Purpose and Vision Will Keep Us On Target

I was reading through (and writing about) the BIS 84th Annual Report recently and was struck by the tone of the introductory remarks,

The global economy continues to face serious challenges. Despite a pickup in growth, it has not shaken off its dependence on monetary stimulus. Monetary policy is still struggling to normalise after so many years of extraordinary accommodation. Despite the euphoria in financial markets, investment remains weak. Instead of adding to productive capacity, large firms prefer to buy back shares or engage in mergers and acquisitions. And despite lacklustre long-term growth prospects, debt continues to rise. There is even talk of secular stagnation.

What also struck me was that this section was titled, “In search of a new compass.” The repeated occurrence of “despite,” followed by some good news, that is ultimately eclipsed by bad news underscores the point that in spite of five years of economic recovery, this time is indeed different. Most importantly, the above statements speak of policymakers in search of direction.

The context of such headwinds puts extraordinary pressure on those who are trying to navigate their own career through such challenges. This is particularly felt among those who are either searching for employment, or simply searching for direction. In an age where we are bombarded with more information than can ever be processed or analyzed, this highlights the importance of principles and guidelines that are timeless in nature. I thought about that as I recently came across this excellent quote from Daniel Webster:

If we work upon marble, it will perish. If we work upon brass, time will efface it. But if we work upon immortal minds, and instill into them just principles, we are then engraving upon tablets which no time will efface but will brighten and brighten to all eternity.

Purpose and vision will keep us moving the right direction, whatever the challenge. And when we get off track, that same statement of values and mission, will point us back in the right direction.

Positive Employment Report and Your Own Future

Today’s employment report was encouraging and yet, discussion after discussion continues to reveal the problem of matching up skill sets and the right fit with currently open positions. This problem is amplified by technology, the economics of downsizing (particularly human resources and the use of professional external recruiters), and an overall shift of the burden being on the job seeker, not the organization looking to fill a position.

It is well documented that technology has fomented the flood of applicant mismatches and in some cases, the ease of applying simply to fulfill the “searching for a job” expectation of unemployment benefits. This of course creates an insufferable morass of material for those responsible of recruiting to sift through on a first pass. There is also the ridiculous advice where applicants wind up “keyword dumping” in their resumes to make sure they show up in a search. Obviously, some keywords are relevant. But a system that filters applicants using a machine and algorithms is inherently flawed. The next problem is one we are all are aware of: the reduction of human resources and particularly, professional recruiters were actually skilled in matching applicants with an organization’s needs. This leaves today’s job seeker in the throes of what Peter Drucker warned of decades ago, namely, that there is virtually no organizational support that can be counted on in terms of a career path. More than ever before, it is up to the individual to take charge of their own future.

As I have discussed this dilemma with many people for all different backgrounds, some of the most profound observations regarding what is required of today’s job seekers have come from those who have enjoyed the benefits of the golden age of the industrial era. In other words, many retirees now in their sixties and seventies, not burdened with the daily grind have time to read, discuss and reflect on the contrast of todays job market with what they experienced in the past. They see the contrast (and struggle among many) between the present and the past and see very clearly that the dynamics of today’s employee are radically and essentially different from everything they experienced in the last forty years. Here are three suggestions to ponder on this topic. I have found them to be recurring themes (but certainly not limited to) what is required of today’s job seeker and those who will advance in their careers: accept uncertainty, continuously improve your own flexibility, and, be prepared to take an aggressive, assertive role in your own future.

The Sociology of Californians and Wealth Disparity

No matter what your background, leaning, or even possibly, previously held beliefs, there is no denying what many people sense anecdotally at a minimum, and now backed up by a growing body of data: income inequality is on people’s minds. Every economic forum I have attended in the last three years has made mention of this, whether the event was delivered by an economist, politician or business leader. The Field Research Corporation released a study with the following findings,

Majorities of Californians are dissatisfied with the way income and wealth in the state are distributed and believe the gap between the rich and the rest of the population is greater now than in the past. Yet, the public is divided about the extent to which government should try to reduce the wealth gap. In addition, Californians are evenly split when asked about raising the state minimum wage beyond its already scheduled increases.

Regarding the last section cited above, the results are exactly as expected when dealing with any public policy issue that involves the two major parties. Quite honestly, I think that is the part of the poll that most people are least interested in, due to the cynicism and general lack of civility in the discussion of public policy when either party stands to gain or lose as a result of an issue.

There is a very interesting note to this poll as it relates to U.S. born California residents versus foreign-born immigrants,

U.S.-born Californians are more likely to report dissatisfaction with the wealth gap and feel it is greater than in the past. However, they are less apt to feel that government should be doing a lot to try to reduce the gap, and a majority opposes increasing the state minimum wage beyond its already scheduled increases than the foreign-born public.

Foreign-born immigrants, on the other hand, are not nearly as dissatisfied with the way income is distributed in California and are less apt to feel it is greater now than in the past. Yet, a plurality supports government taking a more active role to reduce the wealth disparity, and a majority supports increasing the state minimum wage.

So there is an odd, inverse relationship of opinion among all respondents depending on where they were born and how they feel about the variance in income distribution. And that very same inverse relationship exists among the same respondents on the role of government in resolving this problem. In an interesting footnote to this discussion, the Field Poll found the same pattern to be true among the California Latino population, “majorities of California Latinos born in the U.S. say they are dissatisfied with the way income and wealth are distributed, while Latinos born outside the U.S. are more likely to be satisfied.”

The material point of the survey is the margin of majority who hold these views, cutting across a number of sociological backgrounds as shown in the table below:

Field Poll Income Inequality

What do banks think of the state of student loans?

By now, the study from the Brookings Institution, Is a Student Loan Crisis on the Horizon? has been gone over with a fine toothed comb. And the findings of the study are remarkable with a premise reflected by comments such as,

Typical borrowers are no worse off now than they were a generation ago, and [the data] also suggest that the borrowers struggling with high debt loads frequently featured in media coverage may not be part of a new or growing phenomenon. The percentage of borrowers with high payment-to-income ratios has not increased over the last 20 years—if anything, it has declined.

I think most people who read the above quote, whether in its context are not, have similar reactions. Namely, that this data simply does not, or cannot, square with a number of other variables that we know to be true regarding the pace of economic recovery for the last five years, employment, partial employment and unemployment, a growing variance in the income strata that is undeniable and leaving less and less in the middle, and a record low employment participation rate being among those in their twenties. But gut feeling, and anecdote do not prove anything, what about the data?

As a side note, I have come across a number of recent articles that have come out in a full-orbed, thoughtful response calling bunk on both data journalism, and the childlike faith whereby we accept astonishing correlations that we have never seen before, simply because they are backed up by data sets. I’m not saying there is not value and validity to statistics, but I do think our sociological infatuation with them in pop culture represents an innovation (in the bad sense) in need of some correction.

Dissenting Voices

There have been a number of dissenting voices, and one particularly effective one appeared on the Awl.com, That Big Study About How the Student Debt Nightmare Is in Your Head? It’s Garbage. The article treats volume of debt and rapidly rising tuition, but the ringer is this,

Do you see where that says “based on households with people between 20 to 40 years old with at least some education debt”?…Those aren’t households with people between 20 and 40; those are households headed by people between 20 and 40. Which is to say, this data excludes all people living in households headed by, say, their parents, or other adults.

Another commentary came from a very weighty source, Liberty Street Economics of the Federal Reserve Bank of New York,

We read with interest a new Brookings Institution report, Is a Student Loan Crisis on the Horizon?, assessing the weight of the student debt burden. It was also pleasing to see the New York Times, several of our Twitter followers, and others citing work on this blog in counterpoint.

As part of our policy responsibilities at the New York Fed, we track the landscape of consumer credit, including student loans, using a unique data set developed here. A team of microeconomists described our approach in a March 2012 blog piece on “Grading Student Loans,” and reported key metrics such as the total outstanding student loan balance, averages balances per borrower by age group, and delinquencies at that time. Much of that data is updated quarterly here.

The New York Fed reports that among all other types of debt that increased in 1Q 2014, student loans weighed in with an increase of $31 billion. But most significantly, among the constellation of non performing assets, student loans topped the 90-day delinquency rate with a measurement of 11% – a full 2.5% above credit card delinquencies.

90 Day Delinquency Rates

How are bankers reacting?

In The Wall Street Journal, an article titled, Bank Secrets Can Do Investors a Service revealed the following:

Banks have largely stopped making a very common type of loan. Investors should take note. In a recent paper titled “Banks As Secret Keepers,” four economists argue that banks are necessarily opaque institutions, concealing their portfolios and concentrating on hard-to-value assets. The reason: When investors and creditors can observe the performance of a bank’s assets too closely, its liabilities become volatile and illiquid. When bank assets are cloaked in secrecy, any given liabilities—deposits, repos, commercial paper—can be traded almost as if it were money.

Adding its own graphic on the subject with one notable item:

WSJ Downgrading

And here this the reason:

When investors and creditors can observe the performance of a bank’s assets too closely, its liabilities become volatile and illiquid. When bank assets are cloaked in secrecy, any given liabilities—deposits, repos, commercial paper—can be traded almost as if it were money.

Then this, “an exit often signals that the strategy wasn’t performing as well as hoped.” So what are the non performing assets that have bankers hitting the dump button? “Student lending. If the economists are right about the signaling aspect, this could be the next big troubled asset class for banks.”

As the article points out, even in a worst case scenario, no one expects troubled student loans to have the type comprehensive effects on our economy as the subprime mortgages. But if banking behavior as these institutions seek to mitigate risk is any kind of a leading indicator, all of the data available from the Fed does not seem alarmist at all.

 

I’ll bet you didn’t guess this strategy…

I’ll bet you didn’t see this one coming? According to today’s WSJ headline, Stocks Biggest Gains Are and Inside Job. It’s one thing to shop for the date of record, even if you do not plan to hold. But a strategy of looking those subject to a buyback? Not a likely strategy. When prompted with the question, “Quick, what is the stock market’s biggest driver today? Corporate earnings? Interest rates? The Federal Reserve?” My immediate response is, perception of all the above. But some have suggested another possibility:

Some say the correct answer is something people rarely discuss: companies buying back their own stock. Companies purchasing their own shares represent the single biggest category of stock buyers today, according to a study this month by Jeffrey Kleintop, chief market strategist at brokerage firm LPL Financial.

In a remarkable statement from the LPL strategist,  “only one other major group, individuals, is a net stock buyer now and individuals are buying less than corporations,” and this includes major groups of investors: “hedge funds, foreigners, insiders and investment institutions such as pension funds and insurance companies all are net sellers.”

But such a practice is quite subject to criticism, and for what seems to be somewhat self obviating reasons. Some of the first terms we learned in second semester accounting was, dilutive and antidilutive, as noted on Investopedia, “the effects of securities retirement…on earnings per common share (EPS), where EPS is increased for shareholders…[i.e.] by lowering the share count or increasing earnings.“ And the article goes on to speculate that, “some critics go so far as to say executives use buybacks to manipulate share prices, which helps them hit earnings targets, please investors, receive bonuses and avoid scrutiny from shareholders and boards.”

While the argument can be made for the tax benefits to the investor for such an action versus dividends, actions such as those by IBM are questionable. Specifically, on the face of it, there is nothing unusual about IBM using $8.3 billion of pent-up cash from the sidelines for a stock buyback. But it was quickly noted that Big Blue’s balance sheet reflected higher liabilities rising alongside the stock buyback and thus, debt fueling EPS. This actually comes down to the argument of intrinsic value and understanding all of the financial statements and how they tend to tell a more complete story, when taken together, rather than the obsession and fixation on the one, the income statement and earnings-per-share.

Bank for International Settlements Annual Report and Our Future

The Bank for International Settlements released its 84th Annual Report with the first 121 pages of the 256 page document dedicated to an economic, historical and statistical overview, followed by policy driven conclusions and the prospects of our future as they forecast it. From the beginning, a clear message is stated in its press release,

Time to step out of the shadow of the crisis…A new policy compass is needed to help the global economy step out of the shadow of the Great Financial Crisis…the BIS calls for adjustments to the current policy mix and to policy frameworks with the aim of restoring sustainable and balanced economic growth.

This admonition comes from an assessment of the global market where on the one hand, there is a firming trend in a positive direction. But on the other, despite

Unusually accommodative monetary conditions, investment remains weak. Debt, both private and public, continues to rise while productivity growth has further extended its long-term downward trend. There is even talk of secular stagnation.

Where are we now?

In respect to financial markets, personal balance sheets and indebtedness, the following was noted:

The financial sector’s health has improved, but scars remain. In crisis-hit economies, banks have made progress in raising capital, largely through retained earnings and new issues, under substantial market and regulatory pressure. That said, in some jurisdictions doubts linger about asset quality and how far balance sheets have been repaired. Not surprisingly, the comparative weakness of banks has supported a major expansion of corporate bond markets as an alternative source of funding. Elsewhere, in many countries less affected by the crisis and on the back of rapid credit growth, balance sheets look stronger but have started to deteriorate in some cases.

Private non-financial sector balance sheets have been profoundly affected by the crisis and pre-crisis trends. In crisis-hit economies, private sector credit expansion has been slow, but debt-to-GDP ratios generally remain high, even if they have come down in some countries. At the other end of the spectrum, several economies that escaped the crisis, particularly EMEs, have seen credit and asset price booms which have only recently started to slow. Globally, the total debt of private non-financial sectors has risen by some 30% since the crisis, pushing up its ratio to GDP (Graph I.1).

BIS Debt

How does this compare with the U.S.?

U.S. households started deleveraging at a remarkable rate beginning in Q1 2009 and continued at a steep downward pace until the end of 2013. This trend leveled off as indicated by the FRED data below:

FRED Household Debt

The New York Fed finds household debt has increased for three quarters with the following release from May:

In its Q1 2014 Household Debt and Credit Report, the Federal Reserve Bank of New York announced that outstanding household debt increased $129 billion from the previous quarter. The increase was led by rises in mortgage debt ($116 billion), student loan debt ($31 billion) and auto loan balances ($12 billion), slightly offset by a $27 billion declines in credit card and HELOC balances. Total household indebtedness stood at $11.65 trillion, 1.1 percent higher than the previous quarter.  Overall household debt remains 8.1 percent below the peak of $12.68 trillion reached in Q3 2008. The report is based on data from the New York Fed’s Consumer Credit Panel, a nationally representative sample drawn from anonymized Equifax credit data.

NY Fed Total Debt

This is combined with what we already know regarding indebtedness at the Federal level, and how it ballooned in direct response to the credit crisis and crash that followed:

FRED Public Debt

And this is consistent with the global findings of the BIS report.

What options are available?

What is somewhat disconcerting is the conclusion that central banks may be running out of options in the event of another recession, “particularly worrying is the limited room for maneuver in macroeconomic policy.” That’s the bad news. And within the limited scope of available options, the following cautionary tone follows the good news of recent months of stability,

The overall impression is that the global economy is healing but remains unbalanced. Growth has picked up, but long-term prospects are not that bright. Financial markets are euphoric, but progress in strengthening banks’ balance sheets has been uneven and private debt keeps growing. Macroeconomic policy has little room for manoeuvre to deal with any untoward surprises that might be sprung, including a normal recession.

Thus the much tweeted comment along the lines of a euphoric market that is completely out of sync with economic fundamentals, sustainable growth, rational debt levels and future employment (for nations such as the U.S.).

The agonizing conclusion of limited options at the policymaker level is derived from the fact that in recent decades, there has simply been too much manipulation,

Credit and property prices soared, shrugging off a shallow recession in the early 2000s and boosting economic growth once more. Spirits ran high. There was talk of a Great Moderation – a general sense that policymakers had finally tamed the business cycle and uncovered the deepest secrets of the economy. The recession that followed shattered this illusion. As the financial boom turned to bust, a financial crisis of rare proportions erupted. Output and world trade collapsed. The ghost of the Great Depression loomed large.

The output of what followed is what is in hindsight understood as a “Balance Sheet Recession.” This is a particularly troublesome term because it sets this recession and recovery apart from other post-war recessions and recoveries in the U.S. The term is explained as follows,

The term “balance sheet recession” was probably first introduced by R. Koo, Balance Sheet Recession, John Wiley & Sons, 2003, to explain Japan’s stagnant growth after the bursting of its equity and real estate bubble in the early 1990s. [The term is used here] to indicate the contraction of output associated with a financial crisis that follows a financial boom.

The question of course is, how does this happen? It all boils down to the management of the “good times” during the run up. Debt is accumulated while expectations of a bright future are soaring. This occurs at the individual and household levels, and permeates institutions and firms all across private sector business, as well as local, regional, state and federal institutions of government. And that is exactly what happened. What follows is the bloating of asset prices that are completely disproportionate with real economic output. When it is discovered (however it occurs in the market psyche) that optimistic expectations cannot continue,  scrambling occurs in the absence of liquidity in the form of fire sale of assets and thus, a priority follows of, “balance sheet repair over spending.” How long and how deep the following slump depends on any number of complexities, but what follows is a struggling economy that is attempting to regain traction in the absence of traditional lending. This means a balance sheet recession can be a very long and difficult recovery,

The empirical evidence confirms that recoveries from a financial crisis are drawn-out affairs. On average, it takes about four and a half years for (per capita) output to rise above its pre-crisis peak, or about 10 years if the Great Depression is taken into account. The recovery of employment is even slower (Reinhardt and Rogoff (2009)).

Policy and Moving Forward

It would appear that little can be done in the short term, other than endure the headwinds of modest growth, especially in the labor market. But in the long term, we can hope that a long struggle with employment may shape the future of monetary policy:

Looking ahead, the transition from extraordinary monetary ease to more normal policy settings poses a number of unprecedented challenges. It will require deft timing and skilful navigation of economic, financial and political factors, and hence it will be difficult to ensure a smooth normalisation. The prospects for a bumpy exit together with other factors suggest that the predominant risk is that central banks will find themselves behind the curve, exiting too late or too slowly.

In other words, will we be able to wean ourselves from the addiction to manipulating markets once growth returns to historic levels? “The argument urging central bank restraint focuses on inflation and the business cycle at the expense of the financial cycle, ignores the impact on sovereign fiscal positions and may well put too much faith in the powers of communication.” The conclusion is that we are at a crossroads. Our financial and banking sectors have made progress, and a significant sociological shift has occurred in terms of our attitudes toward risk and attempts at regulatory reform and implementation. See the full report here.

All Jobs Relate to Finance

All roads lead to finance, budget, and even accounting, since accounting is the language of business. But why? Well, as one of the inimitable quotes from Jerry Maguire goes, “It’s not show friends. Its show business.” That’s another way of saying the objective, given the parameters of ethical behavior and all other social implications for your organization’s activity, is the goal of turning an honest penny. Once again, Nick Corcodilos (A.K.A., Ask the Headhunter) gets it right. And in his post, Stand Out: How to be the profitable hire, states it as follows, “Every job – every one – affects profit. Trouble is, few people (including employers) talk about it or even worry about it. That’s why we see layoffs and down-sizings.” Now it is certainly true, that some jobs and even entire divisions more directly affect profit than others. But again, all roads lead to finance (in terms of profitability [or for government, solvency]), and unfortunately, even those within finance operations often miss this point. It really boils down to the basic structure of an income statement (or statement of operations), that always tells us, revenue less expenses equals profitability.

In the same post, Nick goes on to write, “every job fits into one of the two terms [revenue or expenses].” He even suggest this as a focus in job hunting, “the effort to estimate a person’s role in profitability makes them stand out in job interviews. It makes them powerful candidates who show they care about the bottom line.” This is exactly what I believe should be emphasized, and what few focus on. Namely, answering the question, or better yet, presenting a business case describing what are you going to to do [i.e., what value are you going to add] in the future for this organization? I work in a profession that is obsessed with titles, as well as another frequent topic of Ask the Headhunter, previous salary – as if either of these things are predictors of whether a candidate is actually a fit in terms of leadership for that organization. Another thing that virtually all professional fields over emphasize, is what someone has done in the past. Although actual work performed is likely to be more relevant than actual title, it still does not answer the question, how are you going to contribute to this organization’s future success? And until you answer this question, the position may be one that represents a cost that can (or should) be eliminated. Think future, think value, think finance; all roads lead to it.

The Innovator’s Dilemma and the Disruption Machine

This month in the New Yorker, Jill Lepore has written an excellent (and lengthy) article, The Disruption Machine: What the gospel of innovation gets wrong. In it, the author has treated a subject that has been held up time and again during countless economic and technology discussions as the paradigm through which we are to view modern history: Clayton Christensen’s theory of disruptive innovation as summarized and popularized by his best-selling book From the 1990s, The Innovator’s Dilemma. Lepore has not only treated this subject in a very thorough manner, but you might say, used Christensen’s theory relentlessly as a chopping block, illustrating that it is fraught with truncated samples to support the theory, but more importantly, the theory itself fails time and again as a predictor of market trends. It’s one thing to point out flawed logic, as most any theory can be guilty of. But it’s much more problematic to demonstrate the failure of the theory to deliver on what it’s core principles are built around. Combine this with the frenetic activity in technology sectors that has put disruption on par with invention, and it would seem that a counterpoint to the current zeitgeist is both well-timed and much-needed.

I think much of Lepore’s treatment of the theory could be summarized in the argument that there is more interpreting of history using the disruption model than actual prediction, where people have not used the disruption model,

…to make accurate predictions about things that haven’t happened yet than because disruption has been sold as advice, and because much that happened between 1997 and 2011 looks, in retrospect, disruptive. Disruptive innovation can reliably be seen only after the fact. History speaks loudly, apparently, only when you can make it say what you want it to say. The popular incarnation of the theory tends to disavow history altogether.

I take this to mean that it is not as though disruption, as an independent action, does not occur as a part of the innovation, technology and general advancement of organizations and industries. But it is problematic to say that this is the model whereby you go about innovating: the way of destruction. Again,

The logic of disruptive innovation is the logic of the startup: establish a team of innovators, set a whiteboard under a blue sky, and never ask them to make a profit, because there needs to be a wall of separation between the people whose job is to come up with the best, smartest, and most creative and important ideas and the people whose job is to make money by selling stuff.

I think this is actually a fair assessment of much of the current state of being enamored with startups. I recall an interview where tech executive was questioned about the lack of profitability and future sustainability of one of the current social media giants. In a dismissive response, a comment was made along the lines of, “when you have millions of eyes on a service, how to make money is the least of your worries.” That illustrates a complete lack of real and essential business experience and leadership. But to the point, what exactly is [and you might go on to ask, is the value of] disruptive innovation according to Lepore? It is, “a theory about why businesses fail. It’s not more than that. It doesn’t explain change. It’s not a law of nature. It’s an artifact of history, an idea, forged in time; it’s the manufacture of a moment of upsetting and edgy uncertainty. Transfixed by change, it’s blind to continuity. It makes a very poor prophet.”

That is a rough assessment. And Dr. Lepore is even tougher on startups if you ask me. Again, I not only think this criticism is warranted, but a compelling argument. I’m just not quite certain that in spite of a few places where there is convergence of ideas, the author might be conflating two things that are still distinct: disruption and the spirit of startups in general. Regardless of your conclusion, this is a very well written argument that gives pause, and personally, as someone who continuously strives for organizational innovation, it’s likely to challenge a few core ideas.

Training Versus Preparation

In the last post, Inspiring Progress From Current Resources to Future Aspirations, the address I had heard was based on the story of a new executive’s struggle after his rise to the top spot with an all too familiar story. He described what many face as they ascend the ranks of an organization: that what they did previously, even very successfully, did little to prepare them for the challenges of their new position. Note, this was not due to a lack of technical knowledge. Leaders who have been very successful in their previous roles clearly possess the full range of skill set that helped fuel that success. The problem is that ascending the ranks requires a different skill set that may, or even likely builds on that previous technical knowledge but no longer engages in that activity as there is simply not enough time at the higher level.

The point was made that many people in business today are thrown into leadership positions with very little training. I’m not sure this is as common as it used to be and have a slightly different take. Consider the context of our present time. There are an estimated excess of 14,000 new business titles are published annually – many of which are available on audio and, or summary form. What are we to make of such a volume of information? Is is possible to actually say something radically and essentially new? At a minimum, we are repeating many topics over and over. Another example is the popularity of leadership and management as a blog influencer categories. There is an astonishing flow of information from these very popular topics as seen here, or the Google Ngram Viewer below charting the last century:

Combine this with seemingly unlimited online educational and certification outlets and it would appear that training opportunities are at an all time high. So with all the availability of preparatory material, what is the problem? What I would say is that many are thrown into leadership, not without an attempt at training (probably just the opposite), but with very little actual preparation. I think all of the above stated options (with the possible exception of extreme excess number of books published) represent wonderful opportunities and a golden age of sorts that we are living in in terms of what we can do with the availability of information. But the training must come alongside actual preparation.

As an anecdote to the current employment market, we frequently read or hear that there are open positions (especially at higher or more technical levels) that cannot be filled. How is this possible? One reason for this is likely due to the reduction of much of the middle in most organizations in the last two decades. Is it any wonder there has been so little preparation in terms of succession planning? This is especially true in leadership. This trend is not only unlikely to change, but will probably continue its current direction for many years to come. So where does this leave someone who is trying to move forward but feels stuck? It leaves them in the same place we were warned of decades ago at the advent of the information worker. The difference is, we are for years now, in full swing of the information-service delivery workplace, but we simply have not adjusted well to a post-industrial job market. The situation is not hopeless, but help at an institutional level is not on the way, and that is a very significant distinction to a job market in decades past. You have to take intentional steps to move forward, if you are going to move forward. I have some ideas, as do many others, but that is for a subsequent post.

Inspiring Progress From Current Resources to Future Aspirations

This post is my exposition of a keynote address at a conference for finance professionals I attended earlier this year. The context was interesting because the audience was made up of municipal finance leaders, many of whom have spent much of their careers in the context of local government. The speaker is a very successful corporate entrepreneur and leader whose keynote was aimed at addressing the challenges of bringing about the best within an organization during times of great change, limited resources and all subsequent challenges. The challenge was, how do we reach our aspirations? From one professional to another, here are what I considered to be some excellent points along with my thoughts:

What Matters Now in the Era of Post-Revolution – We have experienced the industrial, information, and now the vocational revolution (so to speak). This creates a radical and essentially different set of challenges that are particular to today’s leader. Some things (such as human nature) have not changed, but among those that have are fragility in the financial markets, globalism, technology, sociology and now most particularly, the rapidity of change. Change management has always been a struggle, but what has intensified is the speed at which things occur. We have to be mindful of this, ahead of the curve and ready to respond.

We Need CREATIVITY to Solve Problems – Every leader must provide a certain level of inspiration to bring about this creativity. My takeaway: every person (position) needs to be inspired. This is OUR job as leaders. Some years ago I was watching an interview regarding getting accepted into a business related doctoral program at Stanford. I was surprised to hear that one of the things they look for in a candidate is creativity. But this makes perfect sense and it is no different in the daily grind of business. Creativity in financial or business operations does not mean a lack of compliance with laws, guidelines or other controls. But it does mean viewing operations considerably different, then applying innovation, sometimes within the scope of the same resources already available.

All Roads Lead to Change Management – We NEED disruptive innovation, this is where progress is made. This is a required flexibility that does not have a shelf life; it is ongoing and continuous. Speed, efficiencies and breaking down orthodoxies – these are the requisite skill sets. Failed organizations fail by change outstripping their strengths (which then becomes their liabilities).

Think Lean – Distributed leadership means ownership and FORWARD contributions by every employee, not simply a dictate by the hierarchy. We want employees to think, not just do! Those in leadership need to accept ideas, respectful input and feedback. Organizations will move forward with a creative, rule-breaking mindset, not the construction of hierarchies, which is how our systems worked in the past.

Pursue Greatness, Whatever Your Interests – Encourage your team to pursue personal greatness in terms of learning, interests and what motivates THEM. This motivates greatness as an organization. We need to believe the extraordinary is possible. The trick is understanding how a support function (such as operations in a finance department) may not directly experience radical innovation (versus incremental service innovation since accounting rules must be obeyed, for example), but how we may contribute. Leadership is about defining our organizational culture for this type of greatness and the ability to be adaptive. The obvious hesitancy is that an employee will pursue education and training, then apply it somewhere else. Are we sure about this? It may inspire creativity, problem solving and innovation. We can only know for sure if we try it out.

Employment Participation Rates

Two charts say a lot about civilian labor participation rates. One from the St. Louis Fed (FRED) showing civilian labor participation over the last 36 years:

Civilian Labor Force Participation FRED

The other, from the BLS showing a labor trend over the same time span for those 65 and over:

Civilian Labor Force Over 65 BLS

What are the long-term implications for this? We certainly cannot draw a conclusion based on two charts alone, but this is a recurring theme as we consider retirement (whether it be a pension, Social Security, or any other form) as well as employment among a very large segment of the population made up of Millennial’s. There is a lot of discussion of the number and percentage of Americans 65. The projections in the next 20 years are alarming. A recent post on Five Thirty Eight observes the following:

The recession may have delayed the inevitable for a time. The financial crisis wiped away billions in retirement savings, forcing many Americans to work longer than planned. But the stock market has since rebounded, and there are signs that more Americans are at last feeling confident enough to leave the workforce. The labor force participation rate for older Americans — the share of those 55 and older who are working or actively looking for work — has fallen over the past year after rising through the recession and early years of the recovery. Roughly 17 percent of baby boomers now report that they are retired, up from 10 percent in 2010.

While I agree that some temporarily prolonged entering retirement due to market, the problem with this conclusion on its own is that the trend of increased participation rate among this age group predates this statistic by about 30 years. What’s more, this trend not only predates the statistic, but by an astonishing rate of increase in the last fifteen or so years. I do not believe this trend is the result of simply living longer and certainly not the result of the average American’s job satisfaction. A BLS table for all age groups covering twenty years from 1992-2012 further punctuates this point: steady increases in participation rates as a whole begin with those 55 and older. This really ramps up among those in the retirement age ranks:

Civilian Labor Force Participation Table

I think it is also difficult to draw clear conclusions of what this all means because we do not have a precedent in our country or our labor force to compare this to. Oddly enough, many of those in the higher participation categories have spent much of their careers in what might be considered the golden age of pensions and retirement options. And yet, participation rates from that age group have continued to increase (unless that trend is now reversed permanently based on the series data from the current year). What is required is that we rethink work, careers and entrepreneurship for all age groups. Sixteen years ago Peter Drucker said, “Demographics are the single most important factor that nobody pays attention to, and when they do pay attention, they miss the point.” Speaking of the coming avalanche of retired [age] knowledge workers that he and a few others seem to see very clearly:

Retired knowledge workers with marketable skills are going back to work–but not full-time, not to an office, not to commuting. Working part-time beats sitting at home and moaning or playing bridge all day. The bottom line is that if you go forward to 2010, when baby-boomers will be retiring, increasingly fewer will be blue-collar workers. So most will be able to work well into their 70s.

Three years later (2001) in The Economist, he went on to make the point that while we cannot predict what a new economy is exactly or what it will look like, but that radical and essential sociological shifts are here and now. Perhaps we should have paid more attention to this thirteen years ago. He also pointed out as I stated earlier, the difficulty is that we have little to compare it to in this country. He saw it as plain as day:

Within 20 or 25 years, however, perhaps as many as half the people who work for an organisation will not be employed by it, certainly not on a full-time basis. This will be especially true for older people. New ways of working with people at arm’s length will increasingly become the central managerial issue of employing organisations, and not just of businesses.

Again, adding to this trend, the last six years of our economy has had found implications on what it means for younger people looking for jobs. There is also a remarkable struggle among those of an older age bracket dealing with the challenges of mismatched skill sets. Combine this with the natural order of innovation and technology that now affects jobs previously untouched by technology (information based, service, clerical, etc.) and you have this whole new social order that was spoken of fifteen years ago. In spite of this, there are still tremendous opportunities. But the biggest difference is how much pressure is put on the individual to take active and aggressive steps to take charge of their own future. I think this begins with a complete rework of our perspective of what career means.