Print this articleBy 2016, one-third of the total U.S. workforce (or 33.5 percent) will be age 50 or older, up from 28 percent in 2007. As the proportion of younger workers continues to decline, attracting and retaining mature, experienced employees will become increasingly critical for employers who seek to retain their competitive edge.
Specific recommendations for recruiting, training, phased retirement, retiree relations, and caregiving programs are outline in the AARP Best Practices for Managing the Aging Workforce section, and these are well work a look.
The yearly AARP Best Employers for Workers Over 50 recognition program awards companies and organizations who provide leadership in the best practices and policies for addressing the issues affecting our aging labor force. Any employer with at least 50 employees based in the United States is eligible to apply, including for-profit companies, not-for-profit organizations, and government employers.
The 2008 Winners
DISC the Candidates!
You’ve seen them on TV and in the papers – smiling, frowning, trying to stay cool under pressure.
Since DISC is measurable, observable behavior, you should be able to make an educated guess about what each candidate’s DISC graph would look like.
Can you put together what you have heard and seen in terms of behavioral style?
Need help? Do a match-up!
The following adjectives were used to describe the candidates by a variety of people in the media. These sets of characteristics were implied and stated by multiple sources on more than one occasion.
See if you can recognize which pattern goes with what type of DISC style profile:
Barack Obama
“We need real change”Inspirational + Outgoing + Need for Affirmation + Persuasive + Affectionate =
Diverse + Adaptable + Multi-tasked + Desire for Change =
Confident + Authoritarian + Assertive + Determined + Objective-oriented =
Unclear + Slightly Narrow-minded + Self-reliant + Unsystematic + Self-validation =
John McCain:
“Surrender is NOT an option”
Strong-minded + High Risk-taker + Confident + Controlling + Need to “Prove his Mettle” =
Nonconformist + Insubordinate + Independent + Insincere + Takes Unnecessary Risks =
Deficit of Emotional Restraint + Opinionated + Unreserved + Critical of Others + Dissenting =
Impulsive + Intolerant + Demonstrative + On Edge + Failure to Plan Ahead =
- D = Dominance – Problems
How the person responds to problems and challenges. High D or Low D? - I – Influence – Persuasion
How the person influences others to his or her point of view. High I or Low I? - S – Steadiness – Pace
How the person responds to the pace of the environment. High S or Low S? - C – Compliance – Procedures
How the person responds to rules and procedures set by others. High C or Low C?
Got it? Leave a comment!
Behavioral Style Strategist and President of Data Dome, Inc. Art Schoeck shared his expertise with executives at a recent seminar given as part of a week-long program at the Scarlett Leadership Institute. Participants received advanced training in leadership applications and strategies using the insights of DISC behavioral style analysis.
The Scarlett Leadership Institute, located at Belmont University in Nashville Tennessee, brings together world-class business minds from Fortune 500 companies and successful leading-edge organizations to interact with a selected class of participants. The “for-leaders by-leaders” Center for Executive Professional Development was designed to develop the people and talent that leading executives most need to support the continued success of their organizations. Participants in the Signature Executive program must be high-potential individuals nominated by senior leadership in their organizations.
Evaluations of the participants indicated that Art Schoeck’s seminar was their favorite piece in a special week-long leadership program.
One of our fellow bloggers from the Blog Catalog community has included us in his Link Love to 365 Random Blogcatalog Members.
The post is set up as a calendar, with a blog url for every day of the year.
Cute idea, Part Time Blogger. Thanks for including Data Dome!