Join me, Wanda Pearson, as we uncover the secrets to successful multi-generational collaboration in the workplace with our esteemed guest, Marianne Bailey. Marianne, the founder of the Senior Success Advocate and the Hip Senior, shares her expert insights on how businesses can bridge the generational divide to unlock innovation and productivity. This episode promises to enlighten you on the distinct work styles across generations like Gen Z, millennials, and older employees, and how open communication can pave the way for mutual learning and understanding. Listen in to discover how the Senior Success Advocate certification can transform your business into a haven of inclusivity and appreciation for the wealth of knowledge that senior employees bring.
In this episode, we navigate the path to creating senior-friendly workplaces, extending beyond industries traditionally focused on older generations. Marianne and I delve into the value of the Senior Success Advocate badge as a testament to an organization’s commitment to inclusive practices. We tackle the nuances of supporting senior employees, particularly those facing challenges like dementia, and emphasize the importance of maintaining their cognitive health and engagement. This lively discussion highlights the necessity of preserving a company’s legacy through senior contributions while ensuring that every generation has a voice and a role in shaping the future.
Connect with Marianne Bailey
Marianne@TheHIPSenior.com
Stay tuned for the next episode of Ready Set Collaborate with Wanda Pearson. Subscribe - Follow and Like Ready Set Collaborate with Wanda Pearson
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Welcome to Ready Set Collaborate podcast with Rhonda
Pearson, where we will dive deepinto the world of networking,
collaboration and partnership,unlocking the secrets to a
successful team working withininnovation.
Whether you're an entrepreneur,a creative professional or just
someone eager to understand thepower of networking and
(00:23):
collaboration, this podcast isyour go-to resource.
Join us as we explore thestories, strategies and insights
from experts, entrepreneurs andthought leaders who have
experienced the magic ofnetworking and collaboration to
achieve successful results.
Speaker 2 (00:42):
Tune in to Ready.
Speaker 1 (00:44):
Set Collaborate podcast on a journey towards
achieving your goals with hostWanda Pearson.
Speaker 2 (00:53):
Welcome.
Welcome to the Ready SetCollaborate podcast with Wanda
Pearson.
I am so excited to have my girl, marion Bailey, with the Hip
Senior that's going to tell ussome great information about to
get our year started right the2025 for seniors.
We all need help being seniorsand she got all the facts.
She got all the informationthat you can share with us.
(01:13):
So welcome, marianne.
Tell us a little bit aboutyourself and then I'm going to
talk about your bio yeah,absolutely, my name is Marianne
Bailey.
Speaker 3 (01:20):
I live in Ohio and I've been involved with Senior
Citizens since I was like fiveyears old and I have a daughter.
I work 24-7, just about, andI'm really passionate about
being able to help businessesand seniors alike.
Speaker 2 (01:38):
Yeah, and she is my editor y'all of my podcast.
Speaker 1 (01:42):
So that is true.
Speaker 2 (01:42):
Welcome, marianne.
She wears so many hats that sheactually could do anything that
you ask her to do.
The rack up there is full, solet me talk about your bio here.
Mary Ann Bailey is the founderof Senior Success Advocate and
the Hip Senior, dedicated tofostering inclusive
multi-generation workplaces thatempower senior employees and
(02:04):
strengthen workforce harmony.
With a passion for bridginggenerations, marianne helps
businesses embracesenior-friendly initiatives
through training, certificationand strategic resources.
Based in Dayton, ohio, sheworks with companies and
professionals across the UnitedStates and beyond to promote
collaboration, communication andinclusivity.
(02:27):
And I love that, marianne,because I'm all about
collaboration.
So you gave me some great ideasas far as even going forward
with my podcast, so thank you somuch, but I truly appreciate
you, so we're going to talkabout that.
I'm actually part of her group,too, hip Senior, and she always
shouts me out.
So this is what I'm talkingabout collaboration.
How can we work together?
(02:48):
How can we do things together,especially with the seniors?
Seniors be left behind a lot,and it's time for us to move up
and then be in the workforce anddo what we, what we, what our
passions are.
So a lot of us, like I workedfor Aitman for 36 years I knew
it was time for me to go becausethey start bringing younger
people in and I'm just glad thatI had the old pension plan to
(03:08):
be able to leave but also to domy passion of being a social
worker and also getting in thecommunity to let people know
what we do, our services withLegal Shield.
But I wanted to make surepeople are protected and you are
epitome of a senior advocate ofwhat you do and I truly
appreciate that.
Thank you for your serviceService you do so I'm going to
(03:33):
ask you a couple of questionshere.
What specific benefits does asenior success advocate
certification offer tobusinesses that employ senior
workers and supportmulti-generational teams?
Speaker 3 (03:46):
Let me start out with a little bit about what Senior
Success Advocate actually is,with a full description.
It's not just keeping seniorsprotected, right, it's actually
opening the doors ofcommunication between
multi-generations in theworkforce.
So you see Gen Z andmillennials walking around with
(04:07):
their head in their phones andthen the older generation start
in on why does that personalways have their phone in their
hands?
Who are they texting with?
What are they Snapchatting?
Why can't they just sit downand do some work?
And the seniors are at theirdesk doing work, because that's
what they've been trainedthrough all these years to do is
work at a computer.
(04:28):
They feel like they have to begrounded and focused in working
at a computer, where the youngergenerations they can be off in
a park doing the same amount ofwork and getting it done.
They just have differentfocuses and different ways of
doing things.
And so Senior Success Advocateis about making sure and this
has been in my head for 20 yearsand I've been teaching seniors
(04:48):
how to use technology for 20years 25 years now and I kept
seeing these different issues inthe workforce and I was like
someone's going to have to stepup and teach both these
different ways of the senior,seeing why the Gen Z and
millennials are doing it thatway, and the Gen Z and
millennials are doing it thatway and the Gen Z and
millennials understand why theseniors do it that way, and
(05:10):
bridging that gap between themand it really helps businesses.
So I figured, okay, let's bringin, go into the workforce and
get HR and get the ownership andget different diversity groups
within the company to bringthese generations together to
focus on what's important andthat's keeping these lines of
(05:32):
communication open.
Because if outside companies arelooking at a company and
they're saying, oh, everybodythere is 25 years old and
running the ship and they'regoing to run it into the ground
because they don't understandthe past history that we have
with these older people, theydon't understand the values and
the blood, sweat and tears thatthe older generation put in to
(05:56):
make this company what it is,then it's just going to fail.
So we want those companieslooking in and saying, okay,
look, there's still seniors inplace, there's still people in
the workforce there that arementoring and training these
younger generations tounderstand the background of
this company, to understand howthey work and to understand what
(06:18):
the true value of that companyis, with the relationship with
that other company and thenunderstanding vice versa, the
younger people teaching theolder people how to keep up with
the technology, how totranslate into jobs that are
more comfortable.
If you're a warehouse worker,how can we make that worker into
(06:40):
an office staff?
How do we keep them up to datewith software and different
stuff like that?
So it's multi-generational backand forth.
It's not just protecting theseniors, it's protecting the
business and keeping theminclusive, of everything going
together right, of workingtogether and understanding each
other.
Because if it's one pittedagainst the other, that's never
(07:00):
going to work in a company.
It just doesn't happen that way.
And a lot of companies arebringing in these younger people
that just they don't want toshow up for work.
And I'm not against youngerpeople, it's just how they are.
They want to go work in a parkor they want unlimited time off
and whatever.
And the seniors are like no,that doesn't work that way and
it's somewhere coming to acompromise somewhere in the
middle and understanding eachother.
(07:21):
So what the badge does is ithelps retain the experienced
senior workers so that they canbe in that position of
mentorship.
It improves the teamcollaboration.
It reduces turnover costs.
The certification badge alsohighlights the company's
commitment to inclusivity,attracting both job seekers and
customers.
Speaker 2 (07:43):
That's very interesting.
It's so true.
I appreciate that.
I mean you're sharing it.
It does make sense.
I know when I was working incorporate.
Yeah, the young ones may knowthat new things is going on, but
the hard work we didn't want towork hard, which is what I
spent all those years throughwhat I was doing.
We dedicate our lives to doingwell in a business and it was
(08:06):
just sad to we dedicate ourlives to doing well in a
business and it just it was justsad to see how we've been
pushed out for that to take Partof.
Speaker 3 (08:11):
That is it's the new stuff is great.
Don't get me wrong.
I am all about technology andworking smarter, not harder.
I'm all about that.
Okay, one of the things thatI've been hearing is that
millennials and Gen Z's don'twant to hear hey, in my day, I
worked 40 years to get to whereyou're at now and you don't
deserve it because I had all theblood, sweat and tears.
(08:33):
Hey, if they can work smarterand not have to suffer as much
and be able to support theirfamilies and themselves easier
and all that other stuff.
Let's not hold them back and say, in my day, that's just old
fashioned talking.
Right, it's okay, there's areason.
We all evolve.
We're not out there chiselingaway a wheel for our wagon
(08:54):
anymore.
We have rubber wheels and tiresand different stuff.
Right, things evolve, they getbetter, they get easier.
Let's not hold them back.
Let's say embrace new technologyto make the job easier and that
way they can get more done inthe same amount of time than
making them go the slow way ofdoing it.
But at the same time let'sreverse that and say, okay,
(09:17):
great, you're really great attechnology.
You work with Bob over thereand help him understand and
learn that technology and bethere when he gets stuck and has
questions and isn't sure how tomake this easier even for
himself.
We don't have to hold on tothat old fashioned thinking of
(09:37):
in my day.
So I get 100% what you'resaying the older people
generation they are hard workersand no shame to anybody at any
age during any of thisconversation.
I try to be very impartial bothways for this and the seniors
are Like in my day I workedreally hard blood, sweat and
tears.
I worked 60 hours a week andstuff.
(09:58):
But, like I said, evolutiontakes place.
Let's try to do more and betterin the short amount of time so
we can do more.
Speaker 2 (10:10):
Overall, I, I totally agree, and it's funny because,
as you say, that my and it'sthis thing that comes on Alexa
and it says in my day I woreblood, sweat and tears.
He was trying to work.
It was actually an alarm clockthat was trying to work on my
grandson and I was like, oh myGod, this is really but exactly
what you just said in my day.
But no, I have nothing againstit.
(10:30):
That's what collaboration comesin.
We learn from our youngergeneration as far as what we can
do, and I am all about workingsmarter, not harder.
But thank you, thanks for that.
Thank you for the explanation.
So let me ask you anotherquestion.
So how does a certificationprogram help improve
communication and collaborationbetween different generations in
(10:51):
the workplace?
And I think we already touchedon some of that already.
Speaker 3 (10:54):
Yeah, it teaches practical strategies like active
listening and conflictresolution, instead of being
bitter and resentful towards theway something was said and then
was misunderstood Because oftenthat happens a lot between
different generations.
So it bridges thosegenerational gaps and improves
teamwork.
It creates a more productiveand respectful workplace is
(11:15):
basically what the end resultshould be.
Speaker 2 (11:18):
Absolutely.
Teamwork is hey, that's exactlywhat we and that's what we get
in corporate teamwork Me goingover to Rio to train our team in
Rio and they coming over hereto the US to train us about our
processes.
That's what it's all about,teamwork.
No matter how old you are.
Speaker 3 (11:34):
That's why a lot of companies these days are getting
people together and doing teamexercises.
Whether it's getting a lot ofthat is just getting people in
the same space, whether it'sonline or whether it's in a
bowling alley or in an escaperoom right, it's getting them to
not only just work together butalso get to know each other a
little bit better, and that'sreally what it's about is just
(11:55):
learning about each other's waysand how.
Oh, you know what?
I learned something about Susietonight.
She's got three kids at homeand she's got a senior mom and
she's trying to take care ofherself that sandwich generation
, right?
Some people only see what theysee at work, right, they don't
see the full picture, and sowhen that teamwork comes into it
, they start to get to know eachother a little bit more and can
(12:18):
be a little more empathetictowards the whole picture, not
just the project at hand.
Speaker 2 (12:23):
Absolutely, because the judgmental comes into play
and you don't know what thatperson's going through until you
talk to them.
So no, I totally agree, andthat's really great.
That's why it doesn't matter.
I have grandkids.
My daughters, I learned a lotfrom them.
I'm not saying I knoweverything.
My daughters, I learned a lotfrom them.
I'm not saying I knoweverything.
Look, I learn something newevery day, no matter how old I
am, and it's good to have thatknowledge.
Speaker 3 (12:42):
I mean you've got a granddaughter.
You can learn TikTok from.
Speaker 2 (12:45):
Oh yeah, yeah, I'm learning stuff from her, and
they're so smart.
That's the thing about it.
This new generation is so smart, starting from four years old,
which is one of mygranddaughters, to 19 years old,
which is my oldest grandson,and I learned a lot from them,
you know.
That's why I say communicationis the key.
You have to communicate witheach other to be able to learn
(13:08):
from each other.
So let me ask you this nextquestion here.
So what industries or type ofbusinesses would benefit the
most from earning the SeniorSuccess Advocate certification
the most?
Speaker 3 (13:18):
from Ernie, the senior success advocate,
certification.
When I talk to people, theirfirst thoughts are like oh, this
is senior related, so it's gotto be senior businesses.
And that's exactly the oppositeway of thinking about this,
because I was talking to a humanresource business owner and she
said I don't have any seniorbusiness.
She says none of the companiesI work with are senior related,
(13:39):
and I said no, it doesn't haveany senior business.
She says none of the companiesI work with are senior related
and I said no, it doesn't haveto be senior related.
Think of it this way there's twofolds to this picture.
If you have anybody over theage of 50 working in your
workforce, we want those linesof communication being open.
So that would be things likehealthcare, home care, which are
(14:02):
senior related, but alsomanufacturing, retail and
professional services, hotels,insurance agents, retail stores
you name it right.
And part of that issue is thefact that seniors are having to
work longer than they have everhad to, and because we've got so
much stuff that's so expensiveright now that 65 age mark, 67,
(14:27):
I think it is at now 67 and ahalf before you can get full
retirement different stuff likethat benchmark gets pushed back.
So any company that has anyseniors on their staff at all
can benefit from thecertification and badge.
Right On the other side of that,we want seniors being aware of
(14:49):
this badge on businesses'websites, and so when they look
at a website and they don't seea badge showing the senior
success advocate badge, is thatcompany advocates for seniors.
Are they empathetic towards theway seniors think when I call?
Am I going to get somebody whois compassionate if I get
(15:12):
confused and ask a bunch ofquestions?
Are they selling products thatare inclusive of how seniors
would use them?
Different things like that,right?
So it's twofold.
It's companies that carrysenior products or deal with
seniors in any way.
By the way, hint, that's anycompany out there, right?
(15:33):
And then companies that hireseniors as well.
So it's very twofold on that.
And then companies that hireseniors as well.
Speaker 1 (15:39):
So it's very twofold on that.
Speaker 2 (15:41):
That's very interesting and that's great,
especially with the senior.
And tell me about the badgeagain.
How do you get the badge?
Speaker 3 (15:48):
So when you sign up and for small and medium
businesses under 1,000 employees, it's $1,200 a year.
It's uber cheap.
That's our introductory price,since we just started this
project, right, they sign up andthey take a course, they go
through some videos, they answerquestions showing their
knowledge about it.
(16:08):
That's the initial step.
That certifies them and itgives them this badge to be able
to put on their website, ontheir marketing products, on
their social, showing the worldwe are senior, friendly.
Speaker 2 (16:23):
Okay, that's awesome.
Speaker 3 (16:24):
That's step one, and then step two, three, four, five
down the road is going to bethings like training your aging
employees how to use thetechnology that you need them to
use, and I'm not talking like,oh, we're going to teach them
how to use Word or Facebook orExcel.
We're talking things like Ayour software within your
(16:46):
company, or modern things likeCanva and AI and different stuff
to really help your businessgrow.
So, whatever it is the needs ofyours.
And then it's bringing in otherpeople into the fold.
We're going to have, like freewebinars available by people
that are part of it's not justme, part of Senior Success
Advocate.
We're going to have peoplecoming in and doing different
(17:06):
webinars about health, aboutmoney, about benefits.
We're going to have benefitspecialists on board that are
able to help your HR team knowwhat the best way to go about
figuring out what the benefitsare for the aging people.
Are they going to go withgovernment supply benefits?
Are they going to go work 40hours and get from your company?
What are we going to do?
(17:27):
Because most HR people onlyknow what their company offers,
right, they don't know Medicareand all that other stuff.
So how do we involve all thatinto the picture as well, and
then just doing differenttraining things, different
software, all different kinds ofdifferent things that the
workforce would possibly need.
Speaker 2 (17:43):
That's awesome.
That's awesome.
I love it.
So we're winding down here, butI want you we have two more
questions I want to ask you hereand tell us about your.
So can you explain how thecertification and directory
listing work together toposition a business as senior,
friendly and inclusive and Ithink you talked about that a
little bit already.
Speaker 3 (18:01):
Yeah, but we didn't talk about the hip senior.
So the hip senior is my parentcompany and we have a directory
at the hip seniorcom andbusinesses join the hip senior
and they get their own page.
It's like a little mini website, right?
If you didn't have a website,you could send people to this
page and you can include on thatpage anything about your
business that you want toinclude.
(18:22):
Them Get whatever messages youwant.
You could upload covers like youdo on Facebook.
Those can be big sellingbanners for your page, right.
You can upload videos to helpexplain stuff or sell stuff.
You can even create web pageswithin that listing to help sell
products as well.
And then there's differentproducts so you can upload all
kinds of stuff videos, articles,jobs for seniors that you're.
(18:45):
If you're hiring, you canupload your own jobs in there
and list those.
I'm trying to get morebusinesses out there doing that
because that's so important forseniors to be able to say what
companies are inclusive, whatcompanies can I go apply for
that are going to help supportme.
So that's part of the Zenith'sinfancy.
(19:06):
The directory has been aroundsince 2020.
There's all different kinds ofcategories and stuff, so you can
be part of that $1,200introductory cost includes that
$500 directory listing.
You can share those pages outwith your social media.
But we also have tons ofseniors coming to the directory
looking for different serviceswanting to be part of it.
Good stuff like that.
Speaker 2 (19:27):
That's great and I think I believe I'm part of that
right.
I'm part of the director.
Speaker 3 (19:31):
Yes, I am Go on to thehipseercom and you click up
in the right hand corner in thesearch and you type in Wanda,
you will find Wanda's page.
Speaker 2 (19:39):
Yes, so make sure you do that and make sure you look
at all the other businessesthat's in there.
Speaker 3 (19:44):
We'll link that in the description as well.
Speaker 2 (19:46):
Okay, that sounds good, that sounds good, but
thank you so much.
I appreciate that Because,marianne, she's always helping
me to make my business betterand getting me out there, so I
truly appreciate it.
It's amazing how God just putus together from another group
and how she became my editor andnow I'm part of her group, I
saved her from the devil.
So let me ask you this lastquestion and then you can tell
(20:09):
about your future research.
So what resources, tools orongoing support do businesses
receive after completing theSenior Success Advocate
certification?
Speaker 3 (20:19):
Yeah, we pretty much covered that in those last
couple of questions there.
But just know that if you joinSenior Success Advocate and we
named it that because we wantedbusinesses to understand that
everybody can be an advocate ofseniors it's not just me being
out there promoting this in theworld as an HR rep.
(20:40):
Every time you support a senior, every time your team members
support a senior, no matter whatthe situation is, they become
advocates.
Right?
We're bringing talent into theprogram, such as our dementia
specialists.
Even so, imagine you've got anemployee that's just been
diagnosed with Alzheimer's andyou're like this person's not
(21:02):
going to be around much longer.
They need to be working.
They still need to be bringingin an income, they still need to
be valued, they still needtheir neurons firing and their
brain functioning and engagingin things to keep them active,
to slow down that process.
So our messaging there for thattype of thing is don't let
someone go just because they'vegotten a hard diagnosis of
(21:25):
something.
Encourage them and do that.
Most HR reps are going to belike I have no clue about
dementia, I don't know how tosupport this employee.
Okay, that's HR reps are goingto be like I have no clue about
dementia.
I don't know how to supportthis employee.
Okay, that's when you're goingto bring us in and we have those
extra programs.
Now they are going to cost morebecause we're bringing in
specialists to work with you,right, but how am I going to
(21:45):
help support that employee?
And are we going to keep themin the office, engaged around
people?
What if it becomes a dangerwhere they can't drive to work
every day or they don't have aride?
Okay, are we going totransition them to work at home?
Are they going to be remote?
And then what kind ofsurroundings are we going to put
with that person?
Or what kind of consultationsare we going to have to where we
(22:07):
say, okay, we're going to putthis into their workspace to
keep them safe, whether it's anew layout of their workspace,
is it daily reminders?
How do we engage?
What level of knowledge are wecomfortable?
Letting their coworkers knowabout the situation so they can
help support them as well, andtraining them to help support
(22:28):
this worker as well?
So the certification is justliterally the ground level, part
of being part of a biggerinitiative for seniors and other
generations in the workforce,and then we're going to be
building on that to make surethat we're helping support the
younger generation, the sandwichgeneration, the older
generation, and making sure thateverybody is bringing their
(22:52):
best to the table.
Speaker 2 (22:54):
I love that.
I love it because when I didretire from IBM, I retired young
, but I went to visit my fatherwho was a regional sales manager
of a company.
But he stopped working and thenhe got dementia and I really
wish this program, we knew aboutyour program before.
But when you stop working,that's when your mind slows down
and you don't do anything.
Looking at him like that itreally was very hurtful.
(23:16):
But then I said, okay, I can'tdo this and retire and just sit
in the chair and not do anything.
You know me, marion, I am allout here.
Um, they call me the networkingqueen.
I keep myself busy.
That's what keep your mindgoing, and you got to keep your
mind going as far as just makingsure that you're staying busy
100%.
Yeah.
Speaker 3 (23:36):
If you slow down, it's anything physically,
mentally, emotionally If youslow down, your brain slows down
.
There's connection to that.
Right, you got those neuronsfiring and you want to keep
people engaged.
It's like people are like oh,they're just, they're older and
they don't have as bright ofideas, or they're not, or
they've got opinions of theirown and they're not saying a
(23:58):
hundred percent of what we wantthem to say.
We don't all have to bebusinesses that have minions
that don't have any thoughtprocesses and any of the
opinions of their own.
I recently the reason thisstarted was because two years
ago I got laid off from a jobfrom a company that I was
working for Google five of usand then the rest of the team
(24:18):
eventually got riffed and when Iwent to go get hired again,
everybody was saying you're notgoing to be part of this culture
.
And I'm saying the team you'redeveloping isn't even developed
yet.
It hasn't started.
You don't haven't hiredeverybody.
The team you're developingisn't even developed yet.
It hasn't started.
You haven't hired everybody.
You're creating that culture.
(24:39):
You're not letting it developorganically.
And when that happened, Iinterviewed for jobs within that
company.
They hire for all the techcompanies and I interviewed for
all these different jobs and Igot told the same messaging over
and over.
And I'm like I am 52 years old,I have crazy tech skills, I
have all of this stuff.
How am I not part of thisculture?
Ask my last manager.
I got along with everybody,just fine.
(25:01):
Yeah, they're imposing thesedifferent ideas and thought
processes way too soon on people.
They're creating this narrativethat between 50 and 75, 85,
whatever it is I know somebodywho just quit working at 90 and
she's brilliant and they'recreating this so that these
people are going to have a hardtime finding jobs if this
(25:21):
pattern keeps continuing.
And they can't afford that.
At 55 years old, you cannot getany form of subsidy from the
United States government or alot of other places and be able
to sit at home and do nothing.
It just doesn't work that way,and so they're creating this
crisis of people not being ableto afford to pay their bills.
(25:43):
It has to stop, and if it meansthat I'm advocating for all
that, then bring it on, becauseI'm ready for it.
It has to stop.
Speaker 2 (25:53):
I love it and you said it all, Marianne.
Thank you so much.
So how can people get in touchwith you to connect with you?
Smoke signals.
Speaker 3 (26:05):
They can go to seniorsuccessadvocatecom and all
my information is on thewebsite.
Speaker 2 (26:11):
Yes, and we're going to have that in the home show
notes as well as the website forcontacting Marianne.
But, marianne, thank you somuch for being on this podcast,
ready Set Collaborate podcast.
Make sure you follow, share andlet people know about this,
because this information righthere is so important.
Especially, all of us have ourfamilies, our parents, our
(26:33):
grandparents, and this issomething that we all need to
know, and she gave us a lot oftips and nuggets to really pay
attention to Marianne.
Thank you once again for beingon the Ready Safe Collaborate
podcast with Wanda Pearson.
Speaker 3 (26:45):
Thank you, wanda, and thank you for the opportunity
to get the word out, because itis very important.
Speaker 2 (26:49):
Yes, absolutely, thank you.
Thank you, happy holidays, youtoo.
Speaker 1 (26:57):
Thank you for tuning into this episode of Ready Set
Collaborate.
For more information about thehost head to
WDPearsonAssociatescom.
And that's P-E-A-R-S-O-N.
Want to connect.
And that's P-E-A-R-S-O-N.
Want to connect.
Send an email to Wanda atWDPearsonAssociatescom and, as
(27:20):
always, stay tuned for the nextepisode of Ready Set Collaborate
.
Welcome to Ready Set Collaborate podcast with Rhonda
Pearson, where we will dive deepinto the world of networking,
collaboration and partnership,unlocking the secrets to a
successful team working withininnovation.
Whether you're an entrepreneur,a creative professional or just
someone eager to understand thepower of networking and
(00:23):
collaboration, this podcast isyour go-to resource.
Join us as we explore thestories, strategies and insights
from experts, entrepreneurs andthought leaders who have
experienced the magic ofnetworking and collaboration to
achieve successful results.
Speaker 2 (00:42):
Tune in to Ready.
Speaker 1 (00:44):
Set Collaborate podcast on a journey towards
achieving your goals with hostWanda Pearson.
Speaker 2 (00:53):
Welcome.
Welcome to the Ready SetCollaborate podcast with Wanda
Pearson.
I am so excited to have my girl, marion Bailey, with the Hip
Senior that's going to tell ussome great information about to
get our year started right the2025 for seniors.
We all need help being seniorsand she got all the facts.
She got all the informationthat you can share with us.
(01:13):
So welcome, marianne.
Tell us a little bit aboutyourself and then I'm going to
talk about your bio yeah,absolutely, my name is Marianne
Bailey.
Speaker 3 (01:20):
I live in Ohio and I've been involved with Senior
Citizens since I was like fiveyears old and I have a daughter.
I work 24-7, just about, andI'm really passionate about
being able to help businessesand seniors alike.
Speaker 2 (01:38):
Yeah, and she is my editor y'all of my podcast.
Speaker 1 (01:42):
So that is true.
Speaker 2 (01:42):
Welcome, marianne.
She wears so many hats that sheactually could do anything that
you ask her to do.
The rack up there is full, solet me talk about your bio here.
Mary Ann Bailey is the founderof Senior Success Advocate and
the Hip Senior, dedicated tofostering inclusive
multi-generation workplaces thatempower senior employees and
(02:04):
strengthen workforce harmony.
With a passion for bridginggenerations, marianne helps
businesses embracesenior-friendly initiatives
through training, certificationand strategic resources.
Based in Dayton, ohio, sheworks with companies and
professionals across the UnitedStates and beyond to promote
collaboration, communication andinclusivity.
(02:27):
And I love that, marianne,because I'm all about
collaboration.
So you gave me some great ideasas far as even going forward
with my podcast, so thank you somuch, but I truly appreciate
you, so we're going to talkabout that.
I'm actually part of her group,too, hip Senior, and she always
shouts me out.
So this is what I'm talkingabout collaboration.
How can we work together?
(02:48):
How can we do things together,especially with the seniors?
Seniors be left behind a lot,and it's time for us to move up
and then be in the workforce anddo what we, what we, what our
passions are.
So a lot of us, like I workedfor Aitman for 36 years I knew
it was time for me to go becausethey start bringing younger
people in and I'm just glad thatI had the old pension plan to
(03:08):
be able to leave but also to domy passion of being a social
worker and also getting in thecommunity to let people know
what we do, our services withLegal Shield.
But I wanted to make surepeople are protected and you are
epitome of a senior advocate ofwhat you do and I truly
appreciate that.
Thank you for your serviceService you do so I'm going to
(03:33):
ask you a couple of questionshere.
What specific benefits does asenior success advocate
certification offer tobusinesses that employ senior
workers and supportmulti-generational teams?
Speaker 3 (03:46):
Let me start out with a little bit about what Senior
Success Advocate actually is,with a full description.
It's not just keeping seniorsprotected, right, it's actually
opening the doors ofcommunication between
multi-generations in theworkforce.
So you see Gen Z andmillennials walking around with
(04:07):
their head in their phones andthen the older generation start
in on why does that personalways have their phone in their
hands?
Who are they texting with?
What are they Snapchatting?
Why can't they just sit downand do some work?
And the seniors are at theirdesk doing work, because that's
what they've been trainedthrough all these years to do is
work at a computer.
(04:28):
They feel like they have to begrounded and focused in working
at a computer, where the youngergenerations they can be off in
a park doing the same amount ofwork and getting it done.
They just have differentfocuses and different ways of
doing things.
And so Senior Success Advocateis about making sure and this
has been in my head for 20 yearsand I've been teaching seniors
(04:48):
how to use technology for 20years 25 years now and I kept
seeing these different issues inthe workforce and I was like
someone's going to have to stepup and teach both these
different ways of the senior,seeing why the Gen Z and
millennials are doing it thatway, and the Gen Z and
millennials are doing it thatway and the Gen Z and
millennials understand why theseniors do it that way, and
(05:10):
bridging that gap between themand it really helps businesses.
So I figured, okay, let's bringin, go into the workforce and
get HR and get the ownership andget different diversity groups
within the company to bringthese generations together to
focus on what's important andthat's keeping these lines of
(05:32):
communication open.
Because if outside companies arelooking at a company and
they're saying, oh, everybodythere is 25 years old and
running the ship and they'regoing to run it into the ground
because they don't understandthe past history that we have
with these older people, theydon't understand the values and
the blood, sweat and tears thatthe older generation put in to
(05:56):
make this company what it is,then it's just going to fail.
So we want those companieslooking in and saying, okay,
look, there's still seniors inplace, there's still people in
the workforce there that arementoring and training these
younger generations tounderstand the background of
this company, to understand howthey work and to understand what
(06:18):
the true value of that companyis, with the relationship with
that other company and thenunderstanding vice versa, the
younger people teaching theolder people how to keep up with
the technology, how totranslate into jobs that are
more comfortable.
If you're a warehouse worker,how can we make that worker into
(06:40):
an office staff?
How do we keep them up to datewith software and different
stuff like that?
So it's multi-generational backand forth.
It's not just protecting theseniors, it's protecting the
business and keeping theminclusive, of everything going
together right, of workingtogether and understanding each
other.
Because if it's one pittedagainst the other, that's never
(07:00):
going to work in a company.
It just doesn't happen that way.
And a lot of companies arebringing in these younger people
that just they don't want toshow up for work.
And I'm not against youngerpeople, it's just how they are.
They want to go work in a parkor they want unlimited time off
and whatever.
And the seniors are like no,that doesn't work that way and
it's somewhere coming to acompromise somewhere in the
middle and understanding eachother.
(07:21):
So what the badge does is ithelps retain the experienced
senior workers so that they canbe in that position of
mentorship.
It improves the teamcollaboration.
It reduces turnover costs.
The certification badge alsohighlights the company's
commitment to inclusivity,attracting both job seekers and
customers.
Speaker 2 (07:43):
That's very interesting.
It's so true.
I appreciate that.
I mean you're sharing it.
It does make sense.
I know when I was working incorporate.
Yeah, the young ones may knowthat new things is going on, but
the hard work we didn't want towork hard, which is what I
spent all those years throughwhat I was doing.
We dedicate our lives to doingwell in a business and it was
(08:06):
just sad to we dedicate ourlives to doing well in a
business and it just it was justsad to see how we've been
pushed out for that to take Partof.
Speaker 3 (08:11):
That is it's the new stuff is great.
Don't get me wrong.
I am all about technology andworking smarter, not harder.
I'm all about that.
Okay, one of the things thatI've been hearing is that
millennials and Gen Z's don'twant to hear hey, in my day, I
worked 40 years to get to whereyou're at now and you don't
deserve it because I had all theblood, sweat and tears.
(08:33):
Hey, if they can work smarterand not have to suffer as much
and be able to support theirfamilies and themselves easier
and all that other stuff.
Let's not hold them back and say, in my day, that's just old
fashioned talking.
Right, it's okay, there's areason.
We all evolve.
We're not out there chiselingaway a wheel for our wagon
(08:54):
anymore.
We have rubber wheels and tiresand different stuff.
Right, things evolve, they getbetter, they get easier.
Let's not hold them back.
Let's say embrace new technologyto make the job easier and that
way they can get more done inthe same amount of time than
making them go the slow way ofdoing it.
But at the same time let'sreverse that and say, okay,
(09:17):
great, you're really great attechnology.
You work with Bob over thereand help him understand and
learn that technology and bethere when he gets stuck and has
questions and isn't sure how tomake this easier even for
himself.
We don't have to hold on tothat old fashioned thinking of
(09:37):
in my day.
So I get 100% what you'resaying the older people
generation they are hard workersand no shame to anybody at any
age during any of thisconversation.
I try to be very impartial bothways for this and the seniors
are Like in my day I workedreally hard blood, sweat and
tears.
I worked 60 hours a week andstuff.
(09:58):
But, like I said, evolutiontakes place.
Let's try to do more and betterin the short amount of time so
we can do more.
Speaker 2 (10:10):
Overall, I, I totally agree, and it's funny because,
as you say, that my and it'sthis thing that comes on Alexa
and it says in my day I woreblood, sweat and tears.
He was trying to work.
It was actually an alarm clockthat was trying to work on my
grandson and I was like, oh myGod, this is really but exactly
what you just said in my day.
But no, I have nothing againstit.
(10:30):
That's what collaboration comesin.
We learn from our youngergeneration as far as what we can
do, and I am all about workingsmarter, not harder.
But thank you, thanks for that.
Thank you for the explanation.
So let me ask you anotherquestion.
So how does a certificationprogram help improve
communication and collaborationbetween different generations in
(10:51):
the workplace?
And I think we already touchedon some of that already.
Speaker 3 (10:54):
Yeah, it teaches practical strategies like active
listening and conflictresolution, instead of being
bitter and resentful towards theway something was said and then
was misunderstood Because oftenthat happens a lot between
different generations.
So it bridges thosegenerational gaps and improves
teamwork.
It creates a more productiveand respectful workplace is
(11:15):
basically what the end resultshould be.
Speaker 2 (11:18):
Absolutely.
Teamwork is hey, that's exactlywhat we and that's what we get
in corporate teamwork Me goingover to Rio to train our team in
Rio and they coming over hereto the US to train us about our
processes.
That's what it's all about,teamwork.
No matter how old you are.
Speaker 3 (11:34):
That's why a lot of companies these days are getting
people together and doing teamexercises.
Whether it's getting a lot ofthat is just getting people in
the same space, whether it'sonline or whether it's in a
bowling alley or in an escaperoom right, it's getting them to
not only just work together butalso get to know each other a
little bit better, and that'sreally what it's about is just
(11:55):
learning about each other's waysand how.
Oh, you know what?
I learned something about Susietonight.
She's got three kids at homeand she's got a senior mom and
she's trying to take care ofherself that sandwich generation
, right?
Some people only see what theysee at work, right, they don't
see the full picture, and sowhen that teamwork comes into it
, they start to get to know eachother a little bit more and can
(12:18):
be a little more empathetictowards the whole picture, not
just the project at hand.
Speaker 2 (12:23):
Absolutely, because the judgmental comes into play
and you don't know what thatperson's going through until you
talk to them.
So no, I totally agree, andthat's really great.
That's why it doesn't matter.
I have grandkids.
My daughters, I learned a lotfrom them.
I'm not saying I knoweverything.
My daughters, I learned a lotfrom them.
I'm not saying I knoweverything.
Look, I learn something newevery day, no matter how old I
am, and it's good to have thatknowledge.
Speaker 3 (12:42):
I mean you've got a granddaughter.
You can learn TikTok from.
Speaker 2 (12:45):
Oh yeah, yeah, I'm learning stuff from her, and
they're so smart.
That's the thing about it.
This new generation is so smart, starting from four years old,
which is one of mygranddaughters, to 19 years old,
which is my oldest grandson,and I learned a lot from them,
you know.
That's why I say communicationis the key.
You have to communicate witheach other to be able to learn
(13:08):
from each other.
So let me ask you this nextquestion here.
So what industries or type ofbusinesses would benefit the
most from earning the SeniorSuccess Advocate certification
the most?
Speaker 3 (13:18):
from Ernie, the senior success advocate,
certification.
When I talk to people, theirfirst thoughts are like oh, this
is senior related, so it's gotto be senior businesses.
And that's exactly the oppositeway of thinking about this,
because I was talking to a humanresource business owner and she
said I don't have any seniorbusiness.
She says none of the companiesI work with are senior related,
(13:39):
and I said no, it doesn't haveany senior business.
She says none of the companiesI work with are senior related
and I said no, it doesn't haveto be senior related.
Think of it this way there's twofolds to this picture.
If you have anybody over theage of 50 working in your
workforce, we want those linesof communication being open.
So that would be things likehealthcare, home care, which are
(14:02):
senior related, but alsomanufacturing, retail and
professional services, hotels,insurance agents, retail stores
you name it right.
And part of that issue is thefact that seniors are having to
work longer than they have everhad to, and because we've got so
much stuff that's so expensiveright now that 65 age mark, 67,
(14:27):
I think it is at now 67 and ahalf before you can get full
retirement different stuff likethat benchmark gets pushed back.
So any company that has anyseniors on their staff at all
can benefit from thecertification and badge.
Right On the other side of that,we want seniors being aware of
(14:49):
this badge on businesses'websites, and so when they look
at a website and they don't seea badge showing the senior
success advocate badge, is thatcompany advocates for seniors.
Are they empathetic towards theway seniors think when I call?
Am I going to get somebody whois compassionate if I get
(15:12):
confused and ask a bunch ofquestions?
Are they selling products thatare inclusive of how seniors
would use them?
Different things like that,right?
So it's twofold.
It's companies that carrysenior products or deal with
seniors in any way.
By the way, hint, that's anycompany out there, right?
(15:33):
And then companies that hireseniors as well.
So it's very twofold on that.
And then companies that hireseniors as well.
Speaker 1 (15:39):
So it's very twofold on that.
Speaker 2 (15:41):
That's very interesting and that's great,
especially with the senior.
And tell me about the badgeagain.
How do you get the badge?
Speaker 3 (15:48):
So when you sign up and for small and medium
businesses under 1,000 employees, it's $1,200 a year.
It's uber cheap.
That's our introductory price,since we just started this
project, right, they sign up andthey take a course, they go
through some videos, they answerquestions showing their
knowledge about it.
(16:08):
That's the initial step.
That certifies them and itgives them this badge to be able
to put on their website, ontheir marketing products, on
their social, showing the worldwe are senior, friendly.
Speaker 2 (16:23):
Okay, that's awesome.
Speaker 3 (16:24):
That's step one, and then step two, three, four, five
down the road is going to bethings like training your aging
employees how to use thetechnology that you need them to
use, and I'm not talking like,oh, we're going to teach them
how to use Word or Facebook orExcel.
We're talking things like Ayour software within your
(16:46):
company, or modern things likeCanva and AI and different stuff
to really help your businessgrow.
So, whatever it is the needs ofyours.
And then it's bringing in otherpeople into the fold.
We're going to have, like freewebinars available by people
that are part of it's not justme, part of Senior Success
Advocate.
We're going to have peoplecoming in and doing different
(17:06):
webinars about health, aboutmoney, about benefits.
We're going to have benefitspecialists on board that are
able to help your HR team knowwhat the best way to go about
figuring out what the benefitsare for the aging people.
Are they going to go withgovernment supply benefits?
Are they going to go work 40hours and get from your company?
What are we going to do?
(17:27):
Because most HR people onlyknow what their company offers,
right, they don't know Medicareand all that other stuff.
So how do we involve all thatinto the picture as well, and
then just doing differenttraining things, different
software, all different kinds ofdifferent things that the
workforce would possibly need.
Speaker 2 (17:43):
That's awesome.
That's awesome.
I love it.
So we're winding down here, butI want you we have two more
questions I want to ask you hereand tell us about your.
So can you explain how thecertification and directory
listing work together toposition a business as senior,
friendly and inclusive and Ithink you talked about that a
little bit already.
Speaker 3 (18:01):
Yeah, but we didn't talk about the hip senior.
So the hip senior is my parentcompany and we have a directory
at the hip seniorcom andbusinesses join the hip senior
and they get their own page.
It's like a little mini website, right?
If you didn't have a website,you could send people to this
page and you can include on thatpage anything about your
business that you want toinclude.
(18:22):
Them Get whatever messages youwant.
You could upload covers like youdo on Facebook.
Those can be big sellingbanners for your page, right.
You can upload videos to helpexplain stuff or sell stuff.
You can even create web pageswithin that listing to help sell
products as well.
And then there's differentproducts so you can upload all
kinds of stuff videos, articles,jobs for seniors that you're.
(18:45):
If you're hiring, you canupload your own jobs in there
and list those.
I'm trying to get morebusinesses out there doing that
because that's so important forseniors to be able to say what
companies are inclusive, whatcompanies can I go apply for
that are going to help supportme.
So that's part of the Zenith'sinfancy.
(19:06):
The directory has been aroundsince 2020.
There's all different kinds ofcategories and stuff, so you can
be part of that $1,200introductory cost includes that
$500 directory listing.
You can share those pages outwith your social media.
But we also have tons ofseniors coming to the directory
looking for different serviceswanting to be part of it.
Good stuff like that.
Speaker 2 (19:27):
That's great and I think I believe I'm part of that
right.
I'm part of the director.
Speaker 3 (19:31):
Yes, I am Go on to thehipseercom and you click up
in the right hand corner in thesearch and you type in Wanda,
you will find Wanda's page.
Speaker 2 (19:39):
Yes, so make sure you do that and make sure you look
at all the other businessesthat's in there.
Speaker 3 (19:44):
We'll link that in the description as well.
Speaker 2 (19:46):
Okay, that sounds good, that sounds good, but
thank you so much.
I appreciate that Because,marianne, she's always helping
me to make my business betterand getting me out there, so I
truly appreciate it.
It's amazing how God just putus together from another group
and how she became my editor andnow I'm part of her group, I
saved her from the devil.
So let me ask you this lastquestion and then you can tell
(20:09):
about your future research.
So what resources, tools orongoing support do businesses
receive after completing theSenior Success Advocate
certification?
Speaker 3 (20:19):
Yeah, we pretty much covered that in those last
couple of questions there.
But just know that if you joinSenior Success Advocate and we
named it that because we wantedbusinesses to understand that
everybody can be an advocate ofseniors it's not just me being
out there promoting this in theworld as an HR rep.
(20:40):
Every time you support a senior, every time your team members
support a senior, no matter whatthe situation is, they become
advocates.
Right?
We're bringing talent into theprogram, such as our dementia
specialists.
Even so, imagine you've got anemployee that's just been
diagnosed with Alzheimer's andyou're like this person's not
(21:02):
going to be around much longer.
They need to be working.
They still need to be bringingin an income, they still need to
be valued, they still needtheir neurons firing and their
brain functioning and engagingin things to keep them active,
to slow down that process.
So our messaging there for thattype of thing is don't let
someone go just because they'vegotten a hard diagnosis of
(21:25):
something.
Encourage them and do that.
Most HR reps are going to belike I have no clue about
dementia, I don't know how tosupport this employee.
Okay, that's HR reps are goingto be like I have no clue about
dementia.
I don't know how to supportthis employee.
Okay, that's when you're goingto bring us in and we have those
extra programs.
Now they are going to cost morebecause we're bringing in
specialists to work with you,right, but how am I going to
(21:45):
help support that employee?
And are we going to keep themin the office, engaged around
people?
What if it becomes a dangerwhere they can't drive to work
every day or they don't have aride?
Okay, are we going totransition them to work at home?
Are they going to be remote?
And then what kind ofsurroundings are we going to put
with that person?
Or what kind of consultationsare we going to have to where we
(22:07):
say, okay, we're going to putthis into their workspace to
keep them safe, whether it's anew layout of their workspace,
is it daily reminders?
How do we engage?
What level of knowledge are wecomfortable?
Letting their coworkers knowabout the situation so they can
help support them as well, andtraining them to help support
(22:28):
this worker as well?
So the certification is justliterally the ground level, part
of being part of a biggerinitiative for seniors and other
generations in the workforce,and then we're going to be
building on that to make surethat we're helping support the
younger generation, the sandwichgeneration, the older
generation, and making sure thateverybody is bringing their
(22:52):
best to the table.
Speaker 2 (22:54):
I love that.
I love it because when I didretire from IBM, I retired young
, but I went to visit my fatherwho was a regional sales manager
of a company.
But he stopped working and thenhe got dementia and I really
wish this program, we knew aboutyour program before.
But when you stop working,that's when your mind slows down
and you don't do anything.
Looking at him like that itreally was very hurtful.
(23:16):
But then I said, okay, I can'tdo this and retire and just sit
in the chair and not do anything.
You know me, marion, I am allout here.
Um, they call me the networkingqueen.
I keep myself busy.
That's what keep your mindgoing, and you got to keep your
mind going as far as just makingsure that you're staying busy
100%.
Yeah.
Speaker 3 (23:36):
If you slow down, it's anything physically,
mentally, emotionally If youslow down, your brain slows down
.
There's connection to that.
Right, you got those neuronsfiring and you want to keep
people engaged.
It's like people are like oh,they're just, they're older and
they don't have as bright ofideas, or they're not, or
they've got opinions of theirown and they're not saying a
(23:58):
hundred percent of what we wantthem to say.
We don't all have to bebusinesses that have minions
that don't have any thoughtprocesses and any of the
opinions of their own.
I recently the reason thisstarted was because two years
ago I got laid off from a jobfrom a company that I was
working for Google five of usand then the rest of the team
(24:18):
eventually got riffed and when Iwent to go get hired again,
everybody was saying you're notgoing to be part of this culture
.
And I'm saying the team you'redeveloping isn't even developed
yet.
It hasn't started.
You don't haven't hiredeverybody.
The team you're developingisn't even developed yet.
It hasn't started.
You haven't hired everybody.
You're creating that culture.
(24:39):
You're not letting it developorganically.
And when that happened, Iinterviewed for jobs within that
company.
They hire for all the techcompanies and I interviewed for
all these different jobs and Igot told the same messaging over
and over.
And I'm like I am 52 years old,I have crazy tech skills, I
have all of this stuff.
How am I not part of thisculture?
Ask my last manager.
I got along with everybody,just fine.
(25:01):
Yeah, they're imposing thesedifferent ideas and thought
processes way too soon on people.
They're creating this narrativethat between 50 and 75, 85,
whatever it is I know somebodywho just quit working at 90 and
she's brilliant and they'recreating this so that these
people are going to have a hardtime finding jobs if this
(25:21):
pattern keeps continuing.
And they can't afford that.
At 55 years old, you cannot getany form of subsidy from the
United States government or alot of other places and be able
to sit at home and do nothing.
It just doesn't work that way,and so they're creating this
crisis of people not being ableto afford to pay their bills.
(25:43):
It has to stop, and if it meansthat I'm advocating for all
that, then bring it on, becauseI'm ready for it.
It has to stop.
Speaker 2 (25:53):
I love it and you said it all, Marianne.
Thank you so much.
So how can people get in touchwith you to connect with you?
Smoke signals.
Speaker 3 (26:05):
They can go to seniorsuccessadvocatecom and all
my information is on thewebsite.
Speaker 2 (26:11):
Yes, and we're going to have that in the home show
notes as well as the website forcontacting Marianne.
But, marianne, thank you somuch for being on this podcast,
ready Set Collaborate podcast.
Make sure you follow, share andlet people know about this,
because this information righthere is so important.
Especially, all of us have ourfamilies, our parents, our
(26:33):
grandparents, and this issomething that we all need to
know, and she gave us a lot oftips and nuggets to really pay
attention to Marianne.
Thank you once again for beingon the Ready Safe Collaborate
podcast with Wanda Pearson.
Speaker 3 (26:45):
Thank you, wanda, and thank you for the opportunity
to get the word out, because itis very important.
Speaker 2 (26:49):
Yes, absolutely, thank you.
Thank you, happy holidays, youtoo.
Speaker 1 (26:57):
Thank you for tuning into this episode of Ready Set
Collaborate.
For more information about thehost head to
WDPearsonAssociatescom.
And that's P-E-A-R-S-O-N.
Want to connect.
And that's P-E-A-R-S-O-N.
Want to connect.
Send an email to Wanda atWDPearsonAssociatescom and, as
(27:20):
always, stay tuned for the nextepisode of Ready Set Collaborate
.
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