Baby Boomers Keeping Plastic Surgeons Busy

Baby Boomers Keeping Plastic Surgeons Busy

The popularity of plastic surgery is undeniable.  What may be interesting to note is how much of an impact the Baby Boomer generation has on the number of plastic surgery procedures performed.  Baby Boomers are those born between 1946 and 1964.   Karen Zupko and Sheila Hall from the Aesthetic Society News magazine recently reported some interesting Baby Boomer, cosmetic and plastic surgery statistics:

  • 7,000 Baby Boomers turn 65 per day in 2011 – This will jump to 10,000 per day over the next 18 years according to Pew Research.
  • People age 51-64 account for 28% of total plastic surgery procedures
  • People over 65 account for 7.3% of total plastic surgery procedures
  • Baby Boomers make up 35% of plastic surgery patients
  • The rate of men age 50-64 who color their hair grew from 3-10% from 1999 to 2000
  • 2,437,165 Botox procedures were performed in 2010 (all age groups) – Non-invasive procedures are growing with men accounting for 15% of injectable market and 26% of skin rejuvenation market.

How can plastic surgeons capitalizing on this demographic?    The authors suggest a few ideas to appeal to this group:

  • Have marketing material in larger font for ease of reading
  • Offer a pampering environment
  • Don’t waste patients’ time by making them wait
  • Focus on men too as they are becoming more interested in plastic surgery
  • Don’t focus on age in marketing because according to Pew Research, this group feels 9 years younger than their true age
  • Make things convenient for them

For those targeting Baby Boomers in their marketing plan, they may want to consider television advertising as Boomers watch more television than any other generation.

For more information about plastic surgery and specific procedures, click here.

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Coexisting with Four Generations in the Modern Workplace

The modern workplace has seen growth in the 16 to 24-year olds and over 55 year olds.  With people living and working longer, this growth has led to four generations of workers trying to coexist. This may present challenges to management.  According to The East Valley Tribune, “It’s not merely age that differentiates these workers, said AARP officials, but rather how they approach accomplishing different assignments and tasks, as well as how much “work” defines their everyday lives.” 

These 4 generations include:

World War II Generation (aka depression babies) – Those born prior to 1945

Baby Boomers – Those born 1946 to 1964

Generation X – Those born 1965 to 1982

Generation Y (aka the Millennials) – Those born after 1982

According to the Tribune each of these groups has unique needs:

“World War II Generation – appreciate a logical approach to work, with clear job expectations that are fair and consistent. This group prefers face-to-face communication rather than phone or email. . .are reluctant to buck the system, uncomfortable with conflict and reticent when they disagree with their boss or fellow co-workers.

Baby Boomers – represent the largest segment of the American work force. There are roughly 77 million Boomers who are service-oriented, appreciate a team perspective, and are motivated workers . . . appreciate personal communication and the telephone, are not necessarily “budget-minded” and are uncomfortable with conflict. In addition, some may put “success ahead of result.” They also insist on phased retirement and health and wellness programs to foster a healthy lifestyle.

Generation X – are independent and creative souls who are adaptable, technology-literate and like to buck the system. They don’t need a boss constantly looking over their shoulder as they enjoy being turned loose to meet deadlines. . .this group enjoys communicating by voicemail and email and is looking for development opportunities and to add certifications to their resumes for upward mobility.

Generation Y – brings to the workplace optimism, a can-do spirit and the ability to multitask, but they are often inexperienced and require supervision and structure. This group, which prefers instant messaging, blogs, text messages and email, has difficulty communicating in the workplace and likes to be spoken with one-on-one.”

For more information understanding personalities in the workplace click here. 
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Baby Boomers Turn 65 This Year: Keeping the Illusion of Youth While Staying Healthy

This year the oldest baby boomers will turn 65.  If you call a baby boomer “elderly”, you might find that is not a term they take lightly.  The days of older generations taking it easy and moving to quiet communities have faded.  This is a very proud group that wants to remain vital and active for as long as possible.

Although boomers may not have noticed it, marketers are using subtle targeting methods to reach this group without insulting them. Some companies are using larger typefaces and avoiding colors that are hard to distinguish between to allow for their packaging to be distinct to older eyes.  If aging boomers haven’t realized their clothing size may remaind the same, while their body size increases, they may not be aware that clothing companies are doing something called vanity sizing.  Although not necessarily unique to only boomers, Mesh.com reported, “Gap, the parent company of Banana Republic, was contacted to ask about the new double-zero size. They said they’re responding to the demands of their customers. They said women want smaller sizes.”

Boomers may dress for success still but father time is creeping up on them.  Companies are doing their best to allow boomers to age gracefully, keeping their dignity intact.  WJS.com reported, “Kimberly-Clark spent two years overhauling its Depend brand, anticipating boomers would demand changes to the image and design of a line long considered too diaper-like and institutional. By 2020, Kimberly-Clark expects 45 million boomers will need incontinence products, up from 38 million currently.”

Those not ready for diapers, are not ready to sit on the porch swing and rock either.  In the past, retired generations paid off their mortgages to live their twilight years free of debt.  Boomers may be downsizing but many plan to move into new homes.  “A big driver of boomers’ increased spending is the fact that over one-third plan to move to a new home within five years of becoming empty nesters.”

Boomers may not be retiring as early either.  The stock market crisis is partly to blame, but there are other reasons.   Another issue facing this generation is that they often have to not only care for their children but their own aging parents.  They have often been called the sandwich generation because of this.  US News Money reported, “Almost a third (31 percent) of relatively wealthy Americans are supporting older and younger immediate family members at the same time, according to a new Merrill Lynch Wealth Management survey of 1,000 people with investable assets of $250,000 or more.” The stress from this has caused many boomers to have difficulty with their jobs and health, leading to a generation that experiences higher rates of depression.

RetirementBoomerStyle listed some recommendations for this generation and how to stay as healthy as possible, “So, while baby boomers are caring for the health of their family, they should keep themselves in mind as well. A diet that is high in fiber is ideal for the baby boomer, and including lean meats in the diet will provide the protein that is needed for energy and muscle toning. Baby boomer women should also considered taking a supplement that includes omega-3 fatty acids; this will improve memory and brain function, and make it easier for the body to fight off free radicals. In addition to taking supplements, women should also be sure to eat some form of fatty fish each week, such as salmon or tuna. Men of this generation should be sure to eat foods that are rich in lycopene, a substance that can reduce the risk of prostate cancer. Lycopene can be found in foods like tomatoes and watermelon, so eating these fruits fresh a few times a week can make a big difference when it comes to preventative health.”

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Millennials Replacing Baby Boomer Workforce: Meeting Their Unique Needs

Big changes are occurring in the current workforce.  The dynamic is shifting as companies are experiencing a shift toward millennials replacing baby boomer generations. According to Harvard Business Review /HBR.org, “The makeup of the global workforce is undergoing a seismic shift: In four years Millennials—the people born between 1977 and 1997—will account for nearly half the employees in the world. In some companies, they already constitute a majority.” 

The book, It’s Not You It’s Your Personality, addresses the unique personalities and needs of the post-boomer worker.  For simplicity sake, these post-boomer generations are given the title NewGens.  It can get confusing when Gen X, Gen Y, Millennials and other titles are used.  The term NewGens encompasses all of these groups. 

Post-boomer generations have received a bad reputation at times due to their need for immediate gratification.  Perhaps they are different but different isn’t necessarily a bad thing. Many have high expectations but are willing to put forth the efforts it takes to achieve their goals. HBR.org reported, “Millennials have high expectations of their employers—but they also set high standards for themselves. They’ve been working on their rĂ©sumĂ©s practically since they were toddlers, because there are so many of them and so few (relatively speaking) spots at top schools and top companies. They’re used to overachieving academically and to making strong personal commitments to community service. Keep them engaged, and they will be happy to overachieve for you.”

image via hbr.org

This new group of employees has considerable knowledge that can be crucial for a company’s success.  Younger generations, unlike the boomer generation, tend to move around in their jobs more often.  They are less likely to remain in a single company throughout their career. 

Are companies doing enough to keep their current employees happy?  Workforce.com stated the following about the millennial generation, “Large companies don’t move fast enough for that generation, which is [switching employers and] looking to expose themselves to new and different things. Bureau of Labor Statistics data show the average American will have 10.8 jobs from age 18 to 42. Many workers have clung to their jobs amid the recession and high unemployment. Still, the overall turnover rate across all industries was 16.3 percent in 2009, according to a survey from Compdata.”

Part of keeping this younger generation interested in staying at their current position is to keep their attention.   Training must be aimed at their specific needs.  This is a technology-based group that likes to learn that way.  They also like to receive their information quickly.  Shorter, 3-5 minute training videos, can be effective.  This is the YouTube generation and employers must realize this and keep up with the trends. 

Aimglobal.org suggests the following guidelines for employers when dealing with millennial workers:

Ø Training. If you want a job well done, employers need to tell Millennials how to do it. However, don’t just give orders. Millennials want to know the reasoning behind them and the training offered to be successful.

Ø Mentoring. Partner your new Millennial with one of your veterans. The veteran can show the newcomer the ropes and conversely the newcomer can offer fresh ideas.

Ø Integration. Involve Millennials in a variety of projects, assignments, and career opportunities. Mixing it up keeps their interest.

Ø Team Collaboration. Millennials are comfortable in team settings. They like to collaborate with others especially on team-based projects and environments.

Ø Support Future Pursuits. During their employment at your company, Millennials will face decisions regarding the next stage of their lives including marriage, buying a house, having children, etc. Developing a guidance program around these changes demonstrates how your company will be there to support them.

For more complete information on post-boomer generations in the workplace and how to deal with their unique personality needs, click here. 

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Gaining the Competitive Edge in this Economy May be Based on How Well You Know Your Personality

In a fun, light-hearted manner, dynamic mother and daughter duo, Dr. Diane Hamilton and Toni Rothpletz, share with readers their insight on the importance of understanding personalities. People and their different personalities are what make the workplace fun. Using tried and true personality tests can put modern workers ahead of the game—and ultimately make them successful in their career endeavors. In their just-released book, It’s Not You It’s Your Personality: Skills to Survive and Thrive in the Modern Workplace, Hamilton and Rothpletz desire to not only have their book be informative, but have readers laugh along the way.


Now Available on Amazon

Quote startThe latest book by Diane Hamilton and Toni Rothpletz helps you become more aware of yourself and puts YOU in charge of your life. ~Mark R. Grandstaff, PhD Award-Winning Scholar, Clinton Appointee, CEO Renaissance ThinkersQuote end

New York, NY (PRWEB) December 8, 2010

What drives the economy? People. People are behind every transaction. Business leaders will be the first to say that the most costly thing in business is personnel turnover. Unemployment is at 9.7%. This has led to an unstable work environment filled with a diverse group of workers. No matter what age, it is necessary to understand the different personality types that workers possess. For post-Baby Boomer generations, it can be a challenge to educate them about personality assessment, while still maintaining their interest. The recently released book, It’s Not You It’s Your Personality: Skills to Survive and Thrive in the Modern Workplace, may have the solution.

There is an undying stratification in how the “new generation” of workers relate to their older peers. Technology sets them apart. A feeling of entitlement is out there for many workers. Each experience in life creates the personality a worker brings to the table. Dr. Diane Hamilton and co-author daughter, Toni Rothpletz, argue that if Americans want to be successful, it’s time to look inside and find out what inherently makes them tick. The authors explain how to do this in their fun and sometimes irreverent look at the current workplace.

It is essential for people to understand their own personality and to realize the impact their interactions may have on others. This is becoming increasingly more important as business owners and managers look to keep harmony among workers. Morale is important and if there is friction among personalities, managers are forced to make some tough decisions.

“Toni and I believe that it is the worker’s responsibility to know their own personality and how their responses may be judged by others,” says Hamilton, “If anything, this economy has shown us that it is essential that we take ownership of our roles in the workplace. We wrote this book to help the modern worker learn some important personality skills while still having fun in the process.”

Personality tests can be an informative tool. Myers-Briggs, DISC, The Big Five, Birth Order, Color Tests, Emotional Intelligence and other top personality tests are used by employers to assess potential and current employees. Hamilton and Rothpletz argue that it gives workers a leg up to have these powerful self-learning mechanisms. There are so many personality assessments, it can get confusing to know which one to research. It’s Not You, It’s Your Personality explains the top assessments and shows readers that learning about themselves and their coworkers can be a lot of fun.

Mother/daughter team of Hamilton and Rothpletz, set out to edutain (educate and entertain) their post-Baby Boomer working world audience. If someone has ever wondered how their personality compared to famous celebrities like Lady Gaga or Johnny Depp, they may get some answers. However, one of the most valuable things they will learn from this book is why these personality tests are so important to their success and future ability to get ahead in the working world.

About the Authors:
Diane Hamilton currently teaches bachelor-, master-, and doctoral-level courses for six online universities. Along with her teaching experience, she has a Doctorate Degree in Business Management and more than twenty-five years of business and management-related experience. She is a qualified Myers-Briggs instructor as well as a certified Emotional Intelligence trainer.

Toni Rothpletz has a Bachelor Degree in Global Business Marketing and is currently working on receiving her MBA. She currently works as a business developer/sales executive in the computer industry. Her background includes working in several industries including computer software, identity theft, and social networking organizations.

To find out more about their writing or to schedule an interview, visit Dr. Hamilton’s website at https://drdianehamilton.com or her blog at http://drdianehamilton.wordpress.com/.

Review copies are available.

It’s Not You It’s Your Personality–December, 2010 ($19.95/Amazon). ISBN: 9780982742839 Approximately 220 pages

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via prweb.com
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