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Who Pays for Weddings? Boomer versus Millennial Dollars By Cynthia Brian

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Empowerment
Who Pays for Weddings? Boomer versus Millennial Dollars By Cynthia Brian

If you are looking for upbeat, life-changing, and mind stretching information, you’ve come to the right place. Host Cynthia Brian takes you on a journey of exploration that will encourage, inspire, and motivate you to make positive changes that offer life enhancing results. It’s party time on StarStyle®-Be the Star You Are!®. And YOU are invited! Join us LIVE 4-5pm Pt on Wednesdays or tune in to the archives at your leisure. Come play in StarStyle Country.

Couples are marrying later than in previous generations with the average for women being 29 and for men 31. In bygone days, the bride’s parents were expected to foot the bill for the wedding but those rules have changed. How can you keep this happy occasion on track and who pays for what? Cynthia Brian shares ways to make it work.

Millennials may have surpassed boomers in numbers, but more than 70% of the disposable income in the US comes from baby boomers. Boomers are interested in saving and spending money. Heather Brittany discusses why companies need to focus on attracting boomers as well as other generations to increase their bottom line.

Guest Bio:
Heather Brittany is a certified Bar Method instructor with degrees in English, Communications, and Women’s Health. She has worked as a reproductive assistant at Planned Parenthood and is very keen on helping men and women stay healthy and be informed. Heather is currently working in the wine industry and touts the wellness benefits of a daily glass of vino. She and her husband helped foot the bill for their dream wedding. It was the best day of their lives!

Listen at Voice America Empowerment: : https://www.voiceamerica.com/episode/100176/wedding-payments-boomer-vs-millennial-dollars

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REBOOT YOUR LIFE AT 60+: START PLANNING FOR YOUR NEXT CHAPTER by Hemda Mizrahi & Jaye Smith

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Business
REBOOT YOUR LIFE AT 60+: START PLANNING FOR YOUR NEXT CHAPTER by Hemda Mizrahi & Jaye Smith

Jaye Smith Head Shot

Jaye Smith, M.A., educator, author, consultant, coach, and Co-founding Partner of Reboot Partners, joined me on “Turn the Page” to provide guidance on how you can “Reboot Your Life at 60+” and plan for your next chapter. Listen to our conversation to find out about some the universal fears and struggles that people over 60 share around the world, and how you can look toward your future with greater confidence and ease.

Jaye spoke with me after the show to share exercises that have supported thousands of “Reboot Partner’s” readers and retreat participants in approaching their lives with a fresh perspective. Here are three to get you started:

“TAKING LITTLE RISKS”
“A number of us get stuck in doing things the same old way. That thinking and approach makes it hard to reinvent ourselves as we plan for a new chapter in our lives. In order to have a new experience, we need to find ways to OPEN UP OUR PERSPECTIVE.

When needing a breakthrough or a shift in perspective, we recommend trying out this exercise. We call it “Taking Little Risks.” What little risks can you take to begin to have new eyes about your day-day life and long-term view? Here are some ideas: identify FIVE new ways to travel to and from work, FIVE new kinds of food you have not tried, and FIVE activities you’ve always wanted to try. You get the idea. Try new things that draw you out of your comfort zone. This will help you to release old habits, see things differently, and exercise your brain!”

VISIONING: LOOKING BACK FROM THE VIEW YOUR 100TH BIRTHDAY
“We talked a lot about visioning and imagining your ideal future. Another way to uncover some of those dreams and goals from another angle is to consider what you would like to make sure you do, see or experience before you die, that reflect, in your way of thinking, a WELL LIVED LIFE.

Write down those things and think about them in terms of the next few decades. How will you plan to accomplish that BUCKET LIST? Looking back on your life on your 100th birthday, what would you have liked to have done and seen?”

“LIVING LIGHT”
“Think about the various stages of your life, your first pieces of furniture, your first job, your first home. Once you start the process of accumulating “stuff,” it can get worse as you move through other phases, such as having a family and inheriting belongings of aging or deceased family members. Before you know it, you are buried under more stuff!  The interesting phenomenon is that baby boomers, for the most part, want to get rid of stuff and live more simply. We call it “living light.”

What are ways that you can simplify your life? Who can help? Identify a plan, maybe with your partner or perhaps a more objective friend, and start to eliminate stuff. Many are benefiting from “living light” as both a cathartic and money making experience through yard and estate sales, on eBay, or some of the new apps that help you sell what you don’t need.

You will feel lighter and freer to do other things and not tied down unnecessarily.”

Jaye recommends “Clear Your Clutter with Feng Shui” by Karen Kingston, as a practical resource.

“REBOOT” RESOURCES
The Reboot Partners website offers information about upcoming retreats and other resources.

Refer to The Retirement Boom: An All Inclusive Guide to Money, Life, and Health in Your Next Chapter (2015), and Reboot Your Life: Energize Your Career and Life by Taking a Break (2011) for additional expert advice.

Listen to my conversation with Jaye to hear success stories that mirror what’s possible for you!

The Generational Divide: Is There One?

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Business
The Generational Divide: Is There One?

office1                       office3 

 

A recent encounter got me thinking about inter-generational interactions in the workplace.

As a volunteer usher at a performing arts organization, I was given the wrong sign in sheet by young millennial who was chatting away with another staff member.

Later, it was brought to my attention, by the same person, who said to me, “You signed the wrong sheet.” There was no apology or taking of responsibility.

My first reaction was annoyance thinking, “It was your mistake, not mine. Don’t you know I’ve been working much longer than you…you should show some respect….where’s your work ethic?”

Once I got out of my righteous indignation, I looked back and realized that maybe I need to take some responsibility for not paying more attention in the first place. Also in the past, when I’ve observed her in action as she dealt with patrons, she was professional. So that got me thinking!

Generational Differences
For the first time we now have four generations in the workplace (traditionalists – baby boomers -X ‘ers – millennials) which presents interesting challenges and opportunities to leaders, managers, and their teams. So much has been written about the differences in traits, expectations, styles, preferences. But I’m wondering if we should also be looking at what are the similarities.

The Center for Creative Leadership asked this question: (http://www.ccl.org/Leadership/)

Is it possible to work with and manage people from all generations effectively without pulling your hair out?

Absolutely! The following ten truths about generational conflict can help you look past the stereotypes and become a more effective leader to people of all ages.

  1. All generations have similar values. In fact, they all value family, the most. They also attach importance to integrity, achievement, love and competence
  2. Everyone wants respect – they just define it in the same way.
  3. Trust matters especially with the people you work directly with. Everyone wants to trust and want to be trusted.
  4. People of all generations want leaders who are credible and trustworthy. They also want them to listen well and be farsighted and encouraging.
  5. Office politics is an issue – no matter what your age. Most realize that political skills are a critical component in being able to move up and be effective.
  6. No one really likes change. Resistance to change has nothing to do with age; it is all about how much one has to gain or lose with the change.
  7. Loyalty depends on the context not on the generation. People stay or leave a company based on their boss, opportunities, stage of life and other factors.
  8. It’s as easy to retain a young person as it is to retain an older one. It depends on what’s important to them. Age defines a demographic not a person
  9. People of all generations want to make sure they have the skills and resources necessary to do their jobs well. The ability and desire to learn continues throughout life.
  10. Everyone wants to know how they’re doing. Feedback is desired but no one likes only negative feedback; they also want positive as well.

Smart Moves Tip:
Use these ten principles to help you work with and lead people of all ages. When generations fail to communicate and interact effectively in the workplace, we see a negative impact on the bottom line – performance, productivity and profitability start trending downward. So the next time begin to think negatively about a specific age group, stop and ask yourself: What do we have in common that I can tap into? How can I see them and the situation differently?

 

Marcia Zidle, the smart moves executive coach and speaker, is host of The Business Edge (http://www.voiceamerica.com/show/2186/the-business-edge) on the Voice America Business Network. The show features the Smart Growth System providing small to medium sized businesses the proper foundation for expansion: a Growth Agenda that becomes their roadmap, a Growth Engine that attracts and engages the best talent and Growth Leaders that make it happen. Marcia, the CEO of Leaders At All Levels, (http://www.leadersatalllevels.com/) brings street smarts to help businesses get on the right track and not get sidetracked on their path to higher performance and profitability.

The Generational Divide: Is There One? BY MARCIA ZIDLE

Posted by Editor on
0
Business
The Generational Divide: Is There One? BY MARCIA ZIDLE

generational divide

A recent encounter got me thinking about inter-generational interactions in the workplace.

As a volunteer usher at a performing arts organization, I was given the wrong sign in sheet by young millennial who was chatting away with another staff member.

Later, it was brought to my attention, by the same person, who said to me, “You signed the wrong sheet.” There was no apology or taking of responsibility.

My first reaction was annoyance thinking, “It was your mistake, not mine. Don’t you know I’ve been working much longer than you…you should show some respect….where’s your work ethic?”

Once I got out of my righteous indignation, I looked back and realized that maybe I need to take some responsibility for not paying more attention in the first place. Also in the past, when I’ve observed her in action as she dealt with patrons, she was professional. So that got me thinking!

Generational Differences
For the first time we now have four generations in the workplace (traditionalists – baby boomers -X ‘ers – millennials) which presents interesting challenges and opportunities to leaders, managers, and their teams. So much has been written about the differences in traits, expectations, styles, preferences. But I’m wondering if we should also be looking at what are the similarities.

The Center for Creative Leadership asked this question: 

Is it possible to work with and manage people from all generations effectively without pulling your hair out?

Absolutely! The following ten truths about generational conflict can help you look past the stereotypes and become a more effective leader to people of all ages.

  1. All generations have similar values. In fact, they all value family, the most. They also attach importance to integrity, achievement, love and competence
  2. Everyone wants respect – they just define it in the same way.
  3. Trust matters especially with the people you work directly with. Everyone wants to trust and want to be trusted.
  4. People of all generations want leaders who are credible and trustworthy. They also want them to listen well and be farsighted and encouraging.
  5. Office politics is an issue – no matter what your age. Most realize that political skills are a critical component in being able to move up and be effective.
  6. No one really likes change. Resistance to change has nothing to do with age; it is all about how much one has to gain or lose with the change.
  7. Loyalty depends on the context not on the generation. People stay or leave a company based on their boss, opportunities, stage of life and other factors.
  8. It’s as easy to retain a young person as it is to retain an older one. It depends on what’s important to them. Age defines a demographic not a person
  9. People of all generations want to make sure they have the skills and resources necessary to do their jobs well. The ability and desire to learn continues throughout life.
  10. Everyone wants to know how they’re doing. Feedback is desired but no one likes only negative feedback; they also want positive as well.

Smart Moves Tip:
Use these ten principles to help you work with and lead people of all ages. When generations fail to communicate and interact effectively in the workplace, we see a negative impact on the bottom line – performance, productivity and profitability start trending downward. So the next time begin to think negatively about a specific age group, stop and ask yourself: What do we have in common that I can tap into? How can I see them and the situation differently?

 

Marcia Zidle, the smart moves executive coach and speaker, is host of The Business Edge on the Voice America Business Network. The show features the Smart Growth System providing small to medium sized businesses the proper foundation for expansion: a Growth Agenda that becomes their roadmap, a Growth Engine that attracts and engages the best talent and Growth Leaders that make it happen. Marcia, the CEO of Leaders At All Levels, brings street smarts to help businesses get on the right track and not get sidetracked on their path to higher performance and profitability.


 

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