You Only Live Once – Right Millennials?

The first time I saw ‘yolo’  was when I was texting with a colleague as we were discussing a decision.  When I questioned the possible costs, he texted back ‘yolo’.      I learned later that he had learned that acronym from his teenaged son.  YOLO = You only live once!   Maybe we do have something to learn from Millennials!

Millennials and Zillennials (Generation Z) are the next generation of workers in eldercare!  They will reshape the workplace, bringing with them energy and a desire to make a difference, with YOLO as their mantra!  We have an opportunity now to connect with these next generations to work alongside us as innovators and shapers of the future!

The reality is that 78% of new hires in senior care in the United States are Millennials as reported by McKnight’s Long-term care survey in 2016.

It is time for us, as Senior Housing Leaders, to reexamine and understand these generations, and time for us to embrace new leadership styles and cultures as thought leaders in the industry.

Millennials were raised to be confident individuals.  That’s good,  right?  Yet this confidence can be off-putting to their more seasoned co-workers. If you have a care team that is predominantly millennials, it works well to have a more seasoned mentor working alongside them. This mentor should be someone who guides, working parallel to them, allowing them to maintain their confidence and independence while receiving the reassurance that they crave.

Millennials’ have admirable attributes, including  that they are more accepting of diversity than were past generations, have capabilities with advanced communication and information technologies, have the ability to see problems and opportunities from fresh perspectives, and are more comfortable working in teams than were past generations.

Today, we have 4 generations working together in long-term care, serving our greatest generation (average age 85 years old). This gives us opportunities to harvest and unleash the power and creativity of a multi-generational team that may inspire and transform eldercare into a vibrant, interesting, and forward-thinking community of people.

The Millennials and Zillennials, along with the Boomers and Generation X have the honor to work and learn together to support elders on their life journey at this wonderful developmental stage of life called elderhood.

A bonus for all of us is a chance to learn from the wisdom and experience of elders – the 5th generation in our workplace!

  • The Greatest Generation  (born between 1900 – 1945 – The elders we serve! ages 72 – 100+)
  • The Boomers ( ages 53 -71 in 2017)
  • Generation X (ages 37-52 in 2017)
  • The Millennials (ages 23-36 in 2017)
  • The Zillennials (ages 5 – 22 in 2017)

As I have been teaching, listening, and learning with the millennials, and their younger counterpart, the Zillennials, I  recognize that they have some particular characteristics that will reshape the workplace, and make us better leaders.

  1. Ambition and desire to keep learning and move quickly upwards
  2. Collaborators – love to work in teams toward a common goal
  3. Embracing innovation and social and ethnic diversity
  4. Willingness to champion new ideas and take creative risks – YOLO!
  5.  Flexible approach to work
  6. Very regular feedback and encouragement.
  7. They want to feel their work is worthwhile and that their efforts are being recognized

The companies that have already been the most successful in attracting talented Millennials are naturally innovative employers who are never restrained by ‘how things used to be done’. These companies are not specifically targeting Millennials, but their culture, leadership style, and approach to recruitment and retention naturally appeal to the Millennial generation. And because of that, they are able to take their pick of the best younger talent around.

It is not too late for those of us in senior housing to gain the loyalty of Millennials  who seek employers with similar values according to the Deloitte Millennial Survey 2016. Thus, those organizations that are guided by strong core values may be less likely to lose their Millennial employees.

We have an opportunity now to connect with these next generations to work alongside us as innovators and shapers of the future!


Jean Garboden, Director of Education & Innovation at Compass Senior Living

About the Author: Jean Garboden is the Director of Education and Innovation at Compass Senior Living, located in Eugene Oregon. Jean is an Elder Advocate and Eden Alternative Educator with over 30 years’ experience in not-for-profit and for-profit healthcare organizations. She is honored to lead the mission and values culture development for Compass Senior Living. Jean lives in Las Vegas, Nevada where she enjoys the weather and volunteers with the Nevadans for the Common Good, advocating for caregivers and elders in southern Nevada.

What is the Perennial Generation

“That which seems the height of absurdity in one generation often becomes the height of wisdom in another.”Adlai Stevenson

So much is written today about how to recruit, educate, and inspire the Millennial generation.  We have talked about it in our leadership team meetings, and we have examined our policies and procedures.  I asked our payroll specialist to run a list of our 600 employees by age and found that 52 percent of our employees are under age 35.  According to the Pew Research, Millennials are now the largest labor force in the United States at 53.5%.

We researched things that would attract Millennials such as

  • Fair working salary and benefits
  • Flexible work schedule
  • More frequent feedback and coaching
  • An authentic mentor-leader that inspires them to greatness
  • A cause greater than themselves
  • Opportunities to continually grow and learn.

As I looked at this list, I thought to myself, What is good for the Millennials is actually good for  all of us!”

I also realized that our society has begun to label and judge prospective employees by their generational characteristics. We all read about Millennials as ‘tech savvy,self-centered, lazy, entitled, know-it-all.’ Generation X  is referred to as ‘cynical get-it-done innovators’, and Boomers as ‘idealistic, dependable  work ethic.’  If we, as a society, and in our business, label people in generalizations, we lose the insight into the capabilities of each person to be instrumental in creating successful workplaces.

My role in our company is education and innovation.  As I travel around the United States and connect with the care teams, I found that these labels are simply labels. In fact, each individual is truly unique.  I have worked alongside some amazingly committed 25-year-olds –  and I  have worked with some 55 year old Boomers who did not have a good work ethic.  So the stereotype is just that.

I also learned, that no matter what the age of a person, there is a desire to be inspired by leaders who allow them to grow, learn and discover their paths to becoming the best they can be.  Most also want to be a part of a cause greater than themselves. They want to find their tribe within the workplace where they feel valued, protected, and loved.

In examining and studying the Millennials, I had an ‘aha about our roles as leaders. The Millennials shined a new light on my own discriminatory language and perceptions. Although I am an elder advocate, and I have spent years speaking out against ageism and labeling elders based on their age or  cognitive or physical capability – I have been guilty of applying ageism prejudices when categorizing our team members into age groups and stereotypes.

I decided, “Labels be-gone!”  It is not about the generational differences, it is about our leadership and our power to transform ourselves and others by our words and actions!  I recently heard a term referring to people as perennials’, meaning people who can cross over different age groups, and are able to relate to everybody.

Gina Pell, Content editor for The What – a clever list for curious people gave this definition:

Meet the Perennials. We are ever-blooming, relevant people of all ages who live in the present time, know what’s happening in the world, stay current, and have friends of all ages. We get involved, stay curious, mentor others, are passionate, compassionate, creative, confident, collaborative, global-minded, risk takers who continue to push up against our growing edge. We comprise an inclusive, enduring mindset, not a divisive demographic.”

Yes!  There is no need to label people – we are all ever-blooming and growing! We are perennials.  What a beautiful way to frame a workplace, with people of all ages, backgrounds, experience, and talents.

Inclusive – not divisive.

As a family of perennials – elders, middle-aged, and  younger people come together as one to care for and grow one another in an intergenerational vibrant community making friends of all ages.  This shift in thinking requires wise and courageous transformative leadership, an open mind, and a full heart. Together really is better.

The challenge to each of us as leaders in senior housing is to put away discriminatory labeling of others and work together. We must  create communities where elders, families, and employees are growing, teaching, discovering, experimenting, contributing, and trusting one another to do the right thing in the spirit of honor and love.

Trusting relationships are the most basic of human needs and the strongest foundation for caring for one another.


Perennial Definition:

1. lasting for an indefinitely long time; enduring: her perennial beauty.
2.having a life cycle lasting more than two years.
3.lasting or continuing, as a stream.
4.perpetual; everlasting; continuing; recurrent.

 11062337_10206528118188840_645394201235573404_nAbout the Author: Jean Garboden is the Director of Education and Innovation at Compass Senior Living, located in Eugene Oregon. Jean is an Elder Advocate and Eden Alternative Educator with over 30 years’ experience in not-for-profit and for-profit health care organizations. She is honored to lead the mission and values culture development for Compass Senior Living. Jean lives in Las Vegas, Nevada where she enjoys the weather and volunteers with the Nevadans for the Common Good, advocating for caregivers and elders in southern Nevada.

FIVE really cool gifts to buy for Grandma and Grandpa!

Black Friday  is at the end of this week after Thanksgiving.  What to get for grandma and grandpa?    The lists of things to buy are usually lotions, and socks, and slippers, and grocery gift cards – all which are good!   But I was thinking…. what do elders really want?

My grandchildren say I am ‘really cool’ because I stay connected with them on Facebook, Instagram, texting, phone, and Snapchat.   I don’t know about cool, but I am grateful that in my elder years I can continue to be part of the greater community and my family even when the day comes that I cannot travel as I can now. So I asked the elders I come in contact with around the United States What do you want?   And their answers were the same as mine!

  • To spend quality time with friends and family.
  • To have a purposeful life.
  • To maintain independence in choice.
  • To  continue learning and growing.
  • To have joy and spontaneity.
  • To have peace of mind.

The greatest gift you can give is a way for your loved one to stay connected.   You might be surprised how savvy elders can be with a quick tutorial on tablets and iPads and smart phones.

There are some things that are important to consider, if you are thinking about technology gifts.

  • Wi-fi must be set up in the senior’s home.  If living in a senior housing community, most have free wi-fi.
  • It is important to have someone to to tutor and  build a relationship during the learning process to navigate the device.  Grandchildren, friends, or if in a Senior housing community, the Millennial care-team members and their volunteer teams are great resources.

FIVE REALLY COOL GIFTS FOR GRANDMA AND GRANDPA

  1. TABLETS AND IPADS: These all-in-one devices are in many ways perfect for seniors with their touch-screen technology and large print options.   The touch screen allows the elder to access apps easily with a tap of the finger.
  • Facebook–  In our senior housing communities, I have seen the joy on the faces of elders who are connecting with Facebook website on computer screengrandchildren and long lost friends.  One of our Millennial care team members showed an 87 year old elder how to do a video chat on Facebook with her son.  It made her day!   The next morning, when I came into the community, she told me, “I got 8 likes last night!”  Friends she had not connected with in 40 years had found her and connected!
  • Learning and researching–  I talked with a 92 year old man  sitting in the living room with earphones and the tablet watching youtube videos about how to care for plants, as he advised us on the landscaping.  He told me, “This has opened a world of new information to me!”
  • Google earth– Want to ‘walk down the street’ of your childhood home, or visit places in the world?  Some of our teams have hooked a laptop or a tablet to a computer and taken a tour of the world. One woman, who was born in France was able to virtually visit her home town!
  • Cost: Tablets cost between $129$300 depending on the brand.

2.  SMART PHONE: Phones are not only important for keeping the social connection, and necessary for quality of life — but also give elders peace of mind. Many smartphones  offer large buttons, speed dial, visual rings and more.

  •  Samsung Jitterbug is available on Amazon.com for $60.
  •  If your family has a a ‘family plan’ with your provider, you can add grandma or grandpa for $20 – $40  a month, and purchase the phone on an installment plan.
  • Several residents and care team members were chatting with Mrs. Jackson who had just received  a new iPhone from her family.   Jasmine, a care team member,  talked about ‘Face time’, so  we asked Mrs. Jackson if she had her grandson’s phone number in her phone.  She did, and Jasmine showed her how to make a Facetime call.  When the grandson answered he saw faces of  of his grandma and all of her friends and  care team members  excited about the connection!
  • Add ear phones to the gift, and show grandma or grandpa how to access their favorite music too!

3. DIGITAL PHOTOS:  With most of our photos on social media these days, we don’t often take the time to print photos.

  • Digital photo frames are available from $34 to about $110 (which also supports video), depending on what size and capacity you want.
  • Another nice option is to use Shutterfly, where you can upload your photos from Facebook or other social media, or directly from your phone or computer to create a traditional photo album with captions. The photo book  can be mailed directly to your grandpa and grandma to enjoy.  Depending on the size of the book, the cost can be $25 – and up.

4.  IPOD OR MP3 PLAYER & HEADPHONESStudies have proven that music has a powerful therapeutic benefit for all people, and particularly elders.

  • Purchase head phones for $15+ depending on the quality.
  • Purchase an MP3 player or iPod shuffle.  The cost is between $20-$50.
  • Download a song list of music you know that your grandparent loves.

If you haven’t seen the documentary ‘Alive Inside’, it is available on Netflix, and we have seen the power of music to alleviate depression, improve memory, and enhance life!

5.  AMAZON ECHO DOT: Cost  $50.   This is my newest best friend, and I have one in my home office.    In the morning I can say, “Alexa good morning, what is the weather like today?”  She gives a weather forecast.  I can ask what the time is.  I can ask Alexa to play my favorite music.  I can even order through my Amazon Prime account.  “Alexa, add sugar to my cart”.    I can also say, “Alexa, tell me a joke” (they are not very funny!), or “Alexa, what’s in the headlines today?  or  “Alexa set a timer for 10 minutes”.   This week, as I was experimenting with this, I thought this might  be nice for an elder to have in his or her home, especially if visually impaired.  If you have a ‘smart home’, you can also say, “Alexa, turn on the lights in the living room”, or  “Alexa, lock the front door.”

I found a funny video of elders learning to talk with Alexa.

I had to add this  to my “Cool list” today


Technology is here to stay, and the elders I talk with are excited about the possibilities of leading a more vibrant connected life in this new era.  Yes, some say, “I am too old for this.”   But as soon as a connection is made, it is amazing to see how purpose, connection, spontaneity, and joy is evident in their lives!

Another documentary available on Netflix I have been following is ‘Cyber Seniors”  watch the trailer here.   Happy Holiday Shopping!


11062337_10206528118188840_645394201235573404_nAbout the Author:    Jean Garboden is the Director of Education and Innovation at Compass Senior Living, located in Eugene Oregon. Jean is an Elder Advocate and Eden Alternative Educator with over 30 years’ experience in not-for-profit and for profit health care organizations. She is honored to lead the mission and values culture development for Compass Senior Living.  Jean lives in Las Vegas, Nevada where she enjoys the weather and volunteers with the Nevadans for the Common Good, advocating for caregivers and elders in southern Nevada.

What do Millennials and Zillennials know about Elderhood?

Millennials and Zillennials (Generation Z),  are the next generation of workers in eldercare!  They will reshape the workplace, bringing with them energy and a desire to make a difference.   Millennials and Zillennials matter!

If you’re not familiar with the term “Generation Z or Zillennials,” you will be soon enough. It refers to a wave of young people on the verge of supplanting Millennials as the prime movers in the workforce and society at large.

 I  teach and grow care teams and their leaders in the senior housing industry, and I often hear Senior Housing leaders lament the lack of work ethic of those under age 35.  The reality is that 78% of new hires in senior care in the United states are Millennials as reported by McKnights Long-term care survey in 2015.

It is time for us to reexamine and understand these generations, and embrace new leadership styles and cultures as thought leaders in the industry.

Today, we have 4 generations working together in long-term care, serving our greatest generation (average age 84 years old). This gives us opportunities to harvest and unleash the power and creativity of a multi-generational team that may inspire and transform eldercare as a vibrant, interesting, and forward thinking community of people.

The Millennials and Zillennials, along with the Boomers and Generation X have the honor to work and learn together to support elders on their life journey at this wonderful developmental stage of life called elderhood. A bonus for all of us is a chance to  learn from the wisdom and experience of elders – the 5th generation in our workplace!

  • The Traditionalist (born between 1900 – 1945 – The elders we serve! ages 70- 100+)
  • The Boomers ( ages 52-70 in 2016)
  • Generation X (ages 36-51 in 2016)
  • The Millennials (ages 22-35 in 2016)
  • The Zillennials (ages 4 – 21 in 2016)

As I have been teaching, listening, and learning with the millennials, and their younger counterpart, the Zillennials, I  recognize that they have some particular characteristics  that will reshape the workplace  – such as their ambition and desire to keep learning and move quickly upwards, as well as their willingness to move on quickly if their expectations are not being met.  Millennials want a flexible approach to work, and very regular feedback and encouragement. They want to feel their work is worthwhile and that their efforts are being recognized.

The companies that have already been the most successful in attracting talented Millennials are naturally innovative employers who are never restrained by ‘how things used to be done’. These companies are not specifically targeting Millennials, but their culture, leadership style, and approach to recruitment and retention naturally appeal to the Millennial generation. And because of that, they are able to take their pick of the best younger talent around.

It is not too late for those of us in senior housing to gain the loyalty  of Millennials who seek employers with similar values according to the Deloitte Millennial Survey 2016Thus, those organizations that are guided by strong core values may be less likely to lose their Millennial employees. We have an opportunity now to connect with these next generations to work alongside us as innovators and shapers of the future!

Millennials show us what ‘old’ looks like, and their lives and perceptions are changed!

 

11062337_10206528118188840_645394201235573404_n


About the Author:    Jean Garboden is the Director of Education and Innovation at Compass Senior Living, located in Eugene Oregon. Jean is an Elder Advocate and Eden Alternative Educator with over 30 years’ experience in not-for-profit and for profit health care organizations. She is honored to lead the mission and values culture development for Compass Senior Living.  Jean lives in Las Vegas, Nevada where she enjoys the weather and volunteers with the Nevadans for the Common Good, advocating for caregivers and elders in southern Nevada.  She spends her leisure time with her husband Art, her dog Max, her cat Molly, and a 50-year-old desert tortoise named Myrtle.