Several years ago, the American Society on Aging, (ASA), and the National Council on the Aging, (NCOA), agreed to combine their annual conferences into one joint event. Aside from perceptions of commonality, one must assume that economics were a major driver for this decision, since it creates daunting logistical challenges for both planners and attendees. The first of these linked conferences was in New Orleans, in 2001. The second was this year, in Denver, the first week of April.

The program book for this year's conference is over an inch thick. Word has it that over 3,000 registered for the conference, (some of whom may still be wandering the halls of the Adams-Mark Hotel, trying to find their way.) There were in excess of 1,000 presentations of varying sizes and formats. No matter what one chose to attend, at any given time, there were at least two other presentations one wished to attend. It seems to me that by getting bigger and providing an array of choices which is unmanageable, value is being diminished, not enlarged. At the opening general session, it was announced that ASA and (the) NCOA have committed to a total of 5 combined annual conferences, (at least for now); so there are 3 "to go." Next year's conference will be in Chicago, in mid March, (brrrrrr ?)

I attended because a proposal for a co-presentation which Ellen Blizinsky and I submitted was accepted for presentation. Ellen is a MSW and Account Director for United Behavioral Health - Working Solutions Division, (Seattle WA.) Our workshop, Today's Workforce: A Dialogue of Generations, discussed the new and evolving circumstance of multiple generations in the workplace - psychosocial dynamics and implications - affecting employees and employers alike. Extended human longevity - and its consequences, both "good" and "bad" - is the principle explanation for this emerging situation. [Once again, living longer changes "everything."] Multiple generations in the workplace have given rise to what is referred to as "MAG/WAG" - managing across generations/working across generations. It is a challenging development on many levels. It also marks irrevocably the end of the old, traditional model of "cradle to coffin" employment with the same employer or company. [In truth, the death knell for the expired model has been tolling for quite some time.]

Each of the four cohorts we identified - "Veterans", "Boomers", "Xers" and "Yers" (or "Millennials") - brings its own collection of historical touchstones, values, and perspectives, as well as self-perceptions and views of the others. This makes for a mix which can be both vibrant and difficult. With the onward advancement of technology, it is possible for an Xer to be supervising the older cohorts. While one may be very fond of one's grandparent or grandchild, guiding the one or reporting to the other may be troubling and require diligent and thoughtful re-framing.

The Conference planners decided, (after accepting our proposal and without subsequent notification to us of their change of scheduling), to split the 90 minutes they had accorded us. This provided us with 45 minutes, and ceded the other 45 minutes to another presenter whose topic, (in the planners' judgment), was compatible with ours. Suffice it to say we were not pleased about this; and, we had some concerns regarding audience retention following the first presentation. However, the attendees - who represented each of the four cohorts - did stay and were very engaged and participatory. They even laughed in all the right places. This is the second time Ellen and I have co-presented on this topic, (the first was last year at WorldatWork, in Orlando FL, May 2001.) It was even more clear to us this year that discussions of this workplace development are timely and meaningful.

People are seeking bridges that facilitate a two-way flow between the generations. Today's workplace has become a prime arena for intergenerational exchanges. In my view, it is also an environment to which much of Erikson's theory may be applied - indeed, because we spend so much of our life on and at "work" - it is a place where his model of lifespan development is demonstrated. Erikson was very committed to the importance and positives of intergenerational activity. He expressed that one value of "Ego Integrity" in an older person is that, with ego integrity, the older person has overcome any fear of death; which, in turn, liberates her or him to live life more fully - free of the fear. And, this freer life view is something from which younger generations can benefit. Perhaps multi-generational contact in the workplace can take this a step farther and demonstrate, as well, that the generations have nothing to fear - and much to gain - in being together.

Reflections from the opening General Session

The Opening General Session, Thursday morning, (4/4), was moderated by Marc Freedman, author of Prime Time: How Baby Boomers will Revolutionize Retirement and Transform America. The focus of the session was "Recasting Retirement" and presented highlights garnered from a research project on "New Perspectives on Aging and Civic Engagement." The project was co-sponsored by Civic Ventures, [www.civicventures.org] and the Temple University Center for Intergenerational Learning, [www.temple.edu/cil]. Funding came from a Helen Andrus Benedict Foundation grant. Extended lifespan - again - required a re-viewing of the meaning of aging and old/er age in this country; and, equally importantly, the meaning of "retirement." A major conclusion drawn from the study supports "active" aging and the lamentable waste in this country of a valuable resource: the growing population of "seniors" - untapped and underutilized. AARP CEO Bob Novelli was one of the speakers and stated that AARP is going to put more energy into the effort to access the +50 population as volunteers. Volunteerism is a beneficial endeavor, but it needs to remain "voluntary" - not required or demanded, or done out of guilt.

"Anti-aging"?

Connie Goldman moderated a workshop discussion on the subject of cosmetic surgery. The question: Is having such surgery an act of ageism? As the discussion progressed and the attendees in the audience became more involved, it became obvious that there is no one answer, nor any simple answer, to this question. Very few in the audience were "on the fence." I think this is a matter for which an individual's personal response is the only "right" answer. There are far worse "anti aging" activities at large in the world than using available cosmetic technologies.

On the other hand, in a presentation made to the Business Forum of ASA, Ken Dychtwald reasserted his position that ASA and related organizations transmit an anti-aging message, because the early model of the marginalized, impoverished, disenfranchised, frail and hopeless old person of half a century ago is the model still be presented. Today, aging has a greater likelihood of vibrancy and activity; let's focus on making the most of that. This comports with the sense that much of these conferences consists of "preaching to the converted." Perhaps the time has arrived for some re-consideration.