My Campus Chronicles
Our college blog dedicated to helping students prepare for life outside of college.
Carleen MacKay archive
How does your biography differ from your resume?
Your biography tells people who you are. In other words, it is character and values driven. It informs people about featured highlights from your vast experience without digging up ancient history. It is audience driven and motivates them to want to know more about you from their perspective. Because it is highly focused, it keeps people on track with your offering. It is the perfect communications tool for electronic media and social networks.
A well-crafted biography is far more interesting to read than almost any resume we have ever muddled through. And, unlike the traditional resume that exclusively signals that you are looking for work, the biography has many more applications. Free agents use bios; people who enjoy meaningful professional relationships use bios; biographies are almost always the most significant attachment to sales proposals and, of course, speakers use bios as introductory tools.
Some basic rules for designing your biography include:
- Write with the targeted audience in mind - you are not writing to yourself!
- 3 to 4 well-crafted paragraphs are more than sufficient for most biographies.
- Avoid cookie-cutter words and phrases and try to write using words the reader can see in their mind's eye.
- Be prepared for a great deal of re-writing but don't edit your own work.
- Remember that different audiences (readers or listeners) require different biographies.
Want to know more about biographies? The Internet is your source.
For more insight from Carleen MacKay, visit her website at www.agelessinamerica.com.
Prepare a written strategy - By strategy, I mean a cohesive response to the challenges you face! Your career is your business. Careers like businesses compete or fail based on strategy and execution. (The strategic planning process I recommend is described in my book, Boom or Bust!)
Study the market as it is becoming not as it once was! Here's the trick. You need to know where the jobs/careers are going to be - not where they once were. Fully half of today's jobs bear little resemblance to past jobs and by 2015 it is estimated by the U.S. Department of Labor that 76% of U.S. jobs will demand specifically skilled employees.
Complete a gap analysis clearly identifying what you "DON'T" have in your career portfolio that the marketplace needs. More than half the jobs/careers that are emerging require different or expanded skills, certifications or competencies than those jobs from your past. Confirm what you are missing.
Fill in the gaps by learning new skills BEFORE seeking rejection as an applicant for a prospective job or contractual project or, worse, actually interviewing for an opportunity for which you are not prepared. There are countless ways to prepare to learn new skills in record time - virtually, in person, through extension schools, and in community colleges and in universities' degree programs as well as through their extended studies. If you can't "fill in the blanks" with demonstrable qualifications, you won't beat the competition.
Understand and use multiple marketing tools and methodologies well beyond developing and posting a chronological resume to job boards. In point of fact, the lengthy chronological resume is the best screening out tool invented by human-kind - especially for people whose careers span many years.
Study sales training vs. interviewing training. Sales training includes prospecting methods, sales methods, and follow-up methods that consistently generate fresh opportunities. Henceforth you are in SALES regardless of your career path.
Distinguish facts vs. myths about older workers and leverage your advantages. Learning the facts and leveraging maturity's advantages are the keys to self-confidence and to overcoming the dreaded questions that lurk behind recruiters' welcoming façades.
Position your "sales close" by quantifying the benefits of hiring or engaging you. Now, more than ever, "quantifying" your ability to help an employer or client succeed is critical to receiving an offer.
Pursue multiple avenues; part-time, full-time, flex time and some-of-the-time opportunities. Dispel any nonsense about long-term employment. Private sector employers, and a growing number of public sector employers, will only pay for what they need and what you can accomplish.
Continue to build reputation throughout your work/life cycle. This involves more active participation in professional organizations, constant harvesting of opportunities as part of your plan and keeping an eagle eye on your reputation by honoring your commitments to others.
Seek additional educational opportunities - Opportunities are everywhere. For example, the AARP Foundation established the Women's Scholarship Program in 2007 to help women 40 and older overcome financial and employment barriers by allowing them to participate in education and training opportunities they could not otherwise afford. The Women's Scholarship Program helps women who are raising the children of another family member, those in dead-end jobs and those who have been out of the paid workforce for five or more years.
Align yourself with your work - Whether you need to work, or want to work, and whether your work for a fee (or for free), work can give your life new meaning when you align who you are and why you are here with the work you choose to do. If the changing marketplace does not support your current career, maturity is an excellent time to explore long-held dreams. Do you want to start your own business? More and more women (proportionately more than men) are doing just this. Do the work. A meaningful work life matters.
Pay strict attention to changing marketplace needs - Once you know what is "out there" and when you know what is "in you" - align your interests and new learning opportunities with marketplace needs. How simple is this? Need help? That's why we have coaches.
If you seek traditional employment - Continually reposition yourself as a passive candidate on LinkedIn, Facebook, Zoom, Ziggs and Naymz. Up your social networking efforts. Execunet's recent market intelligence report states that networking, including social networking, accounts for 70% of senior professional and executive opportunities. Remember! It's who knows you, not simply who you know, that matters.
Learn the serious skills of negotiations - Apply this in the workplace whether you are negotiating for compensation or a project assignment. Take a class and practice until your own self-confidence soars. There is ample evidence that women stand back when it comes to speaking up effectively for their own interests.
Begin to specialize - Maturity is the "age of the Guru." It is often ONLY through specialization that you can continue to increase your income throughout your working lifetime and find success in the art of doing exceptional work.
Come out of the "aging closet" - Learn the facts about aging minds, bodies and spirits and how working contributes positively to outcomes in each of these areas of life. Work maintains a good self image, sustains social relationships and improves financial health. Work (whether full-time or part-time) is a prescription against loneliness and boredom, especially the gut-wrenching isolation that financial ill-health can bring to your life.
Leave a gift to the future - The best gift you can give your children is to live your life well and to remain as financially independent as possible. Good work is one path toward achieving this goal.
For more on the latest trends impacting mature workers, visit my website: www.AgelessinAmerica.com.
It's that time of year again... so without further ado, here are my workplace predictions for 2008:
1) Upon graduation from college/university, the tail end of Gen "X" and the emerging Generation "Y" will begin to migrate overseas due to rapidly emerging global opportunities. In the short term, this will open more doors for the older workforce. As the years rush by, it is possible that these ex-pats will stay abroad for their lifetimes and they will be sending money home to their aging parents who have not saved enough for their own futures.
2) Evolutionary technologies and new terminologies will become a part of your daily life and vocabulary. Get ready. Study the start of wireless technology that will improve our thought processing. Rejoice as new medical breakthroughs begin to improve the aging process by extending the quality of your life.
3) Prepare as "tens of millions of American workers experience an element of job insecurity that has heretofore been reserved for manufacturing workers," according to the Vice Chair of the Board of Governors of the Federal Reserve System, Alan S. Blinder.
4) Workers over the age of 45 will account for 40% of our workforce in 2008. A few short years from now (2012), the march of time will find workers over the age of 55 approaching 20% of our workforce. As a result, organizations that have been dragging their feet in hiring older workers will change their ways BUT many mature workers will only be engaged to fill project needs and job insecurity will still rule. Get ready now.
5) Watch the advances in the robotic workforce with me. Read about Japan's efforts in this area. Future workers may collaborate with robots or be replaced by them. Advances may happen sooner than you think, and they may affect your chosen career in a very few years.
For a look at what happened with my 2007 predictions, check out the archived newsletters at www.agelessinamerica.com.
Countless numbers of Americans find themselves part of a "sandwich" generation, having to care for aging parents while raising their own children. This situation can take its toll in the form of required time off from work. I'm often asked if an employer can fire a worker for what is arguably beyond their control.
Ironically, the EEOC held a meeting recently on just this subject. They created a "guidance document" for employers to familiarize them with the law, titled "Unlawful Disparate Treatment of Workers with Caregiving Responsibilities."
Additionally, now is an excellent time to create a discussion with your HR leaders about flexible staffing models and telecommuting options. Point out what's in it for them (WIIFT). The more flexible their workplace becomes, the less problem retention will be for your employer as the number of employees who share your challenges will increase exponentially over the next few years.
It is important to investigate your options now before your performance at work is characterized as something other than what it is - a growing problem the American workplace must address.
For more on the latest trends impacting mature workers, visit my website: www.AgelessinAmerica.com.
Happy Birthday America! Did you know on the 4th of July in 1776, an estimated 2.5 million people lived in the USA? Today, 302 million people are crowded into our slice of this small planet. A person born in 1776 could expect to live 35 years. A person born today can expect to live 80 years. Which brings me to today's topic... Why businesses should be happy people are living and thus, working longer.
Here are just a few of the compelling reasons:
- The economy's shift toward knowledge-based jobs and away from physical labor will favor mature workers with established higher levels of education and credentials who can increase competitive advantages for employers. Until sheer numbers of our youth dramatically increase their educational investment in math, science and technology, we will desperately need qualified mature workers to continue to contribute.
- The mature workforce offers employer's one of the best opportunities to combine experience with flexibility and, hence, lower costs associated with engaging a workforce that often prefers project or flexible work options.
- The Bureau of Labor Statistics makes the case that there will be a worker shortage of nearly 10 million people by 2010 as mature workers continue to exit the workforce. Others have stated that recruiting talent from all generations is at the top of critical issues in 2007 as it is this year when demand seriously begins to outpace supply.
If your employer isn't getting the picture, there are a number of resources that can educate them on the many benefits of engaging a maturing workforce as an integral part of their business strategies.
My mature worker friends often ask me, "Why should I continue to work?" Truthfully, the reasons are so many that they won't fit here in this one post. So, I'll break it up into a few. Here's your first installment of compelling reasons to work throughout your maturity:
Reason #1: You are programmed to live longer, much longer, than your parents lived. The old rules when old was old (just like old benefits) no longer apply. In 1935 when Social Security benefits began, American men lived until 59 and women until 61. As you can see, few collected! Today's numbers are 79 and 81. A difference of 20 years is a very long time to sit on your duff.
Reason #2: You are likely to suffer from nasty withdrawal if you abruptly leave the world of work. A sudden change from full-time, demanding work to no work of any sort just may be your very worst option.
Reason #3: You may discover new and very bad habits if you don't work. Forecasts report that the numbers of older adults affected by substance abuse are soaring. Available studies suggest that substance dependency of abusing adults over 50 will increase from 1.7 million folks to 4.4 million by 2020. Some reports indicate that baby boomers have three to four times the rate of emotional disorders (depression, suicide, anxiety, as well as alcohol and drug abuse) than is found in today's elderly population (Koenig, George, & Schneider, 1994). Do you think depression gets better the longer you sit around doing nothing?
Reason #4: You may simply wish to perform a "death defying act" by working longer. People who work longer also live longer and live healthier. Google the Organization for Economic Cooperation and Development (OECD) for all the supporting evidence you will ever need.
Reason #5: You may need a good reason to get out of the house. Does your spouse really want you at home around the clock? Will 24/7 prove to be the death of a good marriage? Do you enjoy cleaning the garage? And, how important is a continued sense of responsibility and structure in a lifetime when both were once central to every day?
Link to my new site http://www.agelessinamerica.com/ to see what I'm doing to educate organizations' leaders about the advantages they will enjoy when they engage YOU!
Part of your due diligence in planning your mature work and life is to develop an understanding of changing demographics. We provide our smart corporate clients with demographic studies that help them to understand population shifts and plan their workforce needs. I suggest that you think like a smart company and plan your life and work by learning where your community, or target community, is headed. Take a look at the following examples:
Arizona is our fastest growing state. From 2000-2005, the population grew by 15.8% as contrasted with the U.S. growth for the same period of time at 5.3%. The population at the end of 2005 (the latest census data) revealed that 9% of the population was between the ages of 18 and 24. Twenty-three percent of the population fell between the ages of 45 and 64 and 28% were 65 or older. Where will employers spend their recruiting dollars? If you are a Zonie, how will you compete with such a large population of mature workers?
Californians are working longer. The California Budget Project in Sacramento found that 62% of Californians ages 55 to 64 were employed last year, compared to 54% in 1995. The study found that just over a quarter of those in the 65 to 69 age group were working last year and, according to the study, they were working principally because of financial insecurity.
Washington, specifically - Seattle - ranks as the smartest city (if you equate education with being "smart") in the U.S. as 52.7% of its residents, age 25 or older, have completed a bachelor's degree (or higher) according to a 2007 ranking by the Census bureau. Seattle also has more than its share of residents with advanced degrees: 20.5%. Why is this important? Here's why. Smart cities are voted most likely to succeed in the future. Is Washington the state for your mature years? Or, are other challenges likely to get in the way?
Wisconsin is slated to become one of the most acutely impacted states by the graying of its population. According to Senior Service America, a nonprofit organization, "all of the growth in the working-age population of Wisconsin by 2015 will be generated by persons 55 and older."
What about the demographic outlook in your state? Remember that the future favors the prepared mind and the time to begin planning your future is now.
What is demography you ask? Well, according to Websters, it is the statistical study of human populations especially with reference to size and density, distribution, and vital statistics. Why should you care?
If you are a leader of an organization and do not understand the dramatic changes brought about by demographic shifts, your organization will not meet your recruiting, development and retention needs. Leaders that think through the demographic data, come up with the right questions and develop a long-term strategy, that includes an action plan, will ride the wave of change tomorrow. Those who don’t will falter and spend more money and time on increasingly disappointing outcomes.
If you are a mature worker struggling to figure out your future-focused career and life choices, you will need to marry your demographic knowledge with a keen understanding of evolving technologies, global shifts and other aspects of work and life change. When you learn to do this you will re-write the rules of working in America. If you don’t, prepare to watch the world of work go by before you are ready to leave it behind.
Let’s look at a couple of age related demographics that affect America’s (and your) ability to compete.
Right now in America, two workers are leaving the workforce for every one entering. To add to this challenge, the next generation (Gen “X” – born after the baby boomers) is smaller in size (46 million) than the boomers (78 million). By working a few years longer, Boomers, and other mature workers, can bridge the gap until Gen “Y” (77+ million) matures.
The labor department projects that workers age 55 and older will grow at four times the rate of the labor force overall - the fastest growth rates of any age group.
“AGE SHIFT” is happening…and it is the most defining economic and social change in America.
I've often heard my recruiter colleagues questioning whether mature workers can keep up with using the technology required in the typical workplace. To this I say, if you are hiring people who simply need to know how to use standard office technology, I suggest that you think about how easy it is use these tools. Office-based technology is so simple that if folks can't learn to work with today's tools, maybe they should not be driving on any highway, much less the technology highway.
The question is, can they learn? Ask the right questions about how they have managed change and conquered new tasks and you'll have the answer as to whether they will step up and learn to master the relatively minor challenges of workplace technology.
Also, consider what guru Peter Weddles says about mature workers and their ability to hunt for jobs and apply online:
"There are more people over the age of 56 (10%) visiting job boards and corporate career sites than there are people under the age of 25 (8.8%) who do so. There are almost as many people over the age of 50 (22.4%) using employment sites as there are people under the age of 30 (26.8%) who use them. The usage pattern across the entire population is almost evenly split between those under the age of 40 (53.7%) and those over it (46.3%)."
This is the bottom line according to Weddle's Research. "The alleged deficiencies of 'older' workers-they don't learn quickly, they are Luddites with new technology, they can't relate to younger workers-have all now been decisively disproven."
Finally, if you want to hire a technology expert, may I introduce you to my neighbor's 14 year-old son?
I have thought long and hard about over the past few weeks about what New Year's wisdom I can offer to help mature workers nourish their career in 2007. I hope you enjoy what I've decided upon.
First, some encouragement. Your best, most meaningful work is likely to be found around the corner of life we label as "maturity."
Second, my recipe for a successful working maturity which I follow diligently:
- Seek first to understand yourself by knowing which "gifts" you bring to that effort we call work.
- Don't ever confuse your talent with your learned skills. They are far from the same thing.
- Develop a healthy appetite for understanding the possibilities inherent in the future.
- Design your own "philosophy" of life. Work and live up to your expectations of yourself.
- Last longer at trying for what you want to happen than your good sense might suggest.
- Don't worry if success is found by experiencing a few failures - failure is the learning experience that usually offers the most direct path to success.
- Commit to "doing" and "learning" vs. waiting and hoping for something to happen. For example, I developed a list of 10 things to do before I died and am about half way through. It feels good to check off these accomplishments.
And last, a happy thought. By 2012, a few short years from now, the workforce will be losing more than two workers for every one it gains (Source: U.S. Department of Labor). Sounds like a competitive advantage to me. How about to you? Beat the rush. Pioneer your future by learning about the many advantages mature workers offer America and the wide world of work.
As promised, here are a few more of my predictions for and about the mature workforce in 2007...
Litigation, based on age discrimination, will accelerate in 2007. As mature workers linger between jobs following layoffs, sheer numbers dictate that lawsuits will soon follow as 10,000 boomers turn 50 and 8,000 baby boomers turn 60 each and every day.
The effects, for better and worse, of globalization will continue as high tech service jobs join the march overseas. And large numbers of recent college grads will begin to leave this country to live and work in other countries. Jobs will be back-filled here by the mature workforce.
In spite of the housing market slump, mature Americans will continue to leave home for the mountains in the West or the mild climate in the South. These folks, and others, will use the Internet to work remotely.
Record numbers of mature students will flood our universities and institutions of higher learning. Some universities will begin to see the possibilities that extended studies will, one day, outperform income from undergraduate studies. A concerted effort will be made by these institutions to attract continuing students in 2007.
As the year 2006 is coming to an end, it seems an appropriate time to share some of my predictions for and about the mature workforce in 2007. There are too many to include in one post so look for more predictions in the days to come. And, as always, I welcome your comments and perspective on these and any other predictions of your own.
2007 is the year that mature "specialists" will begin to dominate the temporary job market. They will teach, mentor and transfer specialized knowledge to the next generations. Beyond this similarity to past "masters," they will expand their specializations and bring a new level of creativity to "work."
The battle over social entitlements will heat up in 2007 and will turn red hot late in the year. Boomers will pay closer attention to outcomes as 10,000 boomers turn 50 each and every day. One in three will face retirement with no money except for social entitlements. All face the probability of significantly longer lifetimes.
Healthcare jobs will lead all other opportunities in 2007. In a recent survey conducted by AARP, 32 of the 50 best employers for workers over 50 were in the healthcare industry. Beyond healthcare, telecommuting will take another giant step forward and the temporary agency business will flourish.
A podcast on this topic is now available. To listen to or download this podcast, please click here for Quicktime users and here for Windows Media Player users. All Spherion podcasts will soon be available at the iTunes Music Store for those of you that want to take us with you on your iPod.
There are many issues that will arise from adding 100 million people to America in the next 35 years.
Take one problem that affects the mature population in our country. Social Security currently pays for itself with a 12.4% payroll tax and produces a surplus that the government raids every year to pay other bills. But... Social Security will soon begin to run deficits and ultimately, without reform, will need a transfusion in the trillions of dollars if the government is to keep its promises.
Solutions require either a cut in benefits, continued advances in eligibility ages or a whopping increase in personal and corporate income taxes. The solution of working longer over our longer lifetimes, before becoming eligible for Social Security, is the outcome I prefer because I do not see any valid reason for sending our bill to the next generations.
Having written this, I realize I might be wrong and all social systems (Social Security, Medicare, etc.) may be repaired in the near future. But, is working longer a punishment or a reward?
Think about a longer lifetime without some form of work. Will the much younger old of our nation be left to the boredom and loneliness of a mature age that does not include the social and financial benefits of work? And, what work is best for the mature? Will it look different than the work of youth? Who will prepare for longer lifetimes? Will you?
I have been thinking about the advantages and challenges adding 3 million more people each year to our population might mean to many aspects of our work lives. I have come to believe, after all speculation is over and done with, that " demographics are reliable predictors of destiny" - and, as one result, the very near future looks quite different than the very recent past. Are you ready for what population change means to work in America?
Taken together with a changing mix of ages, ethnicities, cultures and races, educational accomplishments, and world events, population change paints a picture of our future of work.
Did you know, for instance, that Healthcare is already the number #1 industry in America?
If America capitalizes on innovation, science and the latest technology, the healthcare industry may give America (and you) the most opportunity to remain economically competitive in the next 10 years.
What do most of emerging jobs/careers have in common?
Here's what the Bureau of Labor Statistics predicts... 70% of new jobs require specific education, training and/or certifications.
Step forward to the near future. Ask yourself... which industries and what jobs are guaranteed to grow in just the next 10 years?
New U.S. research finds that job loss doubles the risk of heart attack or stroke for workers in their 50s and 60s. "For many individuals, late career job loss is an exceptionally stressful experience with the potential for provoking numerous undesirable outcomes, including heart attacks and stroke,” the Yale University team wrote in the June 21 online issue of Occupational and Environmental Medicine. The study collected data on over 12,600 individuals who participated in the U.S. Health and Retirement Survey. The first surveys were carried out in 1992 and involved 4,301 people aged 51 to 61, all of whom were working at the time. A decade later, 582 people had lost their jobs while the remaining 3,719 were not laid off. The bottom line: People over 50 who had been laid off were more then twice as likely to suffer a heart attack or stroke during the study period, compared with those who kept their jobs, the researchers found.
In other words, a pink slip is a red flag for increased cardiovascular risk.
Recently, I listened to a Monster webcast on Gen “Y” and heard about the top priorities this generation is looking for in their careers…. It struck me how, in many ways, mature workers are similar to Gen “Y” in what they want from work.
Similarities “Y” “Matures”
* Fewer Hours Yes Yes
* Flexible Work Arrangements Yes Yes
* Meaningful Responsibility Yes Yes
* Make a Real Contribution Yes Yes
* Work/Life Balance Yes Yes
* Training to Upgrade Knowledge Yes Yes
Differences
It seems to me that one of the main differences between generations is that the “Y” generation expects these priorities to be met and mature generations simply hope for these priorities to be met. Take some advice from Gen “Y” and raise your expectations!
Did you know AARP studies state that one in four boomers wants to do something completely different from their previous work? My experience tells me that many more would like to explore changing from the corporate world into a nonprofit world, to stree-free or fancy-free jobs, or to roles that will allow them to meet new and meaningful challenges. New opportunities abound... here are a few to consider. Real estate sales or service. No, I am not suggesting trotting around homes in a dwindling market with the other 2.4 million U.S. licensed real estate agents. The "hot" market for mature professionals is in sales and service in the active living adult communities where the price of admission is age 55! Buy or build a small business or franchise. AARP found that in 2002, 5.6 million workers over the age of 50 were self-employed in an unincorporated or incorporated business, making up 40 percent of the self-employed population. Physician assistant. Enjoy many of the benefits of being a physician with few of its liabilities. Under a doctor's supervision, physician assistants do diagnosis, treatment, and patient education, but training takes just two to three years. The BLS reports that PA's will be among the fastest growing careers. Tutoring for pay. Red hot if you can tutor in math, science and English language skills. If you have an educational credential, that's a plus. But, if your own career demonstrates your expertise, many opportunities are available without the formal credential. Explore paid part-time opportunities in the public sector. According to the EEOC, the average age of federal workers has reached nearly 46 years of age. Part-time opportunities will be bountiful in the public sector as government struggles to contain costs in the future. Debunk the myth that the government does not pay well. According to figures compiled by the BLS and the U.S. Office of Personnel Management, the average federal employee earns a salary comparable to, or better than, his/her counterpart in private industry. Foster care to save a generation. There are over 520,000 children in the U.S. foster care system. Many of these children will do better if placed in homes with "grandparents" than with younger families who are struggling to raise their own families. And, I'll bet some of you could use someone to love, mentor and inspire as well. Now go on, explore!
Let me start by saying that it makes me very happy to see the growing number of blogs and websites now dedicated to offering career advice to the aging workforce. As a fan of Jeff Taylor (founder of Monster.com), I am particularly pleased to see the launch of Eons.com, and sites such as GenPlusUSA that have pioneered this trend. Times have changed and I'd offer a few cautions to mature workers, namely "putting all of your eggs in the old familiar job-search basket." Before you leap forward, take a look at what is happening in the world of mature workers based on demographic change and evolving marketplace need. First of all, please accept that there will be fewer regular, full-time jobs in the future of the American workplace for mature workers. Some industries, in particular, will be very affected by off-shoring and technological advances. They will need to curtail their investment in expensive full-time workers here at home. They will, however, love part-time or temporary specialists! Take a hard look at yourself. Is this happening in your industry and to your type of work? Where might you specialize? Then, shed the notion that you'll be competing with Gen "X" - you will be competing with other mature workers. Competition is heating up and it will be the better-branded, better-connected, better-trained or better-educated individuals that will be selected for regular, full-time jobs in this new century. Old skills or competencies will not get you in the new door of the future at any price. Do you need to invest in new learning, better self-branding or advanced sales skills? Finally, as the old saying suggests - be careful what you ask for! IF you didn't care for the work you once did, why in the world would you seek to do this type of work again, even if it is available, simply in an attempt to get "safe" in your old age? While you might find that old, familiar job again, remember that average job tenure in America's private sector is less than 3 years. At the end of the next three years you'll simply be three years older and may again find yourself looking for work in "all the wrong places."
