Everything’s great.”

Her discussion of resumes is excellent, especially the emphasis on “accomplishment statements.” She suggests leaving off the “objective;” I encourage clients to run their resumes past someone who is active in their field. There is no way any career consultant can learn the idiosyncrasies of each industry and career field.

I also like Walker’s reality checks. Finding a new job, especially if you are changing fields, can take a long time. People often need to acknowledge and mourn career losses. There is indeed a downside to setting up your own business or consulting firm. Her advice about learning a firm’s culture seems basic — until you realize that someone who’s been in a job for twenty-plus years is like a fish who stopped seeing the water.

That said, I believe Walker underestimates the effect of identity on midlife career transition. She argues against hiring an “overqualified” employee and urges the midlife applicant to be careful not to intimidate employers during a hiring interview.

Being overqualified does create stress among employees and their coworkers and, if you have to worry about intimidating others during the interview, you’ll be tippy-toeing around for the remainder of your career!

I also question the value of a detailed assessment program. I find that people in their forties and fifties tend to be self-aware and that abstract values and interests rarely help them align with real careers.

Most people have a secret (or not so secret) dream or idea of what they want to do. When they don’t, they’re usually blocking themselves and standard exercises won’t help. The self-knowledge exercises here are commonplace, even banal: I hope the author saves more dynamic tasks for her “live” clients.

Finally, I find that many people would do better to start a business instead of job-hunting, or as a parallel activity to job-hunting. If you’re a high-profile person in your community or you’ve had a very senior position in a narrow area, you may not be able to find a new job — certainly not a good one — unless you’re a superb networker who’s flexible about relocation.

I’ve been told that a former mayor of a small town found himself in need of a job after his wife left him, taking the assets (mostly from her side of the family) with her. Nobody would hire an ex-mayor. He ended up selling cars.

The Age Advantage was written about a year before 9/11, when employees were in short supply, so some of her suggestions seem dated. That’s inevitable when you write practical guidebooks instead of inspirational self-help.

A major gap is the lack of discussion of career resources available besides her own book. These days, it’s important for people to realize that they may not need a coach or counselor — it seems like “everybody’s” got one. On the other hand, if you’re feeling isolated or stuck, the right support person can make all the difference. In my own work with clients, I’ve saved them many hours – even weeks or months – of chasing a dead end because I knew the short cuts.

I recommend The Age Advantage, especially for those who have enjoyed a long career in corporate America Take what you find useful and ignore the rest.

A great quote from The Age Advantage:

P 156: “Note: the high tech industry has dramatically changed the look of corporate America, where ‘cool’ and ‘laid-back’ are the right look. If you don’t want to stand out like a sore thumb, lose the pinstripes. It’s not necessary to go directly to rumpled blue jeans and tennis shoes, but you should look like you could do so comfortably on a moment’s notice. Nothing says you’re from a different generation quicker than being too formally dressed.”

My own comment: I love it! I’ve always been able to “do so comfortably on a moment’s notice.”

When you order The Age Advantage through my link, I do get a small commission – you do not pay extra.

Recently I came across an article on a site that looked extremely reputable. The site promised to include tips for midlife career change, but in fact the article is misleading and even dangerous.

First, I don’t recommend following any guidance for “best job” or “hot jobs.” By the time you read about them, they won’t be hot anymore. You may not be suited to them. Anyway, some of these claims are simply inaccurate.

Here are just 2 examples of what was included in an article on the site:

Bad piece of career change advice #1: “Be a teacher.” The site wrote that if you have a degree, you only need “minimal” classes in education.

That’s simply not true. You need a minimum number of education classes to teach in public schools in the US. You may not need any education classes for private high schools. What’s minimal?

College professors rarely take courses in education or pedagogy. In California (and maybe other states) you get a junior college credential; I got mine a few years ago just by teaching, although things may have changed. These days, jobs in college teaching are highly competitive, and it’s not always easy to get any teaching job, depending on the district.

Bad piece of career change advice #2: “Just stop practicing “your occupation” and start advising others on how to succeed.”

Sure, starting a business is a good idea these days – but it’s not that easy. You need a plan, evidence that people want what you have and a way to reach your target audience.

If you’re in your forties and physically fit, you may be surprised to learn that you can make a career change to being a flight attendant or police officer. I’ve met people in their forties who have made those transitions successfully. Again, a lot depends on the specific places you target for employment.

What to do instead? Get information from real people. Ask at least six people in the field you’re considering: “How did you get here? What works? What would you advise me?”

I offer consulting to private clients. If you’re considering a career tune-up, click here to learn more.

Some good career tips from Business Insider. Start with the 11 things never to put on a resume: http://read.bi/HxnTTR

My career guide includes many of these tips – so if you start here you are ahead of the game:
http://www.MidlifeCareerStrategy.com/searchbk.html

Career counseling used to be straightforward. You hired a counselor who administered tests, asked some questions and guided you to a dream career. Today’s job search model calls for hiring a coach. And you’ll find thousands to choose from. Here are some guidelines to make your selection.

Karen hired a “mentor” coach to help her business grow. She spent hours working on her website. She played with orange, green, and blue text in helvetica, geneva and garamond type faces. She added pictures. She took away pictures.

Karen’s coach cheered: “You’re doing great!” On a slow week, the coach said, “Clear clutter and learn to dance.”

After three months, Karen had a big coaching bill, a multicolored website, an empty house and a sad little business.

What happened?

Every coach works with a model, or template, of human nature that explains what, why and how they coach. Karen’s coach believed people will unblock their businesses when they clear clutter and learn to move their bodies freely. It works for many people.

However, Karen needed information. A corporate manager turned entrepreneur, she needed a business-savvy coach who could help her transform minefields into meadows.

Karen hadn’t asked her coach, “What do you think I need?”  And she hadn’t asked herself, “What do I need most right now?”

What is a model?

We work with models of human nature every day. For instance, Western medicine treats the body as a machine to be repaired; Chinese medicine believes sickness is caused by imbalance that can be corrected by herbs and diet.

Every model has limits. If you break your leg, the Western model makes most sense; if you suffer from insomnia, you might favor the Chinese model.

Which model do you need?

John’s business is hitting a rough patch.

Coach X says, “Clear your life of energy-draining relationships.”

Coach Y says, “I will teach you mental techniques to attract new business.”

Coach Z says, “Maybe your business does not reflect your life purpose.”

Coach Q offers, “I will teach you networking and sales techniques.”

Only John knows what he needs. If your website needs an overhaul, you can clear clutter till your house is bare and nothing will happen. But if everyday hassles are draining your energies, you can’t focus clearly on the website.

By the book

Let’s compare four best-selling books. Cheryl Richardson’s Take Time for Your Life exemplifies the “life space” model: people know what they want and how to get there; they grow by self-care and personal empowerment. Choose Coach X.

Lynn Grabhorn’s Excuse Me Your Life Is Waiting, suggests that people will achieve goals when they focus clearly on what they want. Her techniques can help people change their thinking and feeling styles. Choose Coach Y.

Martha Beck’s book, Finding Your Own True North, argues that finding your essential self will bring fulfillment. Choose Coach Z.

Finally, a business book like Michael Gerber’s E-Myth series or Jay Levinson’s Guerilla Marketing will assume you are perfectly capable of applying sound sales techniques once you learn what they are. Yes — that’s Coach Q.

The key is to be very clear on what you want and to decode what the coach offers before you commit to long-term relationships. Karen got Coach X when she needed Coach Q.

Read what the coach has written. Ask if you can buy an hour or two of consultation before committing to a longer time frame. Ask directly, “What types of people do you believe you can help — and why?”

You don’t have to be friends with your coach. You don’t have to eat lunch together or trade birthday gifts. But the coach’s model of growth and change has to fit who you are.

You may not need a coach. You may need a mentor or you may need to learn to listen to your own intuition.

Ask yourself: How did you learn and grow during previous transitions? Have you benefited from paid support: therapy, groups, or classes? Or did you learn by reading, introspecting, journaling or talking informally with a friend?

Know what you need, both now and over a lifetime. Paying a coach may be the best investment you can make right now — or may be a waste of time and money. They key is to understand your own growth patterns so you can identify the most effective and enjoyable way to reach your dreams.

This article is based on Teach Your Intuition to Send You a Telegram, Not a Post Card: Using Intuition for Business and Career Decisions. Click here to learn more.

“Norman” was experiencing sticker shock. After years of career success in the corporate world, he had accumulated a healthy nest egg.

But now Norman faced a midlife career crisis. He had just learned his division would be shutting down. To keep his job, he would have to relocate to a distant part of the country. Finding a new job meant fighting age discrimination.

So, Norman thought, why not launch an Internet marketing business? He began exploring and collecting information.

Norman first encountered sticker shock when he learned about the world of Internet marketing seminars.

“Over seven hundred dollars for two days? That’s outrageous!” he exclaimed.

When you’re facing a major career crisis, it’s hard to evaluate prices. I like to draw an analogy with getting a flat tire in the middle of the night. You haven’t bought tires for years and you have no idea what’s realistic.

Worse, you feel stranded. You feel you have to make decisions right away.

And you feel like money keeps dripping away. For career change, the expenses add up. Travel. Moving. Resume Services. Business Start-up.

But I take a different view. I encourage clients to banish words like “cheap” and “expensive” from their vocabularies — forever. Instead, I encourage everyone to respond to sticker shock with three questions.

(a) How does this price relate to the market?

Maybe you’re paying too much. Maybe not.

Before hiring a consultant, attending a seminar, choosing a moving company or buying computer equipment, do some research. Learn the going rate.

Sometimes you’ll get increased value by paying more. Sometimes you won’t. But you should be suspicious of offerings that are way below or way above market price.

Author Barbara Ehrenreich, posing as a corporate job hunter, hired a resume coach who charged by the hour. As reported in her best selling book, Bait and Switch, Ehrenreich’s bill grew larger and larger as the coach found more and more ways to make the resume “perfect.”

Had Ehrenreich checked the market, she would have learned that many resume consultants charge a flat fee, not an hourly rate.

(b) Will you get value for your payment?

Spending a thousand dollars seems like a lot of money…but not if it’s the best way to earn two, three or even ten thousand dollars.

But throwing money at a career or business challenge won’t work either. You have to choose resources that make sense for you as an individual. I know lots of career changers who invested big bucks in education and training – only to realize the promised opportunities didn’t fit their unique profiles.

Norman’s seminar actually was a good value because comparable seminars cost at least twice as much. And a seminar would save him months of research time as he explored new business opportunities. He would meet a dozen experienced, successful entrepreneurs – all potential mentors and role models – in one location. To get comparable value, he’d have to travel all over the country or rely on phone and email connections.

(c) What’s your time frame?

Most clients lose money by trying to move too fast – not paying for coaches, consultants and seminars. They don’t invest time in researching options.

And let’s face it: If you haven’t dealt with a career crisis for a long time, you may not know where to begin. You’re like a motorist who has never had a flat tire – someone who’s misplaced the auto club number or even let the membership lapse because “this will never happen to me.”

One client spent a significant sum to have her resume “blasted” to a thousand employers. She actually was harmed because her name became associated with a company that was distrusted by most legitimate recruiters in her field.

Another client reacted to job loss by calling real estate agents to sell his house. “I need a change of scene,” he declared, making more calls to moving companies.

Six months later, he felt stranded. Someone suggested he give me a call. “I thought I’d love living here – but I hate it,” he said. “I didn’t even know what questions to ask before I came.”

Bottom Line: “Expensive” and “cheap” have new meanings during a career crisis. To transform breakdowns to breakthroughs, we need to discover new ways to think about money.

Based on Transform Your Dollars to Dreams
Learn more.

I’ve been working out at the gym for a long, long time. As a child I was totally unathletic – the ultimate wuss, in fact. So a big part of my workout reward comes from being able to say, “I did it!” When I attended a high school reunion, I got teased a lot about my new “jock” persona. (That tells you how far I’ve really come.)

Since I’m such a dedicated, self-motivated exerciser, I rarely hire a personal trainer; I just take classes that come with gym membership. However, recently a top trainer at my new gym offered a special deal – 5 private lessons at a deeply discounted rate. I couldn’t resist.

Initially, I figured, “No big deal.” Every time you visit a gym, you need to learn the equipment. And she probably has some new ideas – she’s a bodybuilder after all.

To my surprise, I found a whole new exercise routine. Instead of putting together an ad hoc group of exercises when I’m in the gym, I have a systematic set of steps to follow. I’m doing some fun new exercises with free weights.

Of course, I knew what I wanted. No fitness assessments, thank you very much.

And when she asked for my goals, I was totally up front. “This summer I want people to come up to me and say, ‘Wow…you must work out a lot.”

Yes! Pure vanity.

In the same way, you may be moving along well in your career, career change, or job search. You figure, “Why hire somebody?”

You just might get a few new ideas … or you might get a whole new approach that makes the process more fun and more rewarding.

I don’t intend to get personal fitness sessions on a regular basis; my schedule won’t allow me to schedule them regularly for the long term and anyway, I’m totally self-motivated. So I just wanted a few “tune-up” workouts.

And I offer the same opportunity for my clients and readers: the Career Tune-Up. Learn more here.

Recently this question was posed on a LinkedIn forum: Should you hire and fire?

Readers interpreted the question differently. Some said, “Hire slow and fire fast.” Most said, “Don’t hire anyone unless you’re prepared to invest in his/her retention and growth.”

Here’s my response (edited from what I posted):

With small companies, or companies going through fast growth, it’s best to hire contract workers rather than employees; they have a fixed term and you get a sense of who you want.

But you don’t get a completely free ride when you hire contract employees.

Performance reviews as well as decisions to put someone on probation, give written warnings, or (especially) fire  even contract workers can lead to lawsuites. Therefore, when setting up your processes, you must get advice from a good employment attorney. I’m not a lawyer so my comments are based on first-hand experience.

I’ve heard of contract employees bringing suit because they claimed they were not re-hired due to sexual harassment, discrimination or other causes. These suits will eat your time and money budgets; they cause deep rifts in a company, destroying your most precious asset: a productive group of employees.

In a growing or changing environment, be aware that reference to “age’ or “career stage” can be interpreted as age discrimination (and in fact it probably is, in my non-legal opinion). If the EEOC gets interested, they will ask about documentation, so you need to be ready.

Apart from saving the hassle of a lawsuit, you’ll save everyone a lot of misery when you do things right the first time. I’ve seen first-hand what happens when a confused manager starts inventing stories to justify a poor evaluation. It ain’t pretty.

What do you think? If you don’t see a comment box, click on the title of this post and share your thoughts.

What motivated you to sign up? Why are you interested in learning more about career change? Reply to this post and share your reasons. Each comment will be moderated so if you prefer, your comment can be edited to remove your name and other identifying details.

Job search, like almost everything else, has changed in the 21st century. For instance, you may be wondering, “Is it still correct to use ‘Dear Sir or Madam’ in a cover letter?”  (Actually not..)

This question provides the opening for a provocative article in Business Week. Read the full article here. I’ve added my thoughts in this post.

There are two reasons to avoid outdated search tactics. First, you could be branded as ‘older.” More important, as a new hire of any age, you are supposed to bring a fresh wave to the company. You’re expected to show that you’re up to date on trends and practices.  As this article notes, if you haven’t noticed that ‘Dear Sir or Madam” hasn’t been used in the past 30 years, what else aren’t you noticing?

You might say, “That’s an unfair question.” I would agree. After all, how often do we write letters to anyone, let alone strangers in a business environment? Why would we even notice?

Career change and job search represent critical points in a person’s life for which we are usually unprepared. Other critical points include surgery and buying a home. We just don’t do these things enough to learn how to make wise decisions. And time pressures usually preclude the kind of careful research we would like to undertake.  That is why so many people seek out professional advisors, such as case managers in health care or  career coaches for careers.

Outdated Tactic #1: Your job search doesn’t require special stationery. Often you will send resumes and cover letters via the Internet, where they will be printed out on plain white paper. It’s okay to use a heavier stock than the default option from your neighborhood copy shop. But skip the “nubbly beige or pink or stone-grey resume paper.”

On this point, I agree 100%.

I also recommend getting simple cards printed up with your name and home phone number, so you’ll have something to share at networking meetings. This step is especially crucial if you are unemployed or job-hunting in secret.

The author says it’s a 1980s idea but I suspect you’ll find resume consultants today who are making these recommendations.

Outdated Tactic #2: Quaint cover letter phrases. The author refers to “Creaky Cover Letter Language,” such as “Dear Sir or Madam.”   Instead, find he name of the hiring manager, using LinkedIn, if at all possible. If you are responding to a blind ad, you can omit the salutation altogether. I still see people saying, “Good morning.”

What you don’t want to use: “Dear Hiring Manager…” or “To Whom It May Concern.”

I’d also avoid phrases like “prior to” (instead of “before”). Write the way you speak.

Outdated Tactic #3:  Groveling and begging with an “I will do anything …”   You’re expected to present yourself as a specialist who talks to the hiring manager as an equal. After all, you are arranging a win-win business deal. You aren’t desperate.

The easiest way to avoid this mistake is to make sure you don’t need this particular job. Start your own small business (hey, my dog walker made more than some teachers last year.). Have many irons in the fire. Don’t end your job search until you have a written offer, with a salary and a start date, and you have accepted, in writing.

Outdated Tactic #4:  A Bevy of Bullets. Identify 2-3 accomplishments for your past jobs. Each bullet should represent an accomplishment, written up as “problem, solution, outcome.”  Your resume tells a story in simple, everyday language.

My own comment: If you’re over 16 you don’t have ‘”tasks” or “duties.” You have responsibilities and more important, you’ve created accomplishments.

If you’ve had several jobs, include details in the last two or three job listings. After that, a summary should be enough.

Outdated Tactic #5: Show-off-y research.  You absolutely need to do your research. Sites like ZoomInfo, LinkedIn,  Glassdoor.com, and other company-research sites will give you a leg up on the company. The firm’s own site will tell you what they claim as the official party line.

What’s more important is the way you present your research. Bring up a few points casually. Even though you are on a job search, the idea is to come across like a consultant who may be taking on an engagement. Anything that smacks of seeking brownie points or groveling will lead to a loss of credibility.

What About the X Factor In Your Job Search?

Finally, one comment to the original article pointed out that a lot of hiring is based on personality. A job search strategy may include finding as much as you can about the personality of  the person who will hire you.

Many people are gifted at picking up vibes in situations so they’ll instantly grasp the personality of the interviewer. I’m not sure how much you can learn ahead of time. People sometimes take on different personality traits during an interview, so company insiders won’t be able to give you an accurate perspective.

However, you may be able to research the company’s culture. During the interview, you’ll notice different things.

For example:

Are you invited to meet your future colleagues? One of my own clients called after he had been on a job for a few months. He realized he had made a horrible mistake. Going back, we could see clues. He had been interviewed in a conference room, far from his future colleagues. He met one other manager. Sure enough, when he reported for work, he realized his manager was a control freak and the corporate culture was secretive and tense.

What do YOU think? What are some elements of the culture that should be emphasized in a job search?

What outdated tactics have YOU seen in the workplace?

Answer below. If you don’t see a place to comment, click on the title of this post and you will be taken to a page that allows comments.

Sunday’s New York Times features a section called the Career Couch. Each week a pressing problem is offered for career advice. This week, the question was about handling the difficult situation when your boss adds more tasks to your workload than you have time to do properly. Read the full article here.

Career advice from experts can be summarized as:

(1) Tell your boss the consequences of adding an extra project. Other projects may be delayed. You may need additional help.

(2) Ask for help. For instance, “Maybe we can get someone from accounting to run these numbers.”

(3) Ask your boss to set the priorities. “I’m already working on A. Does B get priority?”

(4) Work long hours if the new product will enhance promotion opportunities within the company or make you more marketable.

(5) Keep your management updated, as often as once a week. That way your management has a realistic sense of your workload.

So … what do you think?

If I were offering career advice to a client, here’s what I might suggest.

First, study your boss’s agenda. Newspapers and magazines like to give the party line. So do consultants and coaches who are being quoted for print (and posterity).

The party line is that your boss means well and has the company interests at heart. The truth? Sometimes your boss wants you to fail. Sometimes your boss is under pressure and passing the pain around. Sometimes your boss honestly doesn’t know because circumstances have changed.

Watch for pushback. For instance, you say to the boss, “The project you assigned will take an extra 20 hours this week.” Your boss says, “No way. When I did that project six months ago, it just took 8 hours.”

These are the kinds of questions I would encourage you to ask – not necessarily out loud but to yourself:

Are you inefficient?
Is the boss factoring in genuine differences, such as your unfamiliarity with the task or a change in circumstances?
Are you valued as someone who can get it all done, on time and error-free?

If you’re getting a series of “no” answers to these questions, you should start seeing red flags. Unreasonable requests can mean that (a) your boss is a clone of Dilbert’s pointy-headed boss; (b) you’re being targeted for bad things to happen; and/or (c) something is very wrong with your company or department.

As always, the best career advice will be, “Study the company’s culture.”

… What do they value? Some companies place a high value on saying “yes” and overworking yourself till you’re sick or dead.
… Who gets rewarded?
… Who else is getting extra work? Are they the winners who go on to great things? Or the losers the bosses feel they can use with impunity?

Finally, you may not have the option to say no. I am not a lawyer. However, in an informal conversation, a lawyer told me that refusing to do work can be grounds for termination. Now, I don’t know if that lawyer was right. I don’t know what circumstances apply. But I would really, really think about saying “no,” especially if something is in your job description. Again, I’m not a lawyer and it is not my intent to give legal advice.

But speaking as a non-lawyer career consultant offering career advice from my experience, I would encourage you to go through the motions and do the best you can, if your boss refuses to let you off the hook. Then you may have to recognize that this career or job is coming to an end. Think of how you can give it a decent burial while moving on to your next life.

If you’d like to get some career advice via one-to-one consulting, you can hire me for a single-shot Career Strategy Session. http://www.midlifecareerstrategy.com/careerstrategysession.html