Podcasts about gen xers

It's the time of the year when you have to rub up against other people in all kinds of ways. And so obviously Jessie, Holly and Em needed to bring an updated etiquette guide. So, what's a great question, what's a rude one and do you always, always need to give a gift receipt? And, are you struggling to make a big decision about the new year? Of course you are. We have a new framework to help: Is this a Hat, Haircut or Tattoo problem? Plus, a dilemma for the ages: Is a straight man cheating if he continually 'likes' another woman’s Instagram posts? Thankfully, a court has cleared this up. And of course, recommendations: Something to make life easier, something to make yourself smell lovely and something to make the Gen Xers feel smug. Support independent women's media Em recommends the Ouai hair and body mist in the scent St Barts Jessie recommends the Dinner Ladies Christmas dishes Holly recommends the essay in the New York Times, Is Gen X Actually the Greatest Generation? and creating a lucky dip of loved Christmas movies using an empty jar. What To Listen To Next: Listen to our latest episode: Jessie's Twin Pregnancy Update: They're Doing What Now? Listen: The Performers Who Have Had Enough Of Australia Listen: Things You Fantasise About When You're Single Listen: The Most Surprising Relationship Red Flag Listen: The Seven Year Friendship Rule Listen: The 6 Different Types Of People Pleasers Listen: The Thing You Can’t Say About Having Kids Connect your subscription to Apple Podcasts Discover more Mamamia Podcasts here including the very latest episode of Parenting Out Loud, the parenting podcast for people who don't listen to... parenting podcasts. Watch Mamamia Out Loud: Mamamia Out Loud on YouTube What to read: An expert told us there are 5 things a partner will do before they cheat on you. 'Just 10 Christmas gifts that won't end up in the "re-gift" pile.' Exactly what to wear to your work Christmas party, according to a fashion editor. A definitive list of the 13 best Christmas movies of all time. My boss is about to become my mother-in-law. So I wrote a list of 7 rules for her to follow. THE END BITS: Check out our merch at MamamiaOutLoud.com GET IN TOUCH: Feedback? We’re listening. Send us an email at outloud@mamamia.com.au Share your story, feedback, or dilemma! Send us a voice message. Join our Facebook group Mamamia Outlouders to talk about the show. Follow us on Instagram @mamamiaoutloud and on Tiktok @mamamiaoutloud CREDITS: Hosts: Em Vernem, Jessie Stephens & Holly Wainwright Group Executive Producer: Ruth Devine Executive Producer: Sasha Tannock Audio Producer: Leah Porges Video Producer: Josh Green Junior Content Producer: Tessa KotowiczBecome a Mamamia subscriber: https://www.mamamia.com.au/subscribeSee omnystudio.com/listener for privacy information.

Patrick Jump from Warrior Legacy Ranch - Giving Day Fundraiser with FM Talk 1065 Crew - Midday Mobile Tuesday 12-02-25 (0:00) There will be no personal nor direct attacks on anyone and I would ask that you please try to (0:09) Keep down the loud cheering and the clapping there will be no booing and no unruly behavior (0:18) With that this is painful and it will be for a long time (0:24) Baby that's right. This man knows what's up after all these are a couple of (0:29) High-stepping turkeys and you know what to say about a high stepper. No step too high for a high stepper (0:35) This is midday mobile with Sean Sullivan on FM talk 106 5 where Sean's a tough guy (0:41) I mean, I think everybody knows that you know, Sean.He took some licks. He hangs in there (0:46) Yeah, what's wrong with the beer we got? I mean the beer we got drank pretty good (0:50) Did you hear what I said, so this is a brave council (0:56) That doesn't suck (1:02) Right away we go FM talk 106 5 midday mobile glad to have you along the phone number and the text line same as it's (1:10) Been for 16 years, but you're due to the station. First of all, welcome aboard glad to have you.It's two five one three four three (1:18) Zero one zero six for a call or a text same number two five one three four three zero (1:25) One zero six in addition if you want to leave us a talkback message (1:29) If you go to the FM talk 106 5 app right there on the front page of the app (1:33) Landon pick whatever it is the first what it opens up there (1:37) Down the bottom you'll see a microphone icon (1:38) If you'll press that let you record a message email to the show and I can play it back here on the air (1:44) All right lots to do on today's show (1:46) But I want to start off a conversation with a friend of mine and they'll tell you more about what's happening this afternoon at (1:51) Starting at 5 o'clock at Fairhope Brewing Company in Mobile (1:55) So I'm gonna point that out again because we've done this in the past (2:00) We've been at Fairhope Brewing Company at the home offices there in Fairhope (2:04) But this is the location on st. Louis in Mobile for Fairhope Brewing Company. It's cheers to charity and tonight (2:11) Dalton Dan and myself will be back behind the bar with Fairhope Brewing Company (2:15) Slinging beers and a hundred percent of your (2:18) Donations in the form of tips for us like the movie cocktail with a big tips ring the bell (2:23) Whatever put those big tips in because they go to warrior legacy ranch (2:27) Joining me now my buddy and I the man behind warrior legacy ranch the president warrior legacy ranch (2:33) Marine Corps corporal and buddy of the station Patrick jump joins us now.Hey Patrick (2:40) I'm good, man, and (2:42) You know you remind folks to this is giving Tuesday (2:45) And there's a lot of you know a lot of charities and and worthwhile charities out there saying hey think about this (2:50) You did cyber Monday now giving Tuesday. Well. This is the way we want to give on this Tuesday (2:55) We're gonna serve y'all beers and y'all can donate money that goes to warrior legacy ranch somebody who doesn't know (3:03) What WLR is what's your what's your uh you know elevator speech the quick version of what y'all do? (3:12) Listeners out there (3:14) Warrior legacy ranch is a multi (3:18) Multi-program facility design (3:21) The long-term goal is to build a facility to do platoon (3:25) Reunions so that veterans can come in for a week and stay and reconnect with people that they served with (3:30) But for a local impact for the Gulf Coast we had the Gulf Coast veterans Community Resource Center (3:37) Which is a lot of different programs, I think it was recently categorized as a mental health facility (3:43) But it's not a mental health facility.It's a place where veterans can go to (3:48) connect with other veterans (3:52) With mental health in mind (3:55) But not there there are no professional (3:59) Psychiatrists and psychologists in fact I would refer you to that's recovering mobile (4:06) Yeah, and by the way to the the groundbreaking has started out on the facility (4:12) But this will be like you said part of what's going on will bring you know (4:16) veterans in from all over the country to beat up, but this is going to be like (4:21) Just a hub. I mean what yeah, I don't want to use the wrong word here, but to me Patrick (4:25) It seems like a hub for for all the veterans in our area to be able to come out to the resource facility (4:32) Yeah, it is exactly that the hub is a great word for it (4:36) I always think back like my vision of it when it when we were first starting to kind of plan (4:42) This was like those old-school (4:46) Gen Xers and myself will probably remember like when cities had community centers, and they did events there for families and (4:56) For men for women for for families all together (5:00) That that's kind of where it is where where people could go in and reserve the facility and use it to carry out you know (5:06) Organizations can can reserve it and carry out that that's kind of missing from now (5:12) from our area so (5:14) I mean I grew up in the north so we had that but (5:19) That that's what I envisioned this this hub for (5:22) You know different military organizations different veterans organizations to come in use the the 20-acre property and (5:29) Do something with other veterans and then we'll fill that time on our own with our programs in the empty spaces (5:37) In military order the Purple Heart needs a meeting facility or wants to do something outside (5:42) Hey sign up reserve the space for the weekend, and it's yours (5:46) It's really cool (5:47) And these are gonna be big demand if y'all heard me talk about in the past the stats here the number of veterans (5:53) Right here in our corner of the world (5:56) there's a lot and (5:57) To have a facility like this long time coming so good good on you, man (6:03) So yeah, you talked about the stats (6:05) I don't have mobiles, but but I have Baldwin County's stat and it is (6:09) 11.2% of the population or 26,000 better than Baldwin County (6:16) And we don't even we don't even have a VA you got to go to Mobile or Pensacola for that (6:20) So we're trying to fill that gap in our community that's missing (6:25) For those 26,000 veterans, I think all of us could sit on the property right now (6:34) It'd be a little tight, but yeah, you know what's good too if you're listening (6:39) The veterans obviously y'all listen to what Patrick's talking about you may be familiar with what's going on there (6:44) But folks that aren't make sure your friends and family that are veterans know about this, right? (6:50) That's what the keys to I've got that many people (6:52) Because that number is actually bigger for Mobile County and then you bring in Southeast, Mississippi and Northwest, Florida and that number (6:59) I think we figured it one day was near (7:01) 80,000 (7:02) You put that through you got to make sure those folks know, you know, this facilities here moving forward (7:08) That's a key too. So y'all are all gonna be profits for us and spread the word.That's that's what I'm it's a job (7:14) I'm giving you on this Tuesday (7:15) So we got to make sure people know what's going on talk about tonight, too (7:19) Could be raising money and this is a if somebody can't make it out tonight (7:23) Which is the most fun most fun the way? (7:26) For giving Tuesday's to have a beer and give a big tip that goes to warrior legacy ranch (7:29) But if not Patrick, how do people make donations to what you're doing or just see more about what you're doing? (7:35) so warrior legacy ranch (7:38) Click-to-donate button there (7:40) It's not posted on the website. But if you go to our Facebook page (7:43) We're currently trying to raise some money to build an 800 foot long fence (7:48) So that we can do equine therapy with bonfire ranch on our property. We're trying to build this (7:54) 835 foot fence so there's like a hundred different fence posts where you could buy a plaque and we send you a little (8:01) A (8:03) Thank-you gift for for purchasing that and and it may be you know, a one of 200 available bottle (8:11) that ever existed as a thank-you gift for your donation, but (8:15) You get a chance to honor a veteran or your family (8:19) I know that you'll be along the side of some other veterans some elementary school classes (8:24) I know one of the local elementary schools in Baldwin County did it as a fundraiser for their grades to (8:30) Remember the school as a contributor see it.So they didn't get the gift (8:38) We'll find something else but fun kool-aid or something (8:40) Let's say I'd make a donation just not to have to drive t-post anybody who's done that in their life (8:45) I'll make a donation for somebody else to drive those (8:47) Those t-post in to make that fence for the equine therapy (8:50) But people could people ask you more questions about that obviously through the website or a bend your ear tonight and say hey (8:57) What's this all about? I? (8:59) Will be there. All right, good stuff Patrick. We will see you tonight and (9:03) Talk more about what you're doing at warrior legacy ranch and the Veterans Resource Center.Thank you, brother (9:08) All right. Thanks on all right there goes Patrick jump and yep. He'll be there tonight with us five o'clock (9:13) It starts goes 5 to 7 (9:15) Fairhope Brewing Company in Mobile on st.Louis for cheers to charity (9:20) 100% of the tips go to warriors legacy ranch and the Veterans Resource Center. So come on out. Have a good time (9:26) There tonight, all right coming right back more of midday mobile

In this powerful new episode of Manager Minute, host Carol Pankow sits down with renowned researcher and educator Dr. Jim Herbert to unpack one of the most urgent challenges in vocational rehabilitation today: counselor turnover and retention. Drawing from his brand-new national study on RSA-funded personnel, Jim breaks down the real factors that influence whether VR counselors intend to stay — or walk away. From organizational support and supervisor relationships to workload, generational values, and work–life balance, Jim reveals why retention is a "whole system issue," not a single-variable problem. He also shares bold, practical solutions for VR agencies, including flexible scheduling, paid internships, rehiring retirees, strengthening supervision practices, and his attention-grabbing recommendation of a 32-hour workweek at full pay. As a new partner with the VRTAC, Jim also previews upcoming national recruitment and retention initiatives — including a new toolkit for VR HR teams and direct clinical supervision work with a selected state VR agency. This is an episode every VR director, supervisor, and counselor needs to hear. Listen now and join the conversation about the future of the VR workforce.   Listen Here   Full Transcript:   {Music} Jim: Supervisors play an understated but really critical role in the relationship with their counselors and how that contributes to them staying or leaving. What I suggested was moving to a four day, 32 hour workweek at the same pay. What are you doing to try to address this? What's working for you, and then be able to kind of put that in a toolkit or a resource? We want to share that nationwide. So I'm looking for a state VR agency of supervisors and say, yep, let's tangle with that academic from Penn State. Let's do it.   {Music} Intro Voice: Manager Minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow.   Carol: Well, welcome to the manager minute. Joining me in the studio today is Doctor Jim Herbert. Jim's a long time researcher, educator and advocate for the field of rehabilitation counseling, and I'm thrilled to share that he will also be working with us on the VRTAC grant in some exciting new recruitment and retention efforts. And today, we get to talk not only about Jim's earlier research on counselor turnover, but also his brand new national study on the long term effectiveness of RSA training and what predicts whether VR personnel intend to stay or leave. So, Jim, this makes me laugh to ask you this. How are things going in your retirement?   Jim: That's right. Yes. As you know, I recently retired, quote unquote, effective July 1st. I'll just tell you that I'm in what they refer to as the honeymoon phase. So basically it's like, oh, I love it. So while I continue to do academic work, such as the project that we're working with you guys on, I'm really super busy with nonacademic projects like gardening and landscaping. And as you saw, we just got a new puppy who consumes quite a lot of my time, so it's going wonderful.   Carol: I love it, I just have to chuckle because you are the busiest retired guy I know, so we were glad we could snag you.   Jim: I'm glad to be snagged.   Carol: That's awesome. So today we're going to dive into a topic that hits close to home for every VR professional. Why rehabilitation counselors leave the field, and what keeps others committed for the long haul. So let's start by imagining a counselor with a full caseload, endless paperwork, competing demands someone who came into this work to make a difference, but they're now struggling to stay motivated. What makes some counselors walk away while others find ways to stay the course? So let's dig into your work. So, Jim, what first drew you to studying counselor retention and turnover in VR?   Jim: Well, as we'll discuss a little bit further, everything else in terms of VR and my work in VR, I have a long history and frankly, a long affection for state counsellors. 40 some years ago when I got into this field, I got to work with a lot of VR counselors and I have so much respect for them in the work that they do. And over the last couple of decades in particular, things are becoming increasingly more and more difficult. And so as we'll  talk a little bit, maybe we can get into like your first questions about, well, which I think is a critical one, like, well, why is it that some counselors stay and why do others leave? And so, you know, when you look at that a little bit and feel free to interrupt me because, you know, many academicians, we tend to be a little bit long-winded.   Carol: You're a talker, Jim.   Jim: There you go. So, you know, when you look at it, it's really a combination of individual and situational factors. You know, when you ask counselors, well what attracted you to this? And I think people get drawn into the profession because they want to make a difference. They see people that need help and they feel like, hey, I'm in a position maybe I can offer support or direction and services can make a difference in their lives. So I think that's a big part of it. And then also as a result of that, why they get into that field, I think what happens is over the years, things start to change. They start thinking like, geez, you know what? I thought I got into this field, the job was going to be this way. And really now what I'm finding is it's not that way, or what happens is the thing that drew me in terms of the interaction with people and making the impact. I find myself spending more time with the documentation process and all the rules and regulations, and not as much time to really that I would like to having that one on one contact with people. So I think what happens is their job, their satisfaction changes as a function of kind of, you know, over that period. The other thing I'll just say to expand on why some people stay and why they walk away. I think one of the things in the beginning, especially with new counselors, their knowledge about the world of work and the job as a state VR counselor.   They have a different understanding of what that's all involve. Okay. And one of the things that I think is important to, particularly those individuals, maybe in your audience who are thinking about being a rehab counselor, either switching in or pursuing training. One of the things that I try to stress with my students is make sure you get lots of experience. So while you're going to school and getting your education, do that volunteer work. Do a practicum. Do an internship with a state VR agency. I've said this a thousand, but certainly lots of times I'll say you'll learn more in the field from any lecture that I'm going to give or any rehab professor. So I think what happens with particularly newer counselors, they have a limited understanding about what is this job about and what do you need to do to be a successful rehab. So we only know what we know. So their expectations, I think they get a little disillusioned. A second thing though, as I said, the work of a VR counselor counselor's tough stuff. You know, you look at the research over the decades about things that impact rehab counselors decision and what is the things that they don't like. So lower salaries, comparison to other kind of counseling positions, high caseloads, the paperwork, lack of supervisory support, particularly in the area of clinical supervision.   And we get a chance. I can talk about that a little bit further. There's also, I think, an incongruity between what a counselor has interest in their needs and what they're motivated by and what exists in the work environment. Those factors definitely contribute to work satisfaction. And the other thing we can talk about this in terms of our study, lack of autonomy, the inflexibility, you know, with work schedule and then obviously, you know, kind of personal reasons. So you've got all these factors that counselors have to have some resiliency to try to navigate all these kinds of challenges. And I think that's the key difference. What is it that counselor a can because they all have all these same challenges. Why is a say I can negotiate this whereas counselor B and I can't do that. And I think that probably over simplistic explanation is there is a resiliency for that. Counselors like I can take all of these and then I can look at yep, these are problems. But these other things still are important to me. And I can still kind of navigate that. And then the final thing, and I've become more and more aware of it over the last couple years, multi-generational workforce. So people are living longer. I mean, I, you know, I'm a baby boomer. I think technically I think I'm a late baby boomer, but so basically I'm ancient.   But we have people, you have the Gen Z, and I think that's the group from 97 to 2012. You got the millennials born, you know, 81, 86. You got the Gen Xers and those when you talk with people from different generations. When I talk with my students who mostly the Gen Z millennial type. They have a different view about the world of work. And basically if I had and again, this I don't mean to stereotype, but I think there's some validity in this. And I have a son who's 28 years old and he'll say, dad, you work too damn hard. And so the thing is, is like what he's saying is, and I think others of his generation, there's more to life than work. And so when I look at work, while that's important, I don't have the same kind of importance necessary that you might attach to it. And in fact, what I'm really looking for is a better balance, work life balance. And this is where state VR agencies, I think, kind of fall down because we need to kind of how do we kind of create that better balance so that we have, particularly the younger ones who we invest a lot of money, effort, we want to retain them. We don't want to lose them. So that's probably more than what you wanted.   Carol: It's all good. I have a 28 year old son, too, and we just had this conversation yesterday about work life balance, and I just said how lucky he was to work for a company coming right out of college where he was getting five weeks of vacation a year.   Jim: Yes.   Carol: And I talked to him like when I first started my first five years with the state. You got two weeks? Yeah. And it wasn't until five years you got a little more. And now you can get, like, two and a half or something. It was something horrible like that. But that view that this generation has, it is I think it's healthier, actually, than what we all did. We just put up with some pretty miserable. Yes. Working situations?   Jim: Yes. Absolutely. You're correct.   Carol: Can you walk us through the big picture, what your study set out to understand and why it's so important right now?   Jim: Yeah, yeah, yeah. I like your phrase of the big picture. So let me see if I can cut to the chase. Maybe. And so I mentioned a little bit earlier that my work began here a couple of years ago as a result of kind of a pilot study. But basically I was interested because RSA provides a lot of funding for people trying to work as rehab counselors. But my pilot study about 4 or 5 years ago. So the big picture, to put it simply, is we got to do a better job of screening people who are interested in doing this work. And once we do that, we have to do everything we can to make sure that they continue in that. So my research basically is trying to well, let's dive into that and figure out why is it who stays and who leaves.   Carol: So what did your research reveal about the biggest factors that predict whether the counselor stays or leaves?   Jim: Yeah, yeah. All right. Now this one's going to be a little bit more detail a little bit more, uh, hopefully not convoluted.   Carol: For lay people Jim Lay people.   Jim: Yes. That's right. Exactly. Yeah, yeah. So without diving too much in statistical models and all that kind of stuff, basically what we were trying to figure out is this if we ask a rehab counselor, are you planning to stay for the next 12 months. Are you planning to leave? So we use that as kind of. Our big question is who's likely to say yes, I'm planning to stay or no, I'm planning to leave in 12 months. So we developed based on the literature that we saw, a hypothetical model that we said essentially this the amount that an organization supports their employees. So what is it that in this case, what is it that the state VR agency does that is designed not only to benefit the organization but also benefit the worker. So providing them with a decent salary, benefits, training, the opportunity for telework, telecommuting, flexible work hours, greater contact with clients. So we said, okay, well, that we know from the literature that seems to be kind of an important component. We also know from and this is work that I've done over the last couple of decades, supervisors play, in my opinion, an understated but really critical role in the relationship with their counselors and how that contributes to them staying or leaving.   And so the degree and type of supervisor support we felt, well, that will impact the employees perception of their jobs, whether they like their jobs, the career opportunities that exist within the agencies, and help them develop the skills that they'll need to grow to move on. So you've got supervisor support, you've got organizational career support. But we said, well, are there any other things? How does that kind of impact. And what we found was, well, we know that if you have a I'll just say for lack of a better simplified way to look at it, a supportive work culture that includes, you know, the supervisor that we know that that can impact the counselors hopefulness about their jobs and the level of engagement that they have. So the degree of vigor, if you will, the dedication that the worker performs, which also impacts job satisfaction. So our conceptual model basically says, well, if we could understand the complex relationship between all of the kinds of organizational supports of which there are many and we haven't identified, but just using that general term, the perceptions of how our individual council feels that they're doing in that job, the degree of satisfaction they get from it, and the amount of supervision, the level type of supervision supervisor provides.   If all those factors are positive, if you will, they're more likely to stay as opposed to if they find the organization not supportive. They don't have a supervisor who's supportive, they don't feel engaged in the work that they do. So that's basically kind of what our model and what we found was that that combination of Organization support being hopeful about the job that I do. Having a supportive supervisor that promotes work engagement. Let me just use this analogy. If I had a pizza pie that said, this pizza pie represents all of people's intention to leave. Okay, well, what I just said that was if you have good support, organization supervisor, you're engaged. Half of that pizza pie is attributed to those factors. So that's a lot of pizza. All right. That's a big part of it. So what that means is if we think about for state VR agencies, what is it that we do as an organization that tries to promote that kind of support? What do we do in terms of our supervisors that are engaging with their councils and provide that kind of support? If we can take a look at those factors, then we're more likely for those counselors say, you know what, I'm going to stick around.   Carol: So did you have any findings that surprised you?   Jim: Yeah, there were a couple of things. One of the things I know we're talking about state voc rehab. Our study of 1000 rehab counselors did not only address state VR, but also those in private for practice proprietary public nonprofit agencies and facilities. We also looked at counselors and administrators. So we're kind of interested in, well, is the intent to leave the same regardless of what your job title? In other words, does a counselor sort of have a different kind of intent than a supervisor, than an administrator? And we're also interested in well, does a counselor's intent vary as a function of the work settings? So in other words, our state VR counsel is more likely to express an intent to leave than those in private for practice rehab or nonprofit rehab. And basically what we found was when you look at all those outcome variables that we talked about work engagement, career support, job satisfaction, supervisor support, reasons for leaving, reasons for staying. When we look at that, what we found, and this was somewhat surprising to me, we found that there's really no difference whether across setting or job type. So in other words, the factors that motivate someone to stay or to leave are pretty much the same, regardless of your work setting or your job title. So that to me was a little bit surprising, because in my conversations and talking with counselors at various settings, somehow I always, I guess going into this truthfully, I was expecting that there would be a difference and particularly be more dissatisfaction with state VR than the other settings. And what we found was that's not the case. So the reasons for staying or leaving are essentially the same across settings and work title. So I just raised this finding because I think state VR unfairly receives criticism that their work environments particularly challenging and trying to retain workers. So I'll just say that every work setting has its own unique aspects to it.   Carol: Yeah, the grass is not always greener. You always think that. And I have found over time, like working with people where you have that grass is greener mentality. No matter where they go, they always run into the same issues, no matter where they've changed the job. There's some people I've known for several decades who have always been kind of unhappy in the current setting, and they go to the new one and they're happy for a hot minute, but then they're unhappy there, too. So it's kind of more about them and whatever they're bringing to that or how they relate to those new jobs. It's so interesting. That strikes me as an interesting finding.   Jim: Yeah, a lot of this was gleaned from interactions and stories and things that I heard from counselors, like, why do you stay? Why do you leave? And again, to me it's just amazing Easing that the similarity that exists. So clearly, while there's some nuances that, you know, a counselor will complain about large caseloads or noncompetitive salaries, limited schedule and flexibility, those kinds of things. One of the things that while there are some differences in terms as you move up the career ladder, if you will, as an administrator, maybe a little bit different, but the role of the supervisor, I think this was another thing that was a little bit I kind of knew, but it really reinforced it was how important their role is in contributing to the work climate of the counselor. And like I've said to the supervisors, and I've trained a lot of folks across the country, counselor job is tough. Supervisor's job is way tough because they have a lot of times. And what's happening now with the vacancies, the supervisors are now asked to pick up caseloads of counselors. So not only do they have to do the job of managing 5 to 10 counselors, now they have components, so it makes it really difficult. And I think when I listen to the stories, those are the things that kind of like really strike me as unfortunately, I think just getting tougher and tougher each year.   Carol: 100%, kind of in reading some of your information and you go, okay, yeah. You think the counselor, all right, now they're going to be the supervisor. And it's going to be better and easier somehow easier. And it's not like they just realize how exponentially the job gets so much tougher. It doesn't necessarily get better. You might get paid a little more as you move up the food chain, but the work gets more complex, and then you're dealing with all the people part of the job.   Jim: Absolutely. And you really hit it on. An important part is that unfortunately, most super like I do training in clinical supervision. So basically I train supervisors how to help their counselors become better counselors and the relationship they have with their clients. But what you find is, I'd say 99% of the supervisors that I've worked with, what do they know about clinical supervision? And, well, really not too much. And well, why is that? Because they didn't get that in their training. So they'll get all about the administrative components, the policies and procedures. And that's important. But how do you help your counselor with the relationship that they have with their individual customers? That relationship is so critical because if that relationship isn't positive, you're going to have a poor voc rehab outcome.   Carol: Well, and those supervisors may have also not been you know, they didn't get any sort of clinical supervision when they were a counselor, so they moved to supervisor. It's not like they magically had that appear somewhere, right? So they don't have no frame of reference on how to even do that.   Jim: Yeah, you're absolutely correct.   Carol: So I know you stated, so some VR counselors, the state VR counselors, you know, they report more stress and paperwork, but yet they still find satisfaction in stay. So what distinguishes that? Like what distinguishes those who stay from those who leave.   Jim: Yeah, yeah. Well, this gets to the earlier thing. We were kind of talking a little bit about the issue about resiliency, the issue about when the stresses of the job, when things are happening, sometimes will happen. Counselors will kind of take that on and they pay kind of a high emotional price, the investment with that. And so it's the counselor who can kind of keep that in check, cannot sort of internalize that. I can still do good work. Yes. It would be nice if I had lower case loads. Yes, it'd be nice if I got more money. Yes, it would be nice if this and that changed. So I think we talked a little bit about this earlier, but I think what really kind of differentiates those two counselors is just that ability to not kind of internalize that and as a result, still able to kind of negotiate the things that are necessary to move the client forward. Because if you kind of take all this in, you know, you go home at the end of the day, you're just kind of wiped. And so that's really to me, kind of a key component.   Carol: Do you think that's something that can be taught like, or is that kind of how people are? That's the thing I wonder, like, Can you really teach someone how to, like, not get so emotionally involved into the situation? I mean, I suppose there's some techniques or something, but yeah, it might very well be just kind of the person you are and how you respond to things around you just in your life overall.   Jim: Right. Yeah, that's a good point. And some would certainly say, and there's something to be said, sort of the nature nurture environment kind of issue. Yeah. There's clearly people that in terms of just kind of their makeup, this is how they, you know, they just they see the world half full, the glass is half full. I had a clerical person years and was the most upbeat. In fact, I used to call her Susie Sunshine. It's like no matter what, she just didn't get down. And I thought, is this for real? Are you on some sort of happy? What's this all about? So that's there's a part of that. But yes, it can be taught. And so a lot of it is, you know, in terms of our behaviors as well, how's that influence its influence in our thinking. So you can get very catastrophic. Like, you know, I got a caseload of 150. I'm stressed. You know, I can't get to all my clients. And, you know, I should be able to, you know, answer them within a 24 hour period. And if somebody asks to see me, I should be. Yeah. Well, there's a lot of things that you should. And yes, it would be nice, but you have to kind of ask yourself, given the resources that I have, I have to be realistic about this. And so it sounds maybe a little trite, but in some ways it's kind of like, you know, you got to cut yourself some slack. You have to kind of say, yes, if I had 25 clients, yes, life would be different, but I don't. Sometimes you can explain this to your consumers and sometimes, yeah, they get it. In other cases it's not. But you can't let that define who you are because if you do, you're setting yourself up for unrealistic expectations which aren't going to be fulfilled. So you're going to be kind of frustrated and yeah, probably leave the organization. You know, I was like, hey, this isn't for me.   Carol: So it's really a practice thing. I mean, it's probably a time thing and a practice to kind.   Jim: Of has to be. Yeah, it has to be intentional. And this is where in terms of a good supervisor working with the council, it's like, you know, boy, you seem kind of, you know, really stressed. What's that about? What's going on. What's the belief system that you're operating from. What are your expectations you're placing on yourself? And sometimes it seems so obvious to the outsider. And I can just say in my own personal life, I mean, how many times is like, you know, hey, this is really obvious to somebody else. she's new news to me.   Carol: Yeah.   Jim: sometimes. Yeah. You gotta have that outside perspective to kind of like, let's take a look about what? What are those messages you're telling yourself? And are they realistic?   Carol: Right. What do you think are the most actionable steps that VR agencies can take right now?   Jim: Well, I wanted to give a shout out to a couple scholars. Yes, I've done some work in this. Doctor Landon from Utah State has done some work in this. Doctor Wu from northeastern Illinois, doctor McFarland from San Diego State. Yes, I know Fred's retired, but you know his legacy. So besides my own work, those folks, if you look at some of their work and my work and the team that I've worked with, there's a couple things. And this is like a long, long list because I started kind of writing a few things out here. The obvious thing is offer competitive salaries, but given the historical and current climate, it doesn't bode well for states are going to say, oh, we're going to increase your budget by 15% or 20%, which would allow you to hire more counselors at a competitive rate. So with that being said, I proposed at a CSAVR conference a couple years ago what seemed to be kind of a radical recommendation. Let me start with the most radical thing first, and then we'll get into some other. So the radical thing that I proposed was I recommended that we move from a five day to a four day workweek. Now, I'm not talking about 40 hours, ten hours a day, four days of work. Because remember, we're talking about the culture and the climate. So working those extra two hours every day is like, well, yeah, I'd have a day off, but is that really going to be meaningful? So given that states a lot of times don't have as much influence in their budget, what I suggested was moving to a four day, 32 hour workweek at the same pay. Now, I can imagine some of you...   Carol: Heads blew up, They did, yeah.   Jim: Yeah. That's right. Yeah, exactly. Like, who is this academic? What the heck does he know? So before you discount that, let me just kind of invite those that might push back on that and say, well, just for a moment, just indulge me. Just say like, well, let's just say if we did that. Okay. Well, first off, I would offer that the average work week, I think, for most state VR counselors is 37.5, so it's not really technically 40 hours of work. You'll remember my earlier comments about the younger generational workers. They want to see that kind of work life balance. So having greater time to devote to myself, my family, recreation, other pursuits, those become increasingly important. And again, I'll just offer this. We didn't talk about this as a result in the study, but if you need any further evidence of the support for this recommendation, one of the research questions that we asked an ancillary one, but we basically asked them about what are your thoughts or feelings about a 32 hour workweek? And we looked at intent to leave and surprise, surprise, yeah, that was a significant predictor in terms of yeah, that would cause me to stay.   All right. Let's unpack this a little bit further. I would offer to the State Council because again, we know what we know. We've always been 40 hours a week. And as I talked at the conference and I wrote in a Journal of Rehab article, you know, before the work week used to be 50, 60 hours a week, that was normal. You work Saturdays. All right. And it wasn't until Henry Ford said, you know what? Maybe we gotta rethink this thing. And, you know, he was proposing. Let's move to a 40 hour. Well, that was just heresy, because we just knew what we knew. So when we asked counselors and supervisors how much of an impact a 32 hour work week with no salary reduction, 75% of counselors and supervisors say that has a significant or very significant influence in me remaining on their jobs. My thought is, given we're not going to get more tip, most likely not a whole influx in terms of additional revenue for states. What can we control? Is this something that we can control? So that's like my radical. Okay.   Carol: Yeah. You're Henry Ford now Jim.   Jim: Yeah, I'm Henry Ford.   Carol: I love it, I love it.   Jim: I wish I was, at least I wish I was. I wish I was a descendant of Henry. so a less controversial recommendation. And frankly, it's funny because I see us kind of going back now and not in a good way. State VR agencies, while they offer telework, there are more and more state VR agencies are kind of like, well, let's get back to the good old days. Well, first off, I'm not sure that was kind of the good old days. I mean, clearly the pandemic contributed to a major societal change about rethinking about our work schedule. Before that, if council said, hey, I'd like to stay at home for about three days a week and do my work. They'd say, that ain't happening. And so actually, what we find is, yes, you can do this job from home. And, you know, we have the markers, the accountability in terms of our statuses and, you know, the progress that you're making. So I mean, that's the bottom line. Are you getting closed successful rehabilitations with your clients. But now kind of what's happening is that we seems, at least what I've heard through talking with counselors and supervisors throughout the United States is there seems to be kind of a return of offering on site rehabilitation services. You know, that's something that I would ask us to really kind of take a look at that, and not only in terms of the telework, but let's think about the work flexibility. How often do we offer our counselors part time work or even evening hours? A lot of people retiring. That's a tremendous amount of experience that's going out the door. And you just wonder sometimes like, okay, so you want to retire. Great. Wonderful. But well, it's kind of like that's kind of what happened.   Carol: That's what happened to you, Jim.   Jim: That's right. So then the thing is kind of say, well, what if you work part time? What if you work X amount of hours a day or a week or whatever? So rehiring maybe recently retired workers. And again, let's focus on those that had proven track records. So, hey, they're a great rehab counselors and, yeah, we'd like to have them back. That's something could be done. Another thing that I think that could be done, and we used to do this in Pennsylvania, and unfortunately, it's at least as far as I know, we're not currently doing it. And if we are. My apologies to Povor, but provide paid internships and if possible, offer employee benefits to graduate students who complete their clinical internships with the state VR agency. And the great thing about this from a state VR, you get to see, you know, when you interview and screen, a candidate, maybe you spend an hour or two with them. That's a lot different from seeing somebody five days a week over a, you know, five, six month period. You got a lot of information about this person. And also you have then kind of a buy in from them like, yeah, this gives me some idea about what this job is all about. So you know, doing that and I know in Pennsylvania historically, they would hold back some of their training dollars to help kind of support that.   Maybe that's something could we look at? If we do? Just a little ancillary comment I'd make. Students graduate in May, August and December. So if you can somehow when you know, like, okay, we're going to have a vacancy, it'd be wonderful if you can kind of coordinate that with the times they graduate. So if, you know, for example, someone's going to retire and maybe they're going to retire in May rather than waiting May to start that job search, maybe start that job search March or April. And then because of the two months, oftentimes it takes to go through the screening and all the documentation and all that, then you can kind of coincide that, you know, and target it with those dates. Because I've had a number of students say, yeah, I'd like to work for the state VR, but I'm not waiting around 2 or 3 months. I need to get a job. I need to start making some money. So related to that, another recommendation I have is and some states are doing this trying to reexamine their screening procedure. So let's take a look and say look, what can we do to reduce the time between when we know a vacancy exists and the time of hire. So, as I said, most people, whether you're a student or not, unless you're currently working, you can't wait for 2 or 3 months.   Other things that they could do is, you know, we talked earlier about the importance of the work climate. You know, we've got to monitor that. So we said that one's intention to leave that's mitigated based on whether the counselor feels they're engaged in that process. So that's an important predictor. And as it relates to that specific variable it's about 40%. Well that's a big deal. So the message is if I feel engaged in this process I'm more likely, more likely to stay. So we talked also about the role of the supervisor and how a lot of supervisors, unfortunately, while they do really great on the administrative components, the clinical components, the sit down with the counselor and let's take a look at your relationships with your clients and what I can do to try to help you to have a good, effective working relationship because I know if the counselor has that relationship with you, they're going to be more likely to get successful rehab. So constant assessment about what's going on now, how can we do that better? And, you know, through maybe stay interviews or, or even exit interviews to find out what did we do wrong. Is there anything we could do better? It's difficult because we have to be able to hear kind of things that maybe we don't like to hear.   Carol: We don't like to hear.   Jim: Yeah. And as you know, that's kind of a big part of where we're going in terms of my work with you guys.   Carol: Yes. So on that note, you are going to be working with the new VRTAC and some recruitment retention pieces. So you want to talk a little bit about that. What that works going to look like.   Jim: Yeah yeah yeah. And you know sometimes somebody said yes I'm very excited. And no you're not. No I actually I am very excited about this work and I really feel very fortunate. You guys offer me the opportunity to partner with you. So building on some of the stuff, we talked a little bit about, one of the things that we plan to do is develop this toolkit. And basically what that means is we're hoping to provide a resource for human resource managers, in particular, who work in the state VR program to try to help them and also state VR leadership teams, but also to help them address kind of the recruitment and retention problems that have been so well documented over the years. So I've begun looking at some of the existing literature as a way to kind of framework. Okay, so we've talked about a lot of this already. What is it that predicts who's going to stay? Who's going to leave? We haven't talked too much about the recruitment aspect, but that's another thing that we're going to address to say, okay, what do we know already in terms of the literature? But that's only a part of it. And the other thing that I'm really kind of excited about is the opportunity to work with the HR Resource Professional Group, professional teams. John Walsh I know has been involved with that as well. And basically what I'm hoping to do is because I know when you talk with states leadership team, sometimes a state will be doing something. I'm getting excited. Just kind of talk about I can't even get my words out.   They'll be doing something you think, man, you know, that is really cool. That's a great idea. Yeah. I wonder how nobody else, you know, knows about that. So it's amazing to me kind of the creativity that people have, but they just don't know about it. And so what I'm hoping to do is engage in a series of kind of focus groups, questions that gets to that, like not just what are the problems. I think we have a pretty good handle on that. But then what solutions? What are you doing to try to address this, what's working for you, and then be able to kind of put that in a toolkit or a resource that all states can use. So from the collective experiences from the various state VR agencies, we want to share that nationwide. And if everything goes according to plan, we're hoping to have that available in about a year, I think.   Carol: Yeah, a little less than a year.   Jim: Oh, a little.   Carol: Okay, a little less Jim. Let's see.   Jim: Okay.   Carol: Reining it in.   Jim: Yes, yes.   Carol: And then the other fun thing, you'll get to work with a state.   Jim: That's right. Thank you. The other component I've done clinical supervision training for about 12 different states. And I've met with each over the last probably 15 years. Each time I do it, I refine it a little better, a little better. And so I think I've got things down pretty good now. So I'm really interested now to work with the state to try to help their supervisors to work more effectively with their counselors, and in particular, how can I help supervisors to help their counselors become more effective as a counselor? And I have four kind of group supervision approaches that I know from. My research has proven pretty effective. So I'm looking for a state VR agency of supervisor and say, yep, let's tangle with that academic from Penn State. Let's do it. So that's the other component to it as well. Yes.   Carol: Yeah, we're really excited about that work. So Jim, thanks again for joining us on the manager minute. I really appreciate you being here. And for our listeners, if Jim has said something that is sparking your interest, especially with some work he's going to do with the VRTAC, please do reach out to us if you are interested in that for your agency. And until next time, everyone keep doing the great work that changes lives. Appreciate you. Have a great day!   {Music} Outro Voice: Conversations powered by VR. One manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.

The aging of America will reshape how we live and will transform nearly every aspect of contemporary society. Renowned life course sociologist Deborah Carr provides a lively, nuanced, and timely portrait of aging in the United States. The US population is older than ever before, raising new challenges for families, caregivers, health care systems, and social programs like Social Security and Medicare. Organized in seven chapters, Aging in America (U California Press, 2023) covers these topics: the history of aging and the development of theoretical approaches how cultural changes shape our views on aging the demographic characteristics of older adults today older adults' family lives and social relationships the health of older adults and social disparities in who gets sick how public policies affect the well-being of older adults and their families how baby boomers, Gen Xers, and millennials will experience old age Drawing on state-of-the-art data, current events, and pop culture, this portrait of an aging population challenges outdated myths and vividly shows how future cohorts of older adults will differ from the generations before them. Rachel Pagones is an acupuncturist, educator, and author based in Cambridge, England. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

The aging of America will reshape how we live and will transform nearly every aspect of contemporary society. Renowned life course sociologist Deborah Carr provides a lively, nuanced, and timely portrait of aging in the United States. The US population is older than ever before, raising new challenges for families, caregivers, health care systems, and social programs like Social Security and Medicare. Organized in seven chapters, Aging in America (U California Press, 2023) covers these topics: the history of aging and the development of theoretical approaches how cultural changes shape our views on aging the demographic characteristics of older adults today older adults' family lives and social relationships the health of older adults and social disparities in who gets sick how public policies affect the well-being of older adults and their families how baby boomers, Gen Xers, and millennials will experience old age Drawing on state-of-the-art data, current events, and pop culture, this portrait of an aging population challenges outdated myths and vividly shows how future cohorts of older adults will differ from the generations before them. Rachel Pagones is an acupuncturist, educator, and author based in Cambridge, England. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/sociology

The aging of America will reshape how we live and will transform nearly every aspect of contemporary society. Renowned life course sociologist Deborah Carr provides a lively, nuanced, and timely portrait of aging in the United States. The US population is older than ever before, raising new challenges for families, caregivers, health care systems, and social programs like Social Security and Medicare. Organized in seven chapters, Aging in America (U California Press, 2023) covers these topics: the history of aging and the development of theoretical approaches how cultural changes shape our views on aging the demographic characteristics of older adults today older adults' family lives and social relationships the health of older adults and social disparities in who gets sick how public policies affect the well-being of older adults and their families how baby boomers, Gen Xers, and millennials will experience old age Drawing on state-of-the-art data, current events, and pop culture, this portrait of an aging population challenges outdated myths and vividly shows how future cohorts of older adults will differ from the generations before them. Rachel Pagones is an acupuncturist, educator, and author based in Cambridge, England. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/american-studies

The aging of America will reshape how we live and will transform nearly every aspect of contemporary society. Renowned life course sociologist Deborah Carr provides a lively, nuanced, and timely portrait of aging in the United States. The US population is older than ever before, raising new challenges for families, caregivers, health care systems, and social programs like Social Security and Medicare. Organized in seven chapters, Aging in America (U California Press, 2023) covers these topics: the history of aging and the development of theoretical approaches how cultural changes shape our views on aging the demographic characteristics of older adults today older adults' family lives and social relationships the health of older adults and social disparities in who gets sick how public policies affect the well-being of older adults and their families how baby boomers, Gen Xers, and millennials will experience old age Drawing on state-of-the-art data, current events, and pop culture, this portrait of an aging population challenges outdated myths and vividly shows how future cohorts of older adults will differ from the generations before them. Rachel Pagones is an acupuncturist, educator, and author based in Cambridge, England. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/public-policy

The aging of America will reshape how we live and will transform nearly every aspect of contemporary society. Renowned life course sociologist Deborah Carr provides a lively, nuanced, and timely portrait of aging in the United States. The US population is older than ever before, raising new challenges for families, caregivers, health care systems, and social programs like Social Security and Medicare. Organized in seven chapters, Aging in America (U California Press, 2023) covers these topics: the history of aging and the development of theoretical approaches how cultural changes shape our views on aging the demographic characteristics of older adults today older adults' family lives and social relationships the health of older adults and social disparities in who gets sick how public policies affect the well-being of older adults and their families how baby boomers, Gen Xers, and millennials will experience old age Drawing on state-of-the-art data, current events, and pop culture, this portrait of an aging population challenges outdated myths and vividly shows how future cohorts of older adults will differ from the generations before them. Rachel Pagones is an acupuncturist, educator, and author based in Cambridge, England. Learn more about your ad choices. Visit megaphone.fm/adchoices

SPONSOR: Quince.com Visit https://www.quince.com/wayback for FREE SHIPPING and 365-day returns. Episode 100 of The Wayback is here, and I'm celebrating the milestone like only a true Gen Xer would: by sitting in The Wayback all by myself.  Producer Kirsten and I cruise back to the late 70s through the 90s to some of my early beginnings in Baltimore and Texas. I get nostalgic about many of the ups and downs of my childhood, the places I lived, the people who helped me along the way, and we even take a visit to the one and only UPS Baltimore Hub Primary 1 Joh Avenue. We then take some viewer questions, and I reminisce about the time in community college when a stalker hit me with a cheesesteak. Check out my new standup special “Live and Alive” streaming on my YouTube now! https://youtu.be/PMGWVyM2NJo?si=SrhXjgzR1pe6CyYE SUBSCRIBE to my YouTube & turn notifications ON! https://youtube.com/@rsickler SUBSCRIBE TO MY PATREON - The HoneyDew with Y'all, where I Highlight the Lowlights with Y'all! Get audio and video of The HoneyDew a day early, ad-free at no additional cost! It's only $5/month!  AND we just added a second tier. For a total of $8/month, you get everything from the first tier, PLUS The Wayback a day early, ad-free AND censor free AND extra bonus content you won't see anywhere else! https://www.patreon.com/RyanSickler If you or someone you know has a story that has to be heard, please submit it to honeydewpodcast@gmail.com http://ryansickler.com/ https://thehoneydewpodcast.com/ SUBSCRIBE TO THE CRABFEAST PODCAST https://podcasts.apple.com/us/podcast/the-crabfeast-with-ryan-sickler-and-jay-larson/id1452403187

We've got new data that shows Gen X and Gen Z might be more similar than you think, especially when it comes to their financial fears. 54% of teens fall into this category and 52% of Gen Xers are seeing it become a reality. We'll walk you through how you can avoid it - then answer your financial questions! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Jump start your journey with our FREE financial resources⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Reach your goals faster with our products⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Take the relationship to the next level: become a client⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Subscribe on YouTube for early access and go beyond the podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Connect with us on social media for more content⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Bring confidence to your wealth building with simplified strategies from The Money Guy. Learn how to apply financial tactics that go beyond common sense and help you reach your money goals faster. Make your assets do the heavy lifting so you can quit worrying and start living a more fulfilled life. ⁠⁠⁠⁠⁠⁠⁠⁠DRINKAG1.com/MONEYGUY Learn more about your ad choices. Visit megaphone.fm/adchoices

Gen X is officially in the retirement danger zone — and many are worried about outliving their savings. In this episode of Friends Talk Money, Richard Eisenberg, Terry Savage, and I sit down with author and workplace/retirement expert Kerry Hannon to dig into the findings from her new book, Retirement Bites: A Gen X Guide to Securing Your Financial Future. We explore: Why more than half of Gen X fears they won't be financially ready How DIY retirement planning, disappearing pensions & late savings habits created a perfect storm The crushing impact of student loans, credit card debt & supporting both kids and aging parents Why so few Gen Xers work with a financial advisor — and how to find the right kind of help The truth about Social Security's future for Gen X Health costs, layoffs, age discrimination — and how to stay employable into your 50s and 60s The new definition of "retirement" and why working longer can be a superpower  Plus: What Gen Xers can control right now to course-correct Kerry also breaks down the huge differences between older Gen Xers nearing 60 and younger Gen Xers in their late 40s, including who may benefit from the next major wealth transfer.Whether you're a lifelong DIY investor or navigating retirement planning for the first time, this episode is a must-listen for the most overlooked generation in personal finance. Links: Retirement Bites: A Gen X Guide to Securing Your Financial Future (Amazon) Reality Bites: Gen X is Nearing Retirement and More than Half Don't Believe They'll be Financially Ready When the Time Comes (Northwestern Mutual) Portfolio Perspectives: Gen X Isn't Ready for Retirement – How Financial Advisors Can Help and Harness SECURE 2.0 (Dynamic Advisor Solutions) Gen X Nearing Retirement With Worries About Limited Savings, Allianz Life Study Finds (Allianz) Gen X's Retirement Shock: The Truth About Healthcare Costs (Friends Talk Money)   

What is up, Hellfire Club, I mean, Slackers?This week is all about Thanksgiving and Stranger Things 5. I'm giving thanks (even though some days it's been tough to find my gratitude) and laying out my final predictions for the season. More specifically, who's who in the ST dead pool. The Duffer Brothers keep saying they channeled the spirit of series finales that actually left us satisfied. And Return of the King. Weird, right?I believe them, but with stakes this high, not everyone's walking out of Hawkins alive. My quick, gut-level, not-exactly-bold picks:Robin? Safe.Dustin? Safe.Steve? Eleven? I'm not so sure.And what about Murray!?This show is set right in the years I was in middle school, so it's always felt lived-in for me and the Mrs. Watching our own kids get just as hooked as we were on Nightmare on Elm Street or any John Hughes movie—that's the real magic. Truly cross-generational.There are only a handful of shows that have ever really made me feel excited and nervous for the fate of fictional characters. Great art can do that to ya.Happy Thanksgiving, Slackers. Please, pass the pumpkin pie (the only pie that matters).

In this week's episode of GenX Journeys, I'm joined by the extraordinary Terry Yoffe — an 83-year-young business and communications coach, speaker, and podcaster who proves that it's never too late to grow, evolve, and reinvent yourself. Terry's story is a masterclass in resilience: from overcoming childhood challenges, to building a thriving career in sales without experience, to launching a coaching practice at 60, to starting her own podcast at 78, and now stepping onto stages as a speaker. She brings the wisdom of someone who has lived reinvention again and again — and has the mindset and energy of someone decades younger. We dive into what holds people back, how to move through fear, why age is truly just a number, and how Gen Xers (and anyone midlife and beyond) can create a powerful next chapter. I also share a big personal milestone of my own — finally finishing the Marine Corps Marathon after missing the time cutoff last year. Perseverance, discipline, and trusting the process carried me through. This conversation is packed with insight, humor, tough love, and the reminder that your best chapters may still be ahead of you. In This Episode We Talk About: My Marine Corps Marathon comeback and what it taught me Terry's lifelong pattern of reinvention (60s… 70s… 80s… and still going) How to make a career or life pivot when you feel stuck Why fear keeps us clinging to the "old trapeze" Viewing setbacks as redirection — not failure Why Gen Xers tend to feel younger than our age The power of self-advocacy and asking for what you want What companies gain when they blend younger and older generations How to turn inward and identify what's really holding you back Terry's latest chapter: speaking, inspiring, and rewriting the rules of aging   Connect with Terry Yoffe https://trycoaching.com/ Facebook Instagram YouTube Extraordinary Work: Conversations About Creating Change (available on all podcast apps)  

I'm always finding things on the Internet that will send me down a rabbit hole. A simple story can keep me researching for hours. For example, the other day I was reading about the nuances of being a Baby Boomer, a Gen Xer, a Gen Zer, and a Millennial. And the one thing it noted was that Gen Z and Millennials don't like canned tuna fish, while it's still a popular choice among Baby Boomers. And while I can't speak for every member of the baby boom, I still love canned tuna. I love a great tuna steak, but a can of tuna makes a fine snack. I can also use it for lunch, but tuna on crackers, I can taste it right now... Click Here To Subscribe Apple PodcastsSpotifyAmazon MusicGoogle PodcastsTuneIniHeartRadioPandoraDeezerBlubrryBullhornCastBoxCastrofyyd.deGaanaiVooxListen NotesmyTuner RadioOvercastOwlTailPlayer.fmPocketCastsPodbayPodbeanPodcast AddictPodcast IndexPodcast RepublicPodchaserPodfanPodtailRadio PublicRadio.comReason.fmRSSRadioVurblWe.foYandex jQuery(document).ready(function($) { 'use strict'; $('#podcast-subscribe-button-13292 .podcast-subscribe-button.modal-692e7abe4acac').on("click", function() { $("#secondline-psb-subs-modal.modal-692e7abe4acac.modal.secondline-modal-692e7abe4acac").modal({ fadeDuration: 250, closeText: '', }); return false; }); });

The GenX Book Club is back! Paul, Del, and Suzanne reunite to discuss The Celebrants — a touching, funny, and deeply relatable novel about lifelong friendship, midlife rediscovery, and the pact to celebrate each other before it's too late. In this episode, the crew dives into the book's themes of connection, mortality, and resilience — and why it feels especially relevant to Generation X. Along the way, they share laughs, personal stories, and a few tangents (including Paul's triumphant Marine Corps Marathon finish

In this episode of Kite Flying, hosts Jenny and Mandy explore various themes ranging from their experiences as Gen Xers to the impact of apocalyptic narratives in media. They delve into philosophical questions about the meaning of life, the distinction between fact and perception, and introduce a new term, 'perfactually,' to describe the blend of fact and reality. The conversation also touches on the role of art in society and the evolution of cultural norms, culminating in a light-hearted discussion about their podcasting journey and the creation of new words.Chapters00:00 Welcome to Season Four02:43 Exploring Apocalyptic Themes in Media07:12 The Search for Meaning in Life11:39 Introducing 'Per-faction' - A New Concept15:46 Perception vs. Reality in Art and LifeSound Bites"Is life meaningless or not?""Gardener snakes are scary.""You just had to get it out."

What's the secret to living longer and better? (Spoiler: It's not a cold plunge or protein popcorn.) In this episode, we sit down with the brilliant Dr. Eric Topol — cardiologist, scientist, and author of Super Agers — to separate fact from fiction in the world of longevity.We learn that blood tests are getting really good, GLP-1 drugs show real promise, and to always call Dr. Topol before you buy something TikTok tells you to. We cover everything from protein myths, weighted vests, and saunas to tests that could one day prevent Alzheimer's and cancer. Penn and I also cover sleep tips, landlines, and Max Headroom. (Gen Xers, you get it.)We hope this episode leaves you smarter, calmer, and surprisingly optimistic about the future of aging. We love to hear from you, leave us a message at 323-364-3929 or write the show at podcast@theholdernessfamily.com. You can also watch our podcast on YouTube.Visit Our ShopJoin Our NewsletterFind us on SubstackFollow us on InstagramFollow us on TikTok Follow us on FacebookLaugh Lines with Kim & Penn Holderness is an evolution of The Holderness Family Podcast, which began in 2018. Kim and Penn Holderness are award-winning online content creators known for their original music, song parodies, comedy sketches, and weekly podcasts. Their videos have resulted in over two billion views and over nine million followers since 2013. Penn and Kim are also authors of the New York Times Bestselling Books, ADHD Is Awesome: A Guide To (Mostly) Thriving With ADHD and All You Can Be With ADHD. They were also winners on The Amazing Race (Season 33) on CBS. Laugh Lines is hosted and executive produced by Kim Holderness and Penn Holderness, with original music by Penn Holderness. Laugh Lines is also written and produced by Ann Marie Taepke, and edited and produced by Sam Allen. It is hosted by Acast. Thanks for listening! Hosted on Acast. See acast.com/privacy for more information.

In this episode our regulars are joined by a new podcast guest, a positive Gen Xer, Laura.  It was fun for us to call out and remember our best friends. Perhaps, however, the most interesting part of this episode is how each of us came up with different reasons for what makes best friends best friends.  Listen to Episode 5.3 and find out what they are and if you think they all matter.

In this episode of the ROCC Pod, we sit down with Jim Komoroski of the M1 Agency for a deep dive into the often misunderstood world of Medicare and Social Security planning. Jim shares how a personal family health crisis during the pandemic exposed major blind spots in his mother-in-law's retirement planning—despite her seemingly having “her affairs in order.” That experience led him and his wife LIsa, a fellow Gen Xer, to launch the M1 Agency with a mission to help others avoid similar pitfalls.We begin by discussing the concept of being a “feral Gen Xer”—a nod to the self-sufficient, figure-it-out approach that defines many in this generation—and how that mindset helped Jim build a business rooted in research, self-education, and a drive to serve. Jim explains that M1 specializes in Social Security optimization, Medicare education, and annuities, with a local focus and a name inspired by both Woodward Avenue and Medicare itself.The heart of our conversation is focused on how ill-prepared most Americans are when it comes to Social Security and Medicare. Jim breaks down common misconceptions, like the idea that Medicare covers everything or that Social Security won't exist in the future. He stresses that very few people truly optimize their Social Security benefits—only about 8%—and the rest leave an average of $111,000 on the table over their lifetimes. Through individualized planning, Jim helps clients make better decisions on when to claim benefits and how to coordinate those choices with retirement accounts and lifestyle needs.We also touch on lesser-known facts, like how divorced individuals can still benefit from their ex-spouse's Social Security if they were married for at least ten years. Jim emphasizes that education should start early—ideally in your mid-40s—so you're not caught off guard by the real costs of healthcare and retirement. Even healthy Medicare recipients in Michigan spend around $3,700 in their first year on premiums and out-of-pocket costs, so having a strategy is crucial.Jim also shares insight on how misinformation spreads—especially online—and why it's essential to dig into the details, not just rely on headlines. His daily “M1nute” videos help break down complex topics into digestible updates that apply directly to Michigan residents. We wrap up with a conversation about the value of getting involved in the community through the Royal Oak Chamber and how those human connections energize business owners like us.More:The M1 Agency Website: https://www.them1agency.com/Instagram: https://www.instagram.com/them1agency/Facebook: https://www.facebook.com/TheM1AgencyJim on LinkedIn: https://www.linkedin.com/in/jimkomoroski/00:00 – The Social Security Optimization Problem01:00 – Meet Jim Komoroski of M1 Agency02:42 – How a Family Crisis Sparked a Business05:51 – When Should You Start Planning?07:26 – Medicare Myths and Real Costs10:50 – What is Social Security Optimization?13:08 – Social Security and Divorce15:33 – The “M1nute”: Sorting Out Misinformation16:45 – Chamber Involvement and Community Impact19:56 – Fishbowl Question: Advice I Wish I Took22:32 – Where to Find Jim and Final Thoughts  Learn more about the Royal Oak Chamber of Commerce: https://www.royaloakchamber.com/Connect with our hosts:Jon Gay from JAG in Detroit Podcasts - http://www.jagindetroit.com/Lisa Bibbee from Century 21 Northland - http://soldbylisab.com/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Route 66 turns 100 next year - and nostalgia travel is booming as Boomers and Gen Xers rediscover classic road trips, retro diners, and neon-lit motels. Cindy Richards, Editor-in-Chief of SheBuysTravel.com here in Chicago, joins Rob Hart on the Noon Business Hour to discuss...

In this episode of Prisoners of Rock and Roll, we're reliving the one hit wonders of the 1990s. This was a defining decade for us because it's when we graduated high school and college, and we spent a lot of it slinging CDs in a record store, back when your local mall had record stores. Music was literally in the background all the time, whether we were watching MTV, sitting in our rooms rocking out, cranking it up while driving our first cars, or helping customers find the cassette single of Macarena or Zoot Suit Riot.  We put together a playlist of over 135 one hit wonders from the 90s. There's no way we'll get to them all, but we've got alternative rock from Blind Melon, Blur, the Flys, Local H, Ben Folds Five, Dishwalla, and more. The two single greatest hip hop songs of all time in the Humpty Dance and Baby Got Back. Singer songwriters like Eagle Eye Cherry, Duncan Sheik, and Jill Sobule.  Nu metal, dance music, and all of that weird, quirky stuff like swing music, Right Said Fred, Haddaway, and more.  We're going to talk about songs you haven't thought of in years and some you wish you never heard again. All you Gen Xers are gonna want to pay attention to this one. Let's hit it! Episode Playlist Check out our episode playlist ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠h⁠ere⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Get In Touch Check us out⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠online⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, on⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠,⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, or⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ or drops us an email at ⁠⁠⁠⁠⁠⁠⁠⁠⁠show@prisonersofrockandroll.com⁠⁠⁠⁠⁠⁠⁠⁠⁠. Or if you're in Philadelphia, come visit our home base at⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠McCusker's Tavern⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Prisoners of Rock and Roll is part of⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Pantheon Media⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. We're sponsored by⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Boldfoot Socks⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of Prisoners of Rock and Roll, we're reliving the one hit wonders of the 1990s. This was a defining decade for us because it's when we graduated high school and college, and we spent a lot of it slinging CDs in a record store, back when your local mall had record stores. Music was literally in the background all the time, whether we were watching MTV, sitting in our rooms rocking out, cranking it up while driving our first cars, or helping customers find the cassette single of Macarena or Zoot Suit Riot.  We put together a playlist of over 135 one hit wonders from the 90s. There's no way we'll get to them all, but we've got alternative rock from Blind Melon, Blur, the Flys, Local H, Ben Folds Five, Dishwalla, and more. The two single greatest hip hop songs of all time in the Humpty Dance and Baby Got Back. Singer songwriters like Eagle Eye Cherry, Duncan Sheik, and Jill Sobule.  Nu metal, dance music, and all of that weird, quirky stuff like swing music, Right Said Fred, Haddaway, and more.  We're going to talk about songs you haven't thought of in years and some you wish you never heard again. All you Gen Xers are gonna want to pay attention to this one. Let's hit it! Episode Playlist Check out our episode playlist ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠h⁠ere⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Get In Touch Check us out⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠online⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, on⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠,⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, or⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ or drops us an email at ⁠⁠⁠⁠⁠⁠⁠⁠⁠show@prisonersofrockandroll.com⁠⁠⁠⁠⁠⁠⁠⁠⁠. Or if you're in Philadelphia, come visit our home base at⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠McCusker's Tavern⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Prisoners of Rock and Roll is part of⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Pantheon Media⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. We're sponsored by⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Boldfoot Socks⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

Consumers born between 1965 - 1980 generate the highest revenue per shopper across almost every category at just 19% of the US population. They drive 31% of all in-store and online spending. Gen Xers appreciate product and services that enhance convenience for example, 80% use self-checkout kiosks regularly, and 2/3 rely on mobile apps and social platforms to discover and purchase products. 92% of Gen Xers use social media daily. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

What happens after you escape corporate? How do you make your solo business work long-term—without burning out or losing the freedom you left for?In this episode, Brett sits down with Jenni Gritters, author of The Sustainable Solopreneur and coach to creatives, consultants, and coaches who want to build profitable, flexible, and fulfilling solo businesses.Jenni shares her journey from The New York Times to building a six-figure business working just 25 hours a week. Together, Brett and Jenni unpack what sustainability really means—financially, mentally, and emotionally—for Gen Xers who've left corporate (or are ready to).They dive into:✅ The “three-to-four-year wall” most solopreneurs hit—and how to move past it✅ Building multiple revenue streams without chaos✅ Shifting from survival mode to intentional growth✅ Why sharing your numbers builds trust (and confidence)✅ How to measure success beyond money—using purpose, time, and happinessIf you've escaped corporate or are thinking about it, this conversation is your roadmap for building a business—and a life—you actually want to sustain.Connect with Jenni Gritters

Christian Chan, chief investment officer, at AssetMark, says that markets should remain favorable for as long as economic conditions stay modestly positive, but he notes that the artificial-intelligence boom is helping to ensure that's the outcome, putting a floor under how much damage can be suffered in any financial storms. Chan says he expects those storms to stop short of a recession and he's not as sure as some observers that the market itself is in a bubble; he expects the Federal Reserve to cut rates, but notes that they won't go too low for too long, which should help the economy move forward without hurting the fixed-income markets. Behavioral finance expert Terrance Odean, a professor at the Haas School of Business at the University of California-Berkeley, discusses what investors do wrong when they are staring down bubbly conditions and how they ought to behave when markets are frothy and the experts are concerned about what the end of a rally will look like. Kathryn Berkenpas, managing director of corporate growth for the CFP Board of Standards discusses the biggest financial regrets from Generation X, whose oldest members are turning 60 this year. A CFP Board of Standards survey of Gen-Xers, showed that nearly half felt they made financial moves that have ultimately cost them at least $100,000 in what they could have saved simply by pursuing better money behaviors.

In this episode of THE FINANCIAL COMMUTE, Client Relationship Specialist Kristin Dillon and host Chris Galeski discuss how partnership and accountability are often the missing links in financial success. Our goal with our flat-fee financial planning offering, Modearn®, is to make quality coaching more accessible for Gen Xers and Millennials throughout their wealth-building journey. Tune in if you're interested in…• Learning how Modearn® makes financial planning more approachable• Understanding how personalized financial advice and partnerships can create peace in your life• Finding balance between saving, spending, and investing intentionally• Accessing expert guidance without traditional barriers

Author Jean Twenge, Ph.D., explains the implications of four different generations working together. As Gen Zers increasingly join millennials, Gen Xers and a shrinking cohort of baby boomers in the workforce, their varying needs, attitudes and aptitudes are driving workplace changes.· Generational shifts are reshaping the workplace: Organizations are navigating the most pronounced generational transition in decades, with differing expectations around leadership styles, collaboration and work-life harmony.· Delayed life milestones impact real estate demand: Trends like marrying later in life, postponing homeownership and having fewer children are catalyzing demand for adaptable, amenity-rich properties.· Technology is a key driver of generational change: From smartphones to social media, tech has fundamentally altered how each generation communicates, works and interacts—creating both opportunities and challenges for office culture and productivity.· Hybrid work reflects generational preferences: The way different generations value in-person collaboration, flexibility and autonomy gives hybrid work models staying power.· Empathy is essential for cross-generational leadership: Understanding the distinct values and experiences of each generation, and applying that knowledge in how you communicate and set policy, can build stronger connections with colleagues.

Summary This podcast episode from the Boss Surgery Series features Dr. Amy Vertries interviewing Dr. Sarah Rasmussen, a pediatric transplant surgeon, about her experience of being in the wrong job and navigating a career transition. Dr. Rasmussen shares her journey from working at the University of Virginia (UVA) to Seattle Children's Hospital and then to a new position that better aligned with her career goals and values. Dr. Rasmussen begins by describing her background as a Gen-Xer born in West Virginia who initially planned to practice medicine with her father. She pursued an MD-PhD program at WVU in 1997, focusing on HIV research at the National Cancer Institute. During her medical training, she discovered her passion for surgery during rotations and completed her residency at Virginia Commonwealth University followed by a pediatric surgery fellowship at Johns Hopkins. She then worked at UVA from 2011 to 2020, where she established a pediatric liver transplant program in partnership with Children's Hospital of Pittsburgh. Dr. Rasmussen explains that leadership changes at UVA led to her role being reduced from performing 42 liver transplants annually to being limited to only pediatric cases (about 5 per year). This significant reduction in surgical volume prompted her to accept a position at Seattle Children's Hospital as the surgical director of pediatric liver transplant, which she accepted just before the COVID-19 pandemic began in early 2020. At Seattle Children's, Dr. Rasmussen encountered challenges that made her realize she was in the wrong job. Despite the hospital performing more transplants (13-15 liver transplants and 30 kidney transplants annually), she faced issues with case allocation, micromanagement of her decisions, and resistance to her suggestions for improving processes. After 18 months, she compiled data showing her limited involvement in transplant cases and presented it to leadership, hoping for change. Instead, this led to increased scrutiny of her abilities. Dr. Rasmussen describes how the job stress affected her health, causing panic attacks, chest pain, and dangerously high blood pressure. With support from her family and through Dr. Vertries' coaching program, she decided to explore other opportunities. She interviewed at four institutions and found a position with a partner who shared her vision and valued her contributions. In her new role, Dr. Rasmussen found a supportive environment where her partner encourages her growth, helps her through complications, and values her strengths. She shares how her new partner supported her through a surgical complication by not letting her isolate herself and helping her move past self-doubt. He also encourages her to take on challenging cases, such as performing laparoscopic procedures on very small infants. The conversation concludes with reflections on the importance of finding the right job fit, the impact of career decisions on family, and how having the right partner can make a significant difference in professional growth and satisfaction. Chapters Dr. Rasmussen's Background and Early Career Path ‎ 00:02:12 Dr. Sarah Rasmussen introduces herself as a Gen-Xer born in West Virginia. She initially planned to practice medicine with her father but became interested in research during medical school. She joined an MD-PhD program at WVU in 1997, focusing on HIV research at the National Cancer Institute. During her clinical rotations, she discovered her passion for surgery, which engaged "all parts of her brain." She completed her residency at Virginia Commonwealth University and a pediatric surgery fellowship at Johns Hopkins. From 2011 to 2020, she worked at the University of Virginia (UVA) as an assistant professor, where she also completed an additional fellowship in abdominal transplant surgery. At UVA, she was active in research, clinical work, teaching, and helped establish a pediatric liver transplant program in partnership with Children's Hospital of Pittsburgh. Transition to Seattle Children's Hospital During the Pandemic ‎ 00:05:21 Dr. Rasmussen explains that leadership changes at UVA led to her role being reduced from performing 42 liver transplants annually to being limited to only pediatric cases (about 5 per year). This significant reduction prompted her to accept a position as surgical director of pediatric liver transplant at Seattle Children's Hospital. She signed her offer letter just before the COVID-19 pandemic began, making the transition particularly challenging as it occurred during social distancing measures. Dr. Rasmussen was attracted to Seattle Children's because they performed more transplants (13-15 liver transplants and 30 kidney transplants annually), and she believed she would have a good working relationship with the program head who had similar training. Challenges at Seattle Children's Hospital ‎ 00:09:27 Dr. Rasmussen describes her initial positive reception at Seattle Children's but quickly noticed concerning dynamics between surgeons during her observation of a liver-kidney transplant on her second day. Despite her efforts to integrate into the team, she faced significant challenges: her clinical decisions were micromanaged, her requests for time off were complicated by "unwritten rules," and she was often excluded from transplant cases because "fellows needed the experience." After 12 months, she realized that her situation wasn't improving despite her efforts to be helpful and engaged. After 18 months, she compiled data showing her limited involvement in transplant cases (only 20% of livers and 15% of kidneys despite being on call 33% of the time) and presented it to leadership, hoping for change. Instead of addressing her concerns, this led to increased scrutiny of her abilities. Recognizing the Need for Change ‎ 00:16:45 Dr. Rasmussen sought advice from colleagues but was consistently told that the situation "would never change." She realized that her vision of being a pediatric liver transplant surgeon required meaningful involvement in cases, which wasn't happening at Seattle. In January 2021, she learned of four potential job openings in her field. Initially resistant to moving her family again so soon after relocating during the pandemic, she joined Dr. Vertries' "difficult partner course" hoping to learn how to succeed in her current position. Through the course, she gave herself permission to explore other opportunities and interviewed at all four institutions. Two positions seemed promising, with one standing out immediately because of her connection with the potential new boss. Health Impact and Decision to Leave ‎ 00:25:56 Dr. Rasmussen describes how the job stress severely affected her health, causing panic attacks manifesting as chest pain and dangerously high blood pressure (190/110 with a heart rate of 197). One night after seeing the clinic and call schedule, she couldn't calm down despite trying mindfulness techniques. Her husband witnessed this and declared, "We are done here." Additional factors influencing her decision included the death of a mentor and her mother's illness. Dr. Rasmussen realized that despite her efforts, the team at Seattle Children's was unwilling to accommodate her career needs, which she viewed as a "breach of contract" - not from the institution but from the team that should invest in its members. Family Considerations in Career Decisions ‎ 00:28:55 Dr. Rasmussen discusses the challenge of considering another move so soon after relocating her family during the pandemic. She worried about uprooting her children who had just established connections in Seattle. A turning point came when her oldest child told her, "Mom, I think it's time for you to worry about yourself. I'm going to be okay." For her job interviews, she took the unusual step of requesting that both potential employers bring her entire family for second visits, not just her spouse. She received advice that "how happy do you think your family can be if mom is not happy?" and realized that many children move multiple times during childhood without negative consequences. She also learned that her oldest child had been bullied at their previous school, reinforcing that staying in Virginia might not have been better for her family. Finding the Right Partner and Environment ‎ 00:47:08 Dr. Rasmussen describes how she connected with her new boss by cold-calling him about a position at his former institution and inquiring if he needed a partner in his new program. Their initial conversation revealed shared vision and energy for building a program. Unlike her experience in Seattle, her new boss explicitly stated, "You tell me what you need out of a case, and that's what will happen," emphasizing team function over hierarchy. She contrasts this with her previous experience, noting the difference between a hierarchical environment and one with a shared vision. When she experienced a serious complication in her first liver transplant at the new institution, her partner provided support without judgment, wouldn't let her isolate herself, and eventually told her "it's time to stop" ruminating, while acknowledging that such complications happen to everyone. Growth and Support in the New Position ‎ 00:54:01 Dr. Rasmussen shares how her new environment supports her growth through challenging cases. During her first on-call experience, she consulted on a 1.6-kilogram baby with duodenal atresia. Though initially planning an open procedure, she researched laparoscopic approaches and found evidence supporting minimally invasive surgery for this condition. When she proposed this to her boss, he gave no pushback and even came to observe the successful procedure. Three months later, when she hesitated about performing a laparoscopic cholecystectomy on an eight-week-old baby, her boss reminded her, "Three months ago, you did a lap duodenal atresia repair on a 1.6 kilo baby - get over it," encouraging her to trust her abilities. Dr. Rasmussen appreciates how her partner recognizes when her tendency to overthink is a strength (when writing policies or justifications) and when it's holding her back. Reflections on Career Transitions and Lessons Learned ‎ 01:00:00 Dr. Rasmussen and Dr. Vertries reflect on the lessons learned through this career journey. Dr. Rasmussen acknowledges how she overcame limiting beliefs such as "I can't move because it will hurt my family" and "I can't have an ideal partner." Dr. Vertries notes that Dr. Rasmussen has experienced a "hero's journey" and that her lessons will have an "exponential effect on other people." Dr. Rasmussen expresses gratitude for the opportunity to reflect on how far she's come in a relatively short time, demonstrating that "you can make some pretty life-altering things in a short period of time with a little bit of help." Action Items Dr. Vertries mentioned reaching out to her at bosssurgery.com for help with toxic job situations. ‎ 00:00:35 Dr. Rasmussen suggested asking detailed questions about job expectations and case allocation when interviewing for new positions. ‎ 00:13:54 Dr. Rasmussen recommended bringing family members on second job interviews when considering relocation. ‎ 00:29:58 Dr. Rasmussen advised seeking coaching before leaving a job to process the situation properly. ‎ 00:42:17 Dr. Rasmussen suggested researching evidence-based approaches to surgical techniques when considering new procedures. ‎ 00:55:57

GenX Escapees: this one's your playbook. Michael Himmelfarb (multi-time guest and early Escapee OG) breaks down how to productize a fast, high-value, AI-enhanced consulting offer—think $5K in 48 hours—by letting AI handle the heavy lifting while you deliver the human superpowers clients actually pay for: judgment, creativity, prediction, and trust. We get into pricing, point solutions, and why your domain expertise beats “AI-only” every time.You'll learn • Why buyers now demand crystal-clear outcomes (not squishy retainers). • The 20/80 model: let AI do the grunt work; you monetize the last mile. • How to turn pricing/product packaging into a repeatable, point-solution offer. • A hybrid delivery model (intake → AI analysis → live consult) that wins deals fast. • Where management consulting gets disrupted—and where GenXers win big.GuestMichael Himmelfarb — Pricing & product marketing strategist helping companies modernize pricing/packaging with AI-augmented consulting. Connect on LinkedIn and mention this episode for his 48-hour sprint details.Resources mentioned • Anthropic's “automation vs. augmentation” idea (discussion) • Shout-out: Naveen Aggarwal (technical enablement/automation support)For GenX EscapeesGrab the Escapee Starter Kit: https://stan.store/thecorporateescapee Join Escapee Collective Plus: https://escapee-collective.circle.so/checkout/escapee-plus-subscriptions Work with MichaelWant a $5K / 48-hour AI-augmented Pricing & Packaging Sprint (intake → analysis → live readout with actionable recommendations)? Reach out to Michael on LinkedIn and reference this episode. https://www.linkedin.com/in/michaelhimmelfarb/ Chapters • 00:00 Welcome back, OG Escapee + today's focus • 01:29 From fractional CMO to pricing & packaging specialization • 03:53 The buyer shift: clarity, speed, and specific problems • 04:22 The 20/80 idea: what humans do that AI can't • 07:40 Automation vs. augmentation (and why it matters) • 10:33 Hybrid delivery: standardized outputs + human judgment • 12:25 Human superpowers: creativity, prediction, empathy • 14:09 Beyond pricing: applying the model across functions • 15:45 Productized sprints → recurring revenue possibilities • 17:23 Big-firm disruption and the GenX advantage • 19:33 Learning curves, iteration, and avoiding “prompt pack” hype • 26:13 Focus, trade-offs, and building a simple offer • 30:28 Shout-outs & resources + workshop idea • 31:30 Michael's ask + how to connectIf this episode hit homeShare it with a fellow GenX pro, leave a quick review, and DM Brett if you want the link to the free Starter Kit PDF or details on Michael's sprint.

About this episodeIn this solo “CliffsNotes” episode, Brett breaks down how to actually make money from your corporate experience — not theory, not startup fantasy — just 17 real ways GenXers are doing it (plus 2 bonus options if you've got some capital to invest).Whether you're still in corporate wondering if there's a way out, or already on the outside trying to replace your income, this episode is the playbook. From fractional and advisory work to user-generated content, workshops, and buying a small business — Brett shares what's working, what he's tried himself, and what might fit your life right now.You'll hear: • Why your experience is more valuable outside of corporate than inside • 17 proven ways (and 2 bonus paths) to monetize what you already know • How GenXers are replacing their corporate income in ~25 hours a week • The difference between consulting, fractional, advisory, and coaching • Why “monthly service packages” might be the fastest on-ramp for freedom • Real examples from Brett's own journey — what worked and what didn't • How to future-proof your income before corporate “quits” on youThis one's packed with ideas you can start exploring right now — no fancy website, no new degree, and definitely no corporate BS.Mentioned paths include:Solo Consulting • Fractional Leadership • Interim Roles • Advisory • Coaching • Business Development & Affiliate Deals • Services / Subscriptions • Paid Communities • Sponsorships • Influencer & Content Partnerships • Workshops • Speaking • User-Generated Content (UGC) • E-Commerce • Tech-Enabled Services • Plus: Buying a Business & Franchises (the two “bonus” options)If this hit home, follow the show so you don't miss the next “CliffsNotes” drop.

No Followers Needed: How to Build a Six-Figure UGC BusinessGuest: Megan Collier, Content Creator & UGC CoachHost: Julie RigaAbout This EpisodeJulie sits down with Megan Collier, who built a six-figure User Generated Content (UGC) business in just 14 months starting with only 200 followers. Megan now helps GenXers and Boomers launch successful UGC careers, and she's here to break down exactly how everyday people can get paid by brands without any influencer status.What is UGC?User Generated Content (UGC) is when creators get paid by brands to create short-form video content (typically 30-60 seconds) without posting to their own social media. Instead, brands use this authentic content for their own ads, emails, websites, and marketing channels.In This Episode, We Talk About:The three essential ingredients for UGC success (hint: talent isn't one of them)Why age is actually an asset in this industry, not a barrierHow Megan landed her first deal within 10 days and what she did to make it happenThe exact step-by-step process to get started, even if you've never created content beforeWhat equipment you actually need (spoiler: probably less than $50)Real student success stories, including a 52-year-old who made $11,500 in 63 daysHow to price your work so you're not leaving money on the tableWhy brands are desperately searching for GenX and Boomer creators right nowThe biggest mistakes new creators make and how to avoid themWhether UGC will survive in an AI and metaverse worldWhy This MattersIf you've ever thought "I'm too old for social media" or "I don't have enough followers to work with brands," this episode will completely change your perspective. Megan proves that the barrier to entry has never been lower, and the demand has never been higher.Who Should ListenGenXers and Baby Boomers looking for flexible incomeAnyone intimidated by traditional influencer marketingPeople seeking a side hustle with low upfront investmentAnyone who's ever wanted to work with brands but thought they needed thousands of followers firstGuest BackgroundMegan Collier discovered UGC in August 2022 while working full-time and needing a flexible side hustle. Within 14 months, she scaled her UGC business to replace her six-figure corporate income. Now she helps everyday people unlock this valuable income stream through her coaching platform.Connect with Megan CollierTikTok: @megan_ugcInstagram: @Megan_UGCWebsite: https://www.megancollierugc.comYou don't need followers, fancy equipment, or years of experience to start earning with UGC. You just need a willingness to learn, the confidence to know your worth, and the ability to have fun with it.

Welcome back to the 80s! GenXers may remember decades ago when you flipped your wall calendar from December 1979 to January 1980. The 80s were officially here, and with it a decade of new music…well, sort of. Episode 37 celebrates this time with “Not Quite the 80s” featuring songs that were released in the second half of 1979, but today we think of them as 80s music.A shout out to those of you who have been with us since the beginning and welcome to our new listeners. As always, thanks to the people who helped us put this together: Alan (for all our artwork), DJ Phil B (for the technical stuff) and David Baerwald and David Ricketts, also known as David + David, for their amazing album which inspired the title of our podcast.Please tell all your friends about us and follow this page so you know when new podcasts are available. You can also follow us on Facebook, Instagram, YouTube, Bluesky, Mastodon, Threads, and X.Songs chosen by both of us. Track list coming soon. Listen, enjoy, share, follow, and thanks for keeping 80s music alive!BB & DD

Are retirement fears keeping you up at night—even with a healthy nest egg? This episode explores why Gen Xers and others worry about outliving their savings, market crashes, and income gaps. Brandon Bowen breaks down the power of asset allocation, the difference between passive and active management, and how a portfolio “X-ray” can reveal hidden risks and costs. Discover strategies to align your investments with your retirement goals. Like what you hear? Get a second opinion today: bowenwealth.com Follow us on social media: YouTube | Facebook | LinkedInSee omnystudio.com/listener for privacy information.

This week on Fake the Nation, comedian and host Negin Farsad is joined by comedian Ben Katzner (of the Troll Hole podcast) and comedian Andrew Ti (of Yo is This Racist). Together, they dig into the Bad Bunny controversy that just won't quit. Plus, what is "zip coding"? They also discuss the government shutdown, the new ceasefire, and they ask why is Gen Z drawn more to conservative Christianity than the millennials and Gen Xers before them?Today's show is sponsored by Mosh!Follow everyone!@NeginFarsad @ShaqKatzner@andrewtiCatch Negin's TEDTalk or her column in Progressive Magazine.You can see Negin's upcoming performance schedule at: NeginFarsad.com——Rate Fake The Nation 5-stars on Apple Podcasts and leave us a review!Follow Negin Farsad on TwitterEmail Negin fakethenationpodcast@gmail.comSupport her Patreon ——Host - Negin Farsad——Producer - Rob Heath——Theme Music - Gaby AlterSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Join us for a laid-back yet lively conversation as we dive into the world of pop culture through the lens of Generation X. From movies and music to TV and trends, we reflect on the icons of yesterday, react to what's happening today, and share our unfiltered Gen X take on it all. Whether you're a fellow Gen Xer or just curious about our unique pop culture POV, this episode has something for everyone. Nostalgia, hot takes, and good vibes guaranteed! #PopCulturePodcast#GenXPerspective#GenXTalk#NostalgiaVibes#RetroCulture#MoviesMusicAndMore#PopCultX#PodcastEpisode193#ThrowbackTalk#PopCultureDiscussion#GenXLife#ClassicPopCulture#PopCultureNostalgia#80s90sKids#CultureCommentary#PodcastLife#PodcastRecommendations#PodcastersOfInstagram#PopCultureRewind#ListenNow

Have you been laid off, or are you worried you might be? This week, Jean is joined by Laura Brown (former Editor-in-Chief of InStyle) and Kristina O'Neill (former Editor-in-Chief of WSJ. Magazine), authors of the bold and unfiltered new book, All the Cool Girls Get Fired: How to Let Go of Being Let Go and Come Back on Top. Both women hit the top of their industries… and then got let go. Now, they're helping other women, especially Gen Xers and those over 40, navigate layoffs, ageism, financial uncertainty, and the terrifying-but-liberating process of starting over. In this episode, we talk about: Why getting fired has nothing to do with your worth, and everything to do with changing industries How to handle that first day post-layoff (what not to sign, how to negotiate your severance) Smart money moves to make immediately, whether or not you have an emergency fund Tips for negotiating with credit card companies, cutting spending fast, and finding bridge income Choosing your next path: freelancing vs. going back to corporate Why midlife women must challenge the shame and secrecy around job loss And the launch of their new community: The Cool Girl Network Resources:

Thrilled to welcome to the podcast fellow Gen-Xer, high desert dweller and photographic experimenter Liz Potter. From Holgas to Polaroid lifts, we run the gamut of topics. I hope you enjoy this fun conversation.Links:Liz Potter websiteLiz Potter IG

Remember the terror of calling a girl and her dad answering the phone?In this nostalgia-packed and hilariously insightful episode of The JB and Sandy Show, the crew dives into what it meant to grow up Gen X—awkward phone calls, Mad Magazine, and the sacred teen landline. But it's not all throwbacks. The conversation takes a wild turn into the world of astrology, cold plunges, and red light therapy hats. Sandy introduces listeners to a young Indian astrologer dubbed the “modern-day Nostradamus,” whose eerily accurate predictions have stunned the world. From earthquakes to crypto booms, this guy's track record is raising eyebrows—and maybe investment portfolios. Meanwhile, Tricia puts Sandy and JB in the hot seat with a round of “One Must Go,” forcing them to choose between their favorite things—from Call of Duty to cold plunges, and even JB's beloved LBJ-style Stetson hat.

If your “great job” feels increasingly empty, this one's for you. Former corporate leader Lisa Petrilli (Medline/Baxter) shares a practical approach to discovering your Life Quest—the next chapter where purpose, agency, and freedom replace autopilot. We dig into choice vs. circumstance, how to reframe fear and uncertainty, and simple steps GenXers can take while still in corporate. No dogma required—just a better operating system for work and life.You'll learn • What a “Life Quest” is and how to spot yours • How to move from reaction and fear to sovereignty and action • A 30–60 day Next-Chapter Script exercise to regain control • Why love-over-fear is a leadership OS (not a sermon) • First small steps for still-in-corporate escapeesTimestamps00:00 – Why this convo is different01:20 – Lisa's corporate path → calling05:40 – Awakening without the woo10:40 – Choice vs. reaction in corporate (and life)12:40 – Reframing uncertainty & fear16:10 – What corporate gives you—and when it plateaus20:25 – Purpose, practically: defining mission without dogma26:50 – Starter steps if you're stuck (clarity, script, small bets)30:10 – Why Lisa's book is free + how to use it35:10 – Frameworks beat retreats (avoid meandering)36:45 – Wrap + where to connectLinks & resources • Free book: Life Quest: Your Role in Saving the World: https://lisapetrilli.com/ • Connect with Lisa: https://www.linkedin.com/in/lisapetrilli/ About LisaLisa Petrilli is the founder/CEO of Higher Conscious Leadership and a former corporate exec (Medline, Baxter). She helps leaders move from mind/body mastery to soul-level purpose and practical action.CTA (one small step)Download the free book, then spend 10 minutes today writing your 30-day script. Prompt: “If nothing at work changed, how would I live the next 30 days differently?”

Coca-Cola once tried to sell apathy in a can. They called it OK Soda — a grungy, “anti-brand” aimed at cynical Gen Xers. The ads were clever, the design was bizarre…and the product died within a year. In Episode 107, we dig into why “anti-branding” almost always backfires, why Liquid Death succeeded where Coke failed, and the psychology of why brands can't thrive on indifference. Inside the conversation: ✅ The real reason OK Soda flopped despite massive hype ✅ Why apathy is the weakest emotion you can build a brand on ✅ The key difference between active vs. passive emotions in marketing ✅ How today's “anti-agency agencies” and “non-beauty beauty brands” are repeating Coke's mistake ✅ Why rebellion only works if you give customers an identity to step into, not out of If you've ever wondered: Why some “anti” campaigns take off while others flatline How to pick the right emotion to anchor your brand around What Liquid Death nailed that Coke couldn't figure out And why fighting your own category is the fastest way to lose… …this one's for you.

Merriam-Webster's Word of the Day for October 8, 2025 is: finicky • FIN-ih-kee • adjective Finicky describes someone who is very hard to please, or something that requires a lot of care, precision, or attentive effort. // Although she was a finicky eater as a child, she grew up to become a world-renowned chef famous for her encyclopedic knowledge of global ingredients. // The latest game in the series boasts amazing graphics but the controls are a little finicky. See the entry > Examples: "Stardom is a fleeting concept, one that we've seen play out with the biggest of stars over time. Even without outright missteps, artists often find themselves scrutinized by the masses for reasons entirely unrelated to their work. More often than not, this pressure either drives them to prove their worth to a finicky fanbase—one that will jump ship the second something else catches their attention—or pushes them back into obscurity." — Aron A., HotNewHipHop.com, 22 Aug. 2025 Did you know? If you're a reader of a certain age (say, a Boomer, Gen Xer, or even a Xennial) you may remember cheeky television commercials featuring Morris, a finicky housecat who only eats a certain brand of cat food. (Morris is still featured on product labels.) Morris's tastes in cuisine are not only very particular, but very fine as well, and that's appropriate given the origin of finicky. The word came about in the early 19th century as an alteration of finicking, itself a 17th century alteration of another adjective, finical, which in turn is a late 16th century coinage likely derived from the adjective fine.

U of Digital CEO and co-founder Shiv Gupta joins the pod to educate Joe and Eric on AI's transformation of adtech, the three legs of the modern sales stool, and how sales and marketing are blurring. Plus, Joe finds out about "jeans parties," an ancient practice handed down to Gen Xers from the Mesopotamians.

Gen X is barreling toward retirement with an excruciating student-loan burden. The generation that came of age in the '80s and '90s is now also the generation with the most student debt per borrower. WSJ's Oyin Adedoyin explains how federal policies around student debt left Gen X with such a big burden. And one Gen Xer talks about the impact student debt has had on his life. Jessica Mendoza hosts.  Further Listening:  - For Millions of Student-Loan Borrowers It's Time to Pay - Biden's New Plan to Cancel Student Debt  Sign up for WSJ's free What's News newsletter.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Our guest on the podcast today is Kerry Hannon. Kerry is a senior columnist and on-air expert for Yahoo Finance and writes about retirement, jobs, career transitions, entrepreneurship, leadership, and personal finance. She has written 14 books about retirement, careers, and personal finance and is co-author of a new book, Retirement Bites: A Gen X Guide to Securing Your Financial Future. Kerry is a former columnist and contributor for The New York Times, MarketWatch, Forbes, PBS, and AARP. She graduated from Duke University.BackgroundBioRetirement Bites: A Gen X Guide to Securing Your Financial Future, by Kerry Hannon and Janna Herron401(k)s and the Current Market“401(k) Savers Stayed Strong Through Market Volatility, Fidelity Found,” Video interview with Kerry Hannon, kerryhannon.com, June 15, 2025.“Experts Caution Adding Private Assets Like Crypto to 401(k)s,” Video interview with Kerry Hannon, kerryhannon.com, Aug. 17, 2025.“Retirement Savers Are Eager to Invest in Private Assets, New Survey Finds,” by Kerry Hannon, yahoofinance.com, Aug. 25, 2025.“Robust Returns and Steady Saving Yield Record Number of 401(k) Millionaires,” by Kerry Hannon, yahoofinance.com, Sept. 13, 2025.“401(k) Savers Play It Safe, Even as Demand for Private Assets Surge,” by Kerry Hannon, yahoofinance.com, Sept. 9, 2025.Social Security and Target-Date Funds“An Increasing Number of Americans Are Claiming Social Security Early This Year. What's Up?” Video interview with Kerry Hannon, kerryhannon.com, May 14, 2025.“Some Retirees Will See Bump in Social Security Benefits in April,” Video interview with Kerry Hannon, kerryhannon.com, March 26, 2025.“Social Security Benefits Will Rise 2.5% in 2025,” by Kerry Hannon, yahoofinance.com, Oct. 13, 2024.“How to Build Your Own Target-Date Retirement Fund,” by Kerry Hannon, yahoofinance.com, Feb. 15, 2025.“2025 Target-Date Fund Investment Strategy,” Morningstar.com.“Americans' Retirement Vehicle of Choice Just Topped $4 Trillion,” Video interview with Kerry Hannon, kerryhannon.com, May 21, 2025.Return to Office and Job Changes“More Men Are Returning to the Office. Here's Why That Matters to Women,” by Kerry Hannon, yahoofinance.com, July 20, 2025.“Author: Getting Employees Back to the Office Is at an “Inflection Point,'” by Kerry Hannon, yahoofinance.com, Aug. 24, 2025.“Changing Jobs Can Shake-Up Saving for Retirement. Here's How to Avoid That,” Video interview with Kerry Hannon, kerryhannon.com, May 3, 2025.OtherReality Bites (1994 movie)My Social Security account“Beyond the Status Quo: A Critical Assessment of Lifecycle Investment Advice,” by Scott Cederburg, Aizhan Anarkulova, and Michael S. O'Doherty, papers.ssrn.com, July 10, 2025 (revised).“How Americans View Their Jobs,” by Juliana Menasce Horowitz and Kim Parker, pewresearch.org, March 30, 2023.“Kerry Hannon: Remote Work Trend Benefits Older Workers,” The Long View podcast, Morningstar.com, Oct. 21, 2020.

Another day, another masterclass in awkward honesty courtesy of The Rizzuto Show. This week, the crew dives into the eternal mystery: how the hell do you actually know if someone's into you? Spoiler: apparently it involves secret triangles with your eyes, unnecessary elbow touching, and maybe staring at lips like a weirdo?! But the real highlight? Lern hits us with a story about her mom letting one rip right in front of her at a girl's weekend — and not the “oops, blame the chair squeak” kind. Nope, the kind that makes you reconsider ever making eye contact with your parent again. Listen now and prepare to be blown away… hopefully not the same way Lern was. Show Notes: Who won the Pick'em Challenge this week between the Rizz Show and the 101ESPN's Fast Lane? Moon's weekend review of Las Vegas. Lern's weekend review of Salem Mass. King Scott's weekend review being knighted by the Hives at White Castle. VRBO guest ‘permanently injured' by cockroach feces in coffee, lawsuit claims Six Flags St. Louis has 'no plans to close,' company says “That's so outta pocket”: Florida A&M band announcer Joe Bullard sparks outrage over calling Alabama State's Honey Beez “the new Face of Ozempic” Mother-of-two left with a broken neck after huge YAWN: 'I had a 50/50 chance of survival' Texas high school teacher shamelessly tells students she fed ‘ailing' kitten to class snake ‘Bio-baiting' is the latest toxic dating trend fooling singles: ‘Erodes trust' We Asked Boomers, Gen Xers, Millennials And Zoomers How To Flirt. Their Answers Were Surprising. Follow The Rizzuto Show @rizzshow on all your favorite social media, including YouTube, Facebook, Twitter, Instagram, TikTok, and more. Connect with The Rizzuto Show online at 1057thepoint.com/rizzSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What GenXers stuck in corporate can learn from a 22-year-old former D1 athlete who walked away from the easy path, found his purpose, and chose to serve others—even when it was uncomfortable.I like to connect the dots and showcase what's possible if we break out of our comfort zones

We're launching a new recurring segment with Lee Ann Pepper focused on real-world revenue ideas for corporate escapees.If you've ever asked yourself, “How would I actually make money if I left corporate?” this episode is for you.Lee Ann and I break down practical, low-risk ways GenXers can start monetizing today—without swinging for six-figure fences or waiting years to replace a corporate paycheck.In this episode, you'll learn:How User-Generated Content (UGC) works and why it's perfect for GenXers who don't want to be influencers.The new inventory-free e-commerce model that lets you launch products without warehouses or Amazon risk.Why the Connector Model (introductions + network leverage) is a hidden path to retainer + commission income.How to get paid for hiring advisory—helping SMBs make better hires using your experience.Why small, repeatable service retainers often add up faster than chasing one big consulting deal.The mindset shift from swinging for home runs to stacking singles for steady cash flow.Enjoy and let us know what you think!

We've officially hit Peak 65, the historic moment when more Americans than ever are turning 65. But retirement in 2025 looks nothing like it used to. In this eye-opening episode of Your Money Map, Jean Chatzky sits down with generational researcher Jason Dorsey to explore how Baby Boomers, Gen Xers, and even Millennials are rethinking retirement — financially, emotionally, and socially.

While Brian frolics somewhere in the Pacific Northwest, Jason brings in cyber-sleuth Dave Bittner for a jam-packed episode covering everything from Gen X's slow descent into obscurity to furries, feds, and face-scanning your way into porn. The guys start with a salute to the late, great Tom Lehrer—a math nerd with a piano and zero tolerance for BS—before diving into the avalanche of cyber screwups plaguing today's digital circus.The biggest spill? The so-called “safe” dating app Tea just doxxed its entire user base—because who needs privacy when you've got bad Firebase settings from 2017? Meanwhile, teens are befriending chatbots, Microsoft is issuing pink slips via PowerPoint, and Meta might be training its AI on stolen porn. Add in farmers installing turnstiles in the Dolomites to keep influencers off their grass, age verification laws that Norman Reedus can bypass with a JPEG, and Tesla diners turning into 24/7 neighbor hellscapes, and yeah—it's just another week on the internet.If you're a Gen Xer feeling invisible, underpaid, and over it, congrats—you're not alone. This episode is a full buffet of schadenfreude, digital paranoia, and good old-fashioned grump. Pour a cup of whatever's not boiling, and tune in for the roast. Tom Lehrer would've approved.Sponsors:DeleteMe - Head over to JoinDeleteMe.com/GOG and use the code "GOG" for 20% off.Private Internet Access - Go to GOG.Show/vpn and sign up today. For a limited time only, you can get OUR favorite VPN for as little as $2.03 a month.SetApp - With a single monthly subscription you get 240+ apps for your Mac. Go to SetApp and get started today!!!1Password - Get a great deal on the only password manager recommended by Grumpy Old Geeks! gog.show/1passwordShow notes at https://gog.show/708FOLLOW UPWhy Gen X is the real loser generationTeens say they are turning to AI for friendshipIN THE NEWSHackers steal images from women's dating safety app that vets menHackers leak 13,000 user photos and IDs from the Tea app, designed as a women's safe spaceTea dating app disables direct messaging as it investigates data breachThe Tea App Data Breach: What Was Exposed and What We Know About the Class Action LawsuitTea App's Second Breach: 1.1 Million Private Messages Exposed in ...The Tea App Breach: A Catastrophic Privacy Failure in the Quest for ...Tea App Leak: What's Going on With the 4chan Tea App Data ...Tea app hacked: 13,000 photos leaked after 4chan call to actionThe Tea app hack explained – how a data breach spilled thousands of photos from the top free US app, and what to doWomen are reporting bad men on this app. Here's the legal tea on the app called TeaMajor Security Breach at Tea App Exposes Sensitive User DataThe dating app that doxxed 72,000 women... - YouTubeTea app fallout worsens as leaked selfies used in rating site, online ...Two data breaches in one week on social media site TeaDating safety app Tea suspends messaging after hack - BBCFirst Came Tea. Then Came the Male Rage.The Tea App Data Breach: What Was Exposed and What We Know ...How Tea's data breach became a brand momentTea app takes messaging system offline after security breachTea app hacked as women's photos, IDs & even DMs leaked onlineMicrosoft Releases List of Jobs Most and Least Likely to Be Replaced by AICopyright Lawsuit Accuses Meta of Pirating Adult Films for AI TrainingFed-up Italian farmers set up mountain turnstiles to charge access to Instagram hot spotsGrumpy Old Geeks recommend Private Internet AccessThe Age-Gated Internet Is HereSocial media age verification laws in the United States - WikipediaAll the loopholes people are using to get past the Online Safety ActAge Verification Laws Send VPN Use Soaring—and Threaten the Open InternetThe UK's new age-gating rules are easy to bypass - The VergeHow Minors Bypass Age Verification: 6 Common Methods to Watch ...Age Verification in the United States: Insights from the Open ...Age-Verification Evasion in 2025: How Minors Outsmart ... - Shufti ProExploring Privacy-Preserving Age Verification: A Close Look at Zero-Knowledge ProofsWhat to know about online age verification laws | AP NewsUS State age verification laws for adult content – AVPAAge verification tools on adult websites bypassed in secondsAge Verification - The Heritage FoundationAge Verification Bill Tracker - Free Speech CoalitionOnline Pornography Age Verification Laws by US State - KindbridgeOnline Age Verification Laws Could Do More Harm Than GoodUK probes 34 porn sites under new age-check rulesHow to Bypass US Porn Ban and Age Verification Laws - CybernewsWhy I Emphatically Oppose Online Age Verification MandatesReady or not, age verification is rolling out across the internetTesla partly liable in Florida Autopilot trial, jury awards $200M punitive damagesChatGPT users shocked to learn their chats were in Google search resultsLiving Next To Tesla Diner Is 'Absolute Hell,' Neighbors SaySongs and Lyrics by Tom LehrerTHE DARK SIDE WITH DAVEDave BittnerThe CyberWireHacking HumansCaveatControl LoopOnly Malware in the BuildingFurries and SecurityTom Lehrer was the face of the real 1950sTom Lehrer Full Copenhagen PerformanceThe delightful story of a prank Tom Leher played on the NSAPeter SchickeleInsta360 X5The History of Hollywood's Large Format Film Cameras!See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.