Future of Work Trends:  Innovation In Sustainability

Future of Work Trends: Innovation In Sustainability

Fifteen years ago, my friend, Steve asked if I’d give up my coveted parking space in a building across the ferry building in San Francisco.  He worked for a car sharing company and they were expanding rapidly and they wanted my space.  What was the incentive?  Doing my part to reduce my carbon footprint.  With the unusual reduction in car travel during the pandemic, it’s shed more light on how we can reduce emissions. Climate change problems won’t be solved overnight but it does provide a window into career opportunities for people who enjoy solving complex problems. We took a look at sustainability and different career opportunities.

Environmental & Green Industry:

Since the U.S. rejoined the World Health Organization and the Paris Accords, there’s a renewed focus on environmental issues.  It’s a great start but it isn’t enough.  In fact, a recent study revealed that the world must nearly double its greenhouse gas-cutting goals to avoid the most catastrophic effects of climate change. As a result, more people will be needed in urban planning to design carless sustainable cities. Check out this innovative idea from France where urban designers planted trees over a footbridge in Paris.

Companies know they need to be proactive and make substantial changes to be more sustainable because ultimately, it will help their bottom line.  According to the New York Times, “In all, the world’s largest companies estimated that at least $250 billion of assets may need to be written off or retired early as the planet heats up. Those assets include buildings in high-risk flood zones, or power plants that may have to shut down in response to tighter pollution rules.” As regulations regarding energy standards are implemented, organizations will need to prepare for a potential rise in operational and investment costs. But the companies that are able to innovate by putting climate change at the center of their strategic planning and successfully build a low-carbon, high-resilience supply chain can look forward to reduced costs and increased efficiencies.  Because of this reality, being forward thinking is at the top of the list for many CEOs.   

Green Jobs in Demand:

Environmental Science and Protection Technician - Need Associate's Degree

Job responsibilities for this career include monitoring organizations to ensure they are in compliance with safety regulations, gathering and analyzing water, soil, or air samples, and creating reports based on sample analysis to help improve organizations' environmental compliance. Environmental science and protection technicians are often employed by management, scientific, and technical consulting firms or government agencies and may often travel or work outside. This career usually requires an associate's degree in environmental science or a related field.

Sustainability Specialist - Need Bachelor's Degree

A sustainability specialist assists organizations and they create and streamline green work processes. You will do so by examining an organization's natural resource and energy usage, presenting organizations with recommendations on cost-effective ways to improve their environmental footprint, and designing and implementing public relations material to educate the public on sustainability issues. Sustainability specialists will need a bachelor's degree.

Social Marketer - Need Bachelor’s Degree

Branding social enterprises or social marketing campaigns in order to change public behavior and to be more transparent are also in high demand. If storytelling and account management interest you, look at design firms and agencies working on these kinds of projects such as IDEO and Fenton to spark inspiration.  

Green Terms:

Sustainable Development Goals (SDG) 

There are 17 SDG goals, created by the United Nations Development Program and adopted in 2015 by 193 countries.  They’re meant to be “a universal call to action to end poverty, protect the planet, and ensure that all people enjoy peace and prosperity.” Focusing on sustainable development will ramp up investment in interconnected areas such as green infrastructure, health, education, conservation of land and water, justice and equity. Many nonprofits and the private sector have been encouraged to align at least one aspect of their organization to one of the 17 SDG initiatives. If you’re passionate about any of these global problems, talk about it in an interview if the company clearly states their SDGs on their site.  That could be a memorable interview.

Environmental Social & Governance (ESG) 

As more companies become transparent (because consumers are demanding it) about their commitment to ESG, the more knowledge will be needed about how to monitor companies. Many investment firms need knowledgeable people who know how to monitor companies and about “impact investing” They’re looking for people to conduct research on ESG compliant companies.  It’s also called “SRI” for socially responsible investing. Blackrock is a global investment firm that has a social impact fund and they’re also a company that values hiring older, experienced professionals.  Researchers, writers and marketers are positions they have posted currently.

Even though I opted to keep my car space in San Francisco all those years ago, I’m more aware about the need to have essentials nearby so I can walk instead. With workplace transformation and a lack of offices needed, I wonder what will happen to all those parking lots downtown?


Reviewed & Recommended:

ESG framework by McKinsey

11 eco-friendly brands that put the planet first - 99designs

Six Companies Stepping Up with Investments in Economic and Social Justice

Climate Action Tracker: Home


Recap: Happy Hour with Adam Day

Recap: Happy Hour with Adam Day

A few weeks ago, we had Adam Day who is a consultant, and leadership coach for The Medici Group on our happy hour podcast.  He’s worked for brands such as Nike and WeWork where he focused on team performance, diversity, equity and inclusion, and how companies can elevate their workplace experiences through the integration of HR, design and technology.  We discussed the future of work and diversity, equity and inclusion initiatives and what he’s hearing from leadership at different companies. Here are some high-level workplace trends that Adam envisions in 2021 and beyond.

  • College, Careers & Retirement are Transforming:  The beginning and the end of careers are transforming. We are rethinking college education just as we are rethinking retirement. In both, we’re moving from something standardized and binary, to something that is more fluid, customized and hybrid. There are opportunities to explore more, and contribute more, in these key career moments. 
  • Remote Work:  Talent is dispersing and taking the keys. Remote work improves an organization's access to talent and the ability of workers to live in new places. In many sectors and roles, how work gets done is governed more and more by talent rather than management. This is a huge opportunity for lifestyle changes and access to global opportunities from anywhere. 
  • The Hybrid Office:  The death and rebirth of the office. The office has always been a cost center. You hire people and add desks and offices.  Now we realize that the purpose of the office isn’t desks for workers, it is to convene, connect and collaborate--and it is voluntary. Now the office is like any other service offering--it will need to prove its value for your time. 
  • Data & Privacy for Employees:  The promise and perils of workplace analytics. What the organizational data companies have now is incredibly powerful. If it is used too aggressively to monitor and enforce, it can backfire. But it can also empower growth and shine a light on things that were previously unseeable. We’ll need to find ways to share the benefits while preserving adequate privacy. 
  • Diversity Drives Innovation:  Numerous studies have proven this to be true. This is a core mantra of the Medici Group, and we see it play out with clients around the world. The pace of change is accelerating. Almost every company is adapting or transforming its business model. And that process requires the recombination of experiences and ideas--and older employees have a lot to contribute, not just in their domain expertise, but how that informs unrelated challenges. They can solve problems others don’t see. 

Recommendations on what matters in the Diversity, Equity & Inclusion space:

  • The leadership team reflects the diversity of the employee base and consumers the company serves, and they consistently affirm the value of diversity and inclusion in the organization. 
  • Executive compensation is directly tied to diversity targets--recruitment, retention and promotion. 
  • The company regularly assesses and adjusts pay equity across all roles and levels. 
  • The head of DE&I controls aspects of HR budgets, and has resources to drive impact (as opposed to an executive position without any real influence). 
  • Company leaders see DE&I as the way to drive performance as well as innovation. They create space for hard conversations, and bring DE&I values to life day-to-day. 
  • There is a culture of inclusion. People can bring their whole selves to work and have that diversity be respected and valued and seen as a benefit to the company. 

Capabilities needed of future leaders and workers:

  • Trust:  Knowing how to trust, manage and motivate remote teams.The pandemic and remote working has exposed a lot of bad management. Micromanagement or hierarchical mindsets don’t work well with distributed teams in environments of rapid change. Companies need managers and leaders that can navigate this environment and unleash the potential of their workforces. This is about mindset and experience and age can be an advantage. The days when managers had to see the whites of your eyes to make sure you’re working are over.
  • Collaboration:  Working at the intersection: being confident and capable of collaborating across cultures and disciplines. With more years of work experience, there can be a tendency to stay in one track. It will be an advantage to be able to leverage your expertise across other domains in useful and innovative ways. The more specialized subfunctions become, the more there are needs for translation across divisions to facilitate making trade-offs and combining insights. 
  • Be Curious & Challenge Assumptions: Embrace the unexpected--inclusively. 

Too many companies have seen teams perfectly execute the wrong plans. Leaders are desperate for employees with the curiosity and drive to figure out what works, what doesn’t, and make it happen as fast as possible--and do that in a way that is inclusive and collegial. No one has time for great ideas that are offset by disrespect or exclusion.  If you’d like to listen to the entire conversation with Adam, you can watch the replay on our Events page.

Below are recommendations of books, companies and future of work and DE&I experts Adam respects.

Relevant books on future of work, diversity, intergenerational workforce:

Companies focused on improving the future of work (that Adam has hired, admires the founders, and/or have worked for):

‘Future of work’ and DEI practitioners worth tracking:


A New Year & Curated Newsletters

A New Year & Curated Newsletters

It’s been hard to concentrate the last few days and many people I’ve spoken with are feeling the same way. Typically our newsletter goes out on Thursdays but here we are on Friday (again) and that’s OK. Every year, there’s a ritual of setting goals and making a plan but this week doesn’t feel motivating or authentic to tackle a vision board. So instead, I’m focusing on newsletters I’ve found over the last few months that have made me smile, made me a bit smarter and above all have made me explore different topics, ideas, and possibilities.

Newsletter Topic: Purpose 

  • In almost every meeting I’ve had over the last six months, the notion of doing something meaningful or purpose-driven has come up in conversations. John Wood is the author of “Leaving Microsoft to Change the World” which recounts how he used his business acumen during his career in technology to develop one of the fastest growing nonprofits in history. He’s also the Founder of Room to Read, an organization that believes world change starts with educated children. Room to Read has brought education to 16.6 million children in 16 countries. His newsletter provides brief updates on book and travel recommendations, philanthropy and inspiring stories of business leaders who are "powered by purpose". John Wood Newsletter - Business leaders who are powered by purpose.

Newsletter Topic: Business

  • Morning Brew provides a quick recap of business topics and trends. The Hustle curates the latest business news and trends as well. I like it because it gives me some perspective on what other people feel is noteworthy.

  • Lin Jin is a Harvard graduate who wants people to know that if they’ve been laid off, they can easily build and grow their own company without the help of a developer. Recently, she launched a Substack newsletter called Side Hustle Stack. It's a gold mine of resources to find platform-based work, ranging from gig work and side hustles to platforms that help you start a small business that can grow.

  • When I talked about a no code course to my tech savvy friend, he told me about the Makerpad: Build & operate businesses without code newsletter which provides advice and tutorials about new technology (specifically no code products to build a business easily).  Since I am interested in Future of Work topics, I search for information about new tech tools and want to learn about companies that have thrived during the pandemic. Packy McCormack’s Not Boring: The Best Is Yet To Come newsletter makes this topic not boring at all.

“When it is all said and done, I believe that historians will look back at the Coronavirus pandemic as the greatest catalyst for progress and creativity in human history.”
                                - Packy McCormack, Not Boring

  • For all the freelancers, out there, check out The Freelancer newsletter for all your questions and resources answered.

Newsletter Topic: Career

  • Emma Gannon is the Author of “The Multi Hyphen Method: Work Less, Create More. How to Make Your Side Hustle Work for You” and is the #1 podcaster on the topic of careers in the UK called “Ctrl Alt Delete”. Her newsletter is a delightful mix of work, wellness and creativity. Join thousands of curious readers & join The Hyphen newsletter.

Newsletter Topic: Wellness & Development

  • Ness Labs is science-based content to answer the question: “How can we make the most of our lives without sacrificing our mental health?” Ness Labs - Make the most of your mind
  • Shane Parrish is the creator of a podcast called Knowledge Project and it’s excellent. He cuts right to the chase with his questions for his guests and has a variety of topics. His newsletter is called “Brain Food” and it comes out every Sunday.  There’s always something new and thoughtful in it. Brain Food fs newsletter

At first I was hesitant to submit my email address thinking I’d be bombarded with unnecessary emails but after reviewing them, I fell in love. I’m convinced these will help with 2021 audacious goals and that giant vision board... eventually.



2020 Gems & Looking Ahead

2020 Gems & Looking Ahead

2020 has not exactly been a gem of a year but cheers to the light around the corner.  

Sometimes (OK, always) I tend to go down a rabbit hole when I find interesting articles and resources so I wanted to share a few things I learned along the way.

1. Tiny Habits Coach to Achieve Goals:

Big goals can be overwhelming so breaking them down to smaller habits is more effective according to BJ Fogg, a behavior scientist at Stanford. BJ wrote “Tiny Habits” in 2019 and there’s a formula to follow to get to your end goal. We spoke on the phone in July and he gave me insights on how to create more habits that turn into consistent positive behaviors. We wrote about his research on behavior design and his steps here.

Right now he’s offering a free coaching series for 5 days. He has certified coaches that you can choose based on your needs and can participate in a 5 day “Tiny Habits Challenge” one on one.  Sign up for it here.  If you want to learn more about BJ Fogg, he’s been interviewed on several podcasts and videos.  

2. Building a Business or Startup:

I was lucky to be accepted into a startup course called Founder Institute in the Fall.  Although I left the program after three months, I learned so much from my cohort and the content provided. One article (Forbes 2013) is a comprehensive guide that discusses the steps to take when considering startup ideas. I’ve sent this to friends who are startup curious and they’ve found it valuable.

  • What Are The Best Ways to Think of Ideas For a Startup?  Forbes
  • Naval Ravikant is the CEO and co-founder of AngelList. He’s invested in more than 100 companies, including Uber, Twitter, and Yammer.  I learned about him through a podcast by Shane Parrish of The Knowledge Project. If you enjoy listening to deep thinkers, his interview is excellent and was one of their most popular episodes.  Naval Ravikant: The Angel Philosopher [The Knowledge Project Ep. #18].  There’s a book about Naval’s life philosophies and his compilation of wisdom about wealth, taking risks and leadership among other things.  His book can be downloaded for free here
  • If you’re searching for topics on self-development and business-related topics such as strategy, and creativity, this is an excellent resource I found on Twitter.  It was compiled by Steve Schlafman of High Output, a leadership development firm. The curated list:  Bookshelf Recommendations
  • If you’re wondering if you should start a business, this article explains why midlife is a perfect time. Sheila Callaham is a Forbes Contributor and was one of our webinar guests and wrote about the ideal age to found a company. Why 50 is the Best Time to Found a Company - Forbes

3. Future of Work & Longevity:

Since work is no longer a guarantee of material security, how can we empower ourselves and keep earning money?  Living longer and healthier lives is a good thing but with a retirement crisis, how can we remain financially secure in midlife?

  • We wrote about areas of growth in the future of work and focused on the non-technical opportunities here.  We also wrote about the Passion Economy and how this is a trend for people to earn money.  One reason is because access to no-code technology tools makes it so much easier to get started.
  • Gartner outlined the digital skills that will be needed in the future - beyond IT positions.  Lack of Skills Threatens Digital Transformation.
  • If you want to geek out about longevity and the impact the changing work demographics will have globally (and possible career ideas), check out the 2020 Stanford Longevity Century Summit.  It’s a free recording of the event and includes experts from all over the world.

“A report by the World Economic Forum indicates that by 2022 the job skills most required by employers will include not only proficiency with new technologies, but also creativity, emotional intelligence and critical thinking skills. The report also found that over half of all existing workers will require significant reskilling and upskilling to meet the demands of the changing labour market.”

We’re staying open to new possibilities and ideas in 2021 and want to hear from you about topics you’re interested in learning more about. Also, if you’ve found resources that you consider gems in a bummer of a year, we’d love to hear about them. Whether it’s for personal or professional development, please reach out at hello@illumehire.com

Happy New Year!


Dialing Up Courage

Dialing Up Courage

In 2020, it’s no wonder “doom scrolling” has kicked up a few notches. The pandemic, layoffs, riots and forest fires this past year have caused many people (including myself) to occasionally slip into fear. Controlling our fearful mindset is possible according to several social scientists. Fear can help us to survive of course, but the challenge is discerning which fears are serving us and which ones are holding us back. How do we recognize helpful survival mode fear and useless ego based fear?  How can we build more courage moving into 2021 in order to accomplish brave new goals?

Courage is action in the presence of fear and doubt, not their absence.  Here are a few ways to build up our courage muscles to help push through and take action. According to Maggie Warrell, Author and Phd in psychology, here are steps that can help build courage:

  1. Gain Clarity:  Write down exactly what you want and envision it. Make it a specific goal you would like to achieve in the next 6-12 months. The more detail describing the goal, the better. 
  2. Daily Bravery Practice & Small Steps: Daily mental and physical habits are important in ordinary times but in tough times when so much can throw us off, it’s even more critical. Start by writing down what might happen if you DO take action toward that giant goal. Break down your vision into smaller more manageable steps in order to tackle it.  Afterall, difficult tasks take time. 
  3. Envision a Future Self: Take a moment to envision your future self about how you need to be brave right now. Imagine it’s two years from now. Picture yourself in your favorite place looking back on this moment right now. What advice would your older, wiser, future self give to you in your current situation? 
  4. Identify and Own Fear: Ask what will happen if I face the fear.  Maggie wrote, “notice the uncomfortable emotions you’ve been feeling and give each a label. Anxiety. Hopelessness. Overwhelm. Sadness. Resentment. Apprehension. Stress. Fear. . . As a UCLA study found, the very act of naming your emotions helps to tame them. So label what you’re feeling and notice where it’s sitting in your body.” 
  5. Surround Yourself with Giants: If you want to live a bigger life, you need to surround yourself with people who ‘think big’ and will encourage you to do the same. Accordingly, you’ll want to avoid any people in your life who may discourage your actions and step on your dreams. While they are really just afraid that you will leave them behind, as you start out, you should steer clear of people who will fuel anxiety and feed self-doubt. Never let anyone diminish you or your dreams.

When we choose to see the possibilities instead of dwelling on fear, embracing change is so much easier. Melanie Greenberg, Ph.D., is a psychologist, and author of The Stress- Proof Brain wrote, “Research (Kobasa 1979) suggests that resilient people have three important characteristics—commitment, challenge, and control. Commitment involves having a passion for what you do that allows you to stick with it when things get rough. Challenge involves viewing your stressor as a challenge, rather than a threat (which helps your amygdala calm down and generates positive emotions, such as hope and excitement). Control involves investing your time and energy in changing the things you can control, rather than trying to change the unchangeable.”

Achieving anything worthwhile takes small brave steps and we all know being uncomfortable isn’t fun. But as we start taking action, we discover that we’re capable of more than we thought. It all begins with a single act of courage.

“Without courage we cannot practice any other virtue with consistency. We can’t be kind, true, merciful, generous, or honest.” 

- Maya Angelo


We started illume hire in April 2020 with positive thoughts and big plans for action. We’re planning to keep that going in 2021 as we encounter interesting opportunities to use our bravery muscles.  

Happy Holidays!  We’ll be out next week but we’ll be back on December 31st.  

- Nick & Emily

Reviewed & Recommended:

Forbes: How to Find Your Courage in Challenging Times

Damon Davis TED talk: Courage is contagious

Collection of podcasts by Maggie Warrell

Netflix Series: Brené Brown: the Call to Courage | Official Trailer [HD] | Netflix



Recap: Happy Hour with Sheila Callaham

Recap: Happy Hour with Sheila Callaham

Happy Hour Series with Sheila Callaham

Recap: 3 Communication Tips During a Crisis

Last Thursday, we had the privilege of having Sheila Callaham as our guest on illume hire’s Happy Hour series. Sheila is the Executive Director and Board Chair of Age Equity Alliance.  AEA is an organization partnering with companies, communities, and government agencies to build age equity in the workplace. Sheila is also a contributor to Forbes, writing exclusively for the Diversity and Inclusion channel. She also served on The Conference Board’s Council of U.S. Diversity & Inclusion Executives, and the board of the North Carolina Hispanic Chamber of Commerce. I’ve paraphrased the event below.

The theme discussed was 3 Communicating Tips During A Crisis:

  • What it Takes to Communicate Effectively
  • How to Approach Difficult Conversations


Why should a focus on communications be important when there are so many other things we need to be thinking about? And what about this topic is especially important for midlife career professionals?

  • If you have good and consistent communication practices, it’s going to help when issues arise - no matter what age you happen to be.
  • When you’re under stress, your body tends to react in a “fight or flight” response so when you name it and recognize it, that can help in communication efforts.
  • Knowing ahead of time how your body responds to highly stressful situations will help to mitigate an inappropriate vocal response.
  • Know your end goal with the other person and practice it.
  • Trying to recover from a bad communication experience is much harder than planning for it ahead of time.
  • What can we do when we’re in that situation?  Take a deep breath and ask permission to come back to the conversation later.  If you’re so stressed and can feel your heart pumping and body responding, then you know it’s time to step away from the conversation.

What are the three most important factors in successful communications?

  • Timing of the conversation is huge so consider where that person’s mental space might be at that moment. Is it better to approach a discussion later in the day or early in the morning?
  • Ask powerful questions because when you do so, it gives the other person a voice. And this makes the other person feel respected and it can build trust.
  • Focus on the goal of connection and ask powerful meaningful questions
  • Understand where their resistance is coming from in order to learn more about the other person’s viewpoint.
  • Sometimes people resist because they don’t understand the purpose or where you’re coming from in a situation.
  • If there’s informational disconnect, take a harder look at that to help resolve it and gain more understanding.
  • Ask questions like “What part of this do you know feel comfortable with?” and “What would make you feel better about this?”
  • Another reason why people resist is “emotional resistance” and this can happen in change management.  When change happens, it can be stressful and the whole idea is to articulate why it’s going to be better on the other side.
  • Realize there’s something called “judgemental resistance” which is caused by a lack of trust and ask yourself why this may be the case. If you think about the political environment now, people will not listen to the other side. When things like that happen, it’s great to ask more questions like “What would it take to get you on board?”  That is a good time to bring in stakeholders to help communicate.
  • Sheila talked about tone of voice and how people adopt their communication style based on where they work. Her example was working for the military and when she moved into the private sector, she was told she didn’t need to communicate in a way that was similar to what she had been doing at her military job.

How can we get better at approaching “difficult conversations”?

Sheila worked for 15 years in pharma at GSK. She went through a training course on “constructive contention”.  When it’s uncomfortable, people want to avoid it. Many people have not experienced a constructive contentious conversation when there’s an agreeable outcome. The key is to NOT run away. Stick with it and ask questions and be calm.

In business, there is often someone responsible for “crisis communications.” How can we leverage what they do for personal crisis conversations as a professional?

  • In corporations, it’s all about reputation management.
  • For crisis communication to be successful, you need to to focus on four things: 1) Quick response 2) Being authentic in your response 3) Take responsibility 4) Be part of the solution
  • Don’t let things fester. Talk about it.
  • Sheila cited corporate communication examples.  British Petroleum oil was one example of a slow response and not being accountable as a bad example of crisis communication.  The CEO was defensive about the explosion. They did not have an emergency plan and they even admitted they didn’t have a plan. People were angry about their response and 12 people had died. They did not respond quickly at all. They had completely missed out on communicating properly.
  • Sheila cited Tylenol as an example of positive crisis communication.  Someone had tampered with Tylenol and inserted cyanide and as a result, seven people had died. They recalled $100M worth of product, they got the FBI involved to find the culprit and acted quickly and authentically. They lost loads of market share but they were honest with the public and took responsibility.   

Communication is more than just the words we use. What other things do we need to be thinking about how to ensure successful communications?

  • Tone of voice is important
  • Body language is important so if you need to have a hard conversation then it’s important to ask for a video call so that you can see how they respond.

We discussed how we should communicate during challenging times. What are some things we should NOT do that we need to think about?

  • Don’t respond when emotional
  • Ask for time to reflect and to come back to the situation to discuss logically
  • Create space to think about the conversation and where you want it to go
  • Remain calm
  • Be positive
  • Your goal is to help so articulate your goal and desire for a positive outcome

 It’s hard to judge how a conversation went. How can we really know if it was successful or not?

  • Repeat what was said to gain clarity
  • Be committed to the outcome.
  • Trust in yourself that when you communicate, it’s successful
  • Ask them, “How do you think our meeting went?”
  • If it’s a contentious meeting in a team setting, go back to them and say, “What could I have done differently?”  There is trust that is built when managers admit their mistakes and go back and ask for feedback on how they could improve the situation.
  • In a conversation, you always want to be a good listener.  Listen fully and try to make the conversation 50/50.


Other tips:

When/if people talk over you, how should you handle it?

  • Say, “I have something I’d like to contribute” or “Will there be a point I can talk?”  
  • After the person has finished interrupting, you could say, “As I was saying... “

How can we communicate better in a Slack world?

  • If someone is combative, maybe don’t respond at all
  • Remember that you don’t have to have the last word
  • Be curious about others and where they are coming from
  • Make a phone call to reach out to them instead of Slack or Zoom to gain more clarity
  • Know that if you feel resistant to someone else’s idea, there’s a learning opportunity there and an opportunity to grow.


Where to Find Sheila Callaham’s work:

 Age Equity Alliance


Sheila's Twitter

Forbes – Diversity Equity & Inclusion + Aging Workforce articles by Sheila Callaham

Sheila’s Communication Tips: 9 Communications Tips by Sheila