Dr. Green speaks, writes, and consults on both opportunities and challenges of an age diverse workforce. Since the late 1980's, she has researched, documented and guided organizations in devising HR practices and policies to address aging workforce challenges.

From 2005-2007, she traveled to ten cities, with two national workforce projects, in which business leaders engaged in analyzing and promoting talent management strategies for the worker aged 50+ (see the 50+ Workforce 2020: A Blueprint for Innovation PDF).

Organizational Challenges
Leaders are tasked to anticipate and prepare for an unknown - the future. We enable HR executives and "C" Suite staff to envision a preferred future by looking at several potential futures - View a summary of future workforce scenarios (PDF).

For the individual, much of the "generational difference" relates to:

• Who is in charge?
• What is money spent on and who gets it?
• How do I get experience to keep my job and move up?
• How do I create a work setting that suits my work/life style?

From an organization's perspective, much of the "generational difference" involves key recruitment and retention practices:

• What talent do we need now? In 5/10 years?
• Who is going to leave? Can we afford it?
• How do we keep an age diverse workforce engaged?
• Who do we train and develop? Will we recoup our investment?

Services

Training/Workshops — educational sessions that describe the demographic challenges, identify potential areas for generational conflict, and recommend strategies to foster collaborative work processes and work environments.

Management/Leadership Development — training programs for managers, of all ages, that identify common challenges in managing and leading an age diverse workforce, and strategies to address generational differences in approaches to work, motivation, desires and goals for working.

Strategic Workforce Planning — a consulting process to help organizational leaders anticipate, and design, work culture and staffing strategies to address intergenerational workforce issues, and their impact on recruitment and retention of an intergenerational workforce, and creation of a common work culture. The process uses scenarios to generate a preferred future with customized solutions based on visioning, strategic change, and organizational redesign.

Two compelling reasons to hire the 50+ worker 1. Compete for experienced workers in a tight labor market where mature workers choose where and how they work. 2. Gain strategic advantage with a highly engaged, age diverse workforce that results in uncommon success and unparalleled work satisfaction.