Listening can take many forms. Being present and showing genuine interest in another person is the best way to maximize a networking event.

Even if it’s been a long time (or you’ve never done it) writing a daily journal is the best way to begin workshopping your second-act career transition. Indeed, high school may have been the last time that you kept a regular daily journal. For as long as there have been writers, there have been journal

Don’t leave your second-act career to chance. Design a successful future career by overcoming doubt, finding your niche, and supercharging your career development process.

Overcome any lingering insecurities about your digital literacy. Build your confidence and engage seamlessly in the digital workplace by understanding these key concepts and paradigms. Reading Time: 12 Minutes For many workers over 50, and especially over 60, even if you’ve been using computers for the last 30 years, there may be some things about

Trying to land a job without a career network is like trying to win a war without an army. But to field the positions that are right for you and your career path, you need an active network that is organized and prioritized to serve you best. Your Rolodex is Not a Network Most people

Downsized or laid off in your 50s? Don’t dismiss starting a freelance business or career. It may be a more viable strategy than waiting for a job offer in an ageist economy. Trust yourself and make the leap!

Disregarded, ignored, and shut out of the job market. That’s the fate that befalls many of us over 50. Here’s how to bring a fresh approach to your job search, getting back to work, and building your second-act career. Hell Over 50 The last place you want to be is stuck in is an interview

Instead of succumbing to fear, empower yourself. Create your next job and your second act career. Stand tall in the new narrative that will bring the gig to you.

Recruiting is broken – particularly if you’re over 50. Follow these three best practices to supercharge your job search and land the job you want.

If we can encourage younger managers to identify and understand the negative effects of ageism on their teams and in their organizations, we can help stop ageism in the workplace.