Dr. Paul White

Archive for the 'Parenting Adult Children' Category

What is the Purpose of Work?

Monday, July 30th, 2007

“What is the purpose of work?” is both a personal question for me and a key question for many of the families with whom I work (although they don’t necessarily ask it directly like that).  Consistent with the stereotype of a hardworking Midwestern farmer, I am a pretty hard-working guy (I am not a farmer, but come from that heritage). So I work fairly long hours, but probably more importantly, I work consistently — not taking many days off or vacations. Not bragging. Not looking for either respect or sympathy. Just describing the situation.

And the question, “What is the purpose of work?”, is relevant to many of my clientele families at many levels. For many, they no longer have to work in order to support themselves or their families. They have been successful in business, investing, or wealth-creation of some kind and now have sufficient financial resources for the rest of their lives. But most (not all) continue in some form of work — investing their time, energy and intellectual capital in new endeavors. Why?

And the purpose (or meaning) of work intersects their lives at another level — their children (and sometimes grandchildren) either currently have or will have access to more than enough money and financial assets that they really will never have to work in order to support themselves or their families. So the question becomes: Why should they work? (or even prepare for working through education?) A somewhat easy question to answer at a theoretical or principle-based level, but far more difficult in real life conversations when your kids ask the question.

I am not presupposing I have all the potential answers to these questions, but I have thought it through some (and discussed the issue with a lot of people). So here are some of my thoughts.

First, let me define what I mean by “work”. I am talking about meaningful and productive life activity. It does not only mean a paying job — most adults do some forms of work that are not paying (making meals, doing the dishes, lawncare, paying the bills, laundry) — although many wealthy individuals and families hire these tasks out to others. I think probably the most undervalued form of non-paying work is parenting, and more specifically, mothering. Mothers work long, hard hours; they don’t get paid; and they don’t typically get much in return (accolades, thanks, recognition). Mothering is, flat out, a tough job. There are additional non-paying jobs in the forms of community service and volunteering. So work is not defined by payment in this context.

In fact, that segues into one of the core questions about work in our culture today — if you have enough money, why work? And the converse of this question actually is the implicit (and sometimes explicitly stated) goal for many — “I want to get rich and have a lot of money so I can quit my job and never have to work again!” Aside from fame, I think this is the primary driving force for those who desire to be professional athletes, movie stars, entertainers, record producers, and possibly many entrepreneurs.

The inferred meaning of work from this perspective is: The purpose of work is to make money.

So if you have “enough” money (which is a personal definition), you don’t have to work. This is where the dilemma intersects with children and heirs of significant financial wealth — if the primary purpose of work is to make money, and we have all the money we need, why should I go get a job? And why should I study hard in school to get a job I don’t need?

The problem is, from my perspective, this is a limited view of work. Work, besides making money, is meaningful daily life activity — making something, serving someone, providing something of worth to others (either individually or to the community in which you live [local or globally]). And I believe it is woven into the nature of humans to both desire meaningful, productive activity and to gain satisfaction from the same.

This actually creates some challenges in some kinds of work — you don’t always see the product of your time and effort. In my field of counseling and consulting, my “products” are somewhat ethereal. You can’t always see the results of my efforts (sometimes not immediately, but later; sometimes for a brief time period and then they seem to dissipate; sometimes not ever!) So I counteract this by doing more physical tasks in my avocational time — trimming trees, writing an article — a task where I can see some type of visible result.

Now, for me personally, I am not in the situation where I am able to “not work” (for pay). I still need income to support my family. But even for me, I ask (especially when I am weary or discouraged) — besides earning money, for what purpose am I working? What am I trying to accomplish? What am I accomplishing? Does it matter? To whom? (And does it matter if it makes any difference to someone else?) [To those of you with whom I work, I am not indirectly looking for accolades or reassurance of my efforts — I am letting you in on my internal thought processes.]

One of the reasons I went into the counseling profession initially was because I wanted to make a difference in people’s lives, rather than manufacture (or sell) some physical object that may or may not really enhance the quality of anyone’s life. But that is a value decision on my part. And even so, is that the core reason to work — to make a difference in people’s lives, or to improve the world? Maybe, maybe not.

Besides these reasons, what are other purposes of work? For some, there is a spiritual aspect. For others, work can be the mechanism through which they discover themselves and become all they were meant to be.

Realistically speaking, I think work can become the measure by which we attempt to gain self-worth (to some, being a Vice President of a company means you are better as a person than if you were a factory assemblyman). And I think it is also a way we try to gain acceptance or recognition from others — other people will think more of us if we are more “successful” in our careers. No judgment here on these, just laying it on the line.

So the question remains — what is the purpose of work? Why do you do what you do? Is it just because you “have to” (or you feel you have to)? Think about it.

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A related, interesting question to me is: what is the purpose of leisure? (Especially since, from my perspective, our culture pursues leisure like a cocaine addict pursues their next fix.)

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What is a “Good Work Ethic”, really?

Sunday, June 10th, 2007

When I talk to business owners and managers and ask them what they are looking for in potential employees, “a good work ethic” is always one of the characteristics cited.  (This is also a frequent response from parents when they are asked what character qualities they desire for their children.)  Unfortunately, today there are many factors which have undermined this “good work ethic”—to the point that one of the major complaints about young people in our culture today is their lack of motivation and drive. 

Often, when individuals use common terms, they do not always have the same meaning across different people.  I find this to be the case when people talk about having a “good work ethic”. Most people have a general idea of what a “good work ethic” is, but when asked, they really can’t define it.   Often they stumble and say something like, “You know, someone who works hard.”  From my point of view, this is not a sufficient description.  And more importantly, if a character quality cannot  be accurately defined, it cannot be effectively developed..

Therefore, let’s examine more closely those skills and behaviors that a “good worker” demonstrates.

            Punctual.  Employers want someone who will show up on time and will be ready to work.  (Hint: “on time” to employers means being at your desk or workstation ready to work at the starting time, not rushing in at the last minute, with your Starbucks in one hand and a bagel in your mouth.)  A major issue in our culture today is that people frequently “run late” (which really reflects either a lack of planning, low commitment on their part, or poor self discipline.)

            Follows Instructions.  Employers often claim to me that many people today either “don’t listen” or they don’t follow instructions, thinking that they know how to do the task better than their supervisor or employer.   From a business perspective, it is critical for workers to follow instructions and procedures which the business has found to be most effective, safe and produces the product or service that the customer desires.  Rarely will an employer keep on an employee who consistently fails to follow the instructions given to them.

            The Ability and Willingness to Learn.  A critical characteristic for career success in our rapidly changing culture is an individual’s ability to continue to learn.  With the explosion of information as well as new technologies being developed all the time, an individual must continue to learn in order to function in the world today.  Obviously, each person’s ability to learn varies according to their individual abilities.  However, a willingness to learn and an interest in learning is an important character quality that will lead to success rather than an attitude of “I don’t need to know that.”

          Performs Quality Work.  Paying attention to detail, doing a job which one can be “proud of”, and completing a task successfully are important characteristics for young people to develop.  Given that “work” is essentially about providing goods or services to customers, those products and services provided need to be at or above the quality desired by the customer.  An important characteristic to be developed is for an individual to be able to provide good quality work without being closely supervised. (And “going above and beyond the call of duty” makes an employee stand out to their supervisor!)

            A Positive ‘Can Do’ Attitude.  Individuals who approach a task with the attitude of “let’s see how we can get this done” are obviously going to be more successful than workers who have a negative attitude, are critical and complaining.  Some of my friends describe this as a “yes” face.  Obviously, individuals with a positive attitude are more pleasant to be around than those with a sour, complaining demeanor. 

            Complete Work in a Timely Fashion.  This relates to punctuality but deserves further comment.  Customers and clients need tasks completed so that they can continue their business and daily life tasks.  Few things are more frustrating than to have engaged a company to do work for you, have the project started, possibly pay them for part of the work and then the project drags out indefinitely.  The ability to correctly estimate how much time a project will take (allowing for challenges and mistakes) and then being able to gather the resources necessary to complete the task on time is an important skill set to have. 

            Being a Hard Worker.  A good, “hard worker” is every employer’s delight.  But even this quality needs to be defined.  A hard worker does the following:  (a) stays on task, and does not need close supervision or repeated redirection to do so; (b) puts forth a consistent, good effort and does not take excessive breaks; (c) continues to work hard even when they are tired and even though no one is watching them;  (d) completes the job given, and when they complete a task, they look for other work to be done.

So, it seems there are a few ways to use this information. If you are a business owner, manager or supervision, you could share this information with your employees as a way of educating them of the characteristics you desire. I also would expect that a number of parents will be sharing this list with their kids/teens/young adult children. And finally, if each of us individually works on these characteristics in our own lives – the world will be a better place to live and work!  (Sounds corny, but true.)

 

 

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Let Them Grow Up and Become Adults: Relating Effectively to Your Adult Children

Thursday, August 3rd, 2006

One of the most common themes I have seen in relationships between older adults and their children (who are now adults themselves) is how the kids (although they are 25, 30, even 40 and beyond) still act like “kids”. And part of this is because their parents continue to come to their rescue when their children make poor choices.

Parents want their children to be “happy” and, as a result, mistakenly intervene in their children’s lives when they should “let them be” and learn from their mistakes. Here are three additional skills required for healthy parent-adult child relationships.

Set appropriate roles and boundaries

In most families, some clear agreement exists as to the appropriate boundaries for parents and their young children. But when those children reach young adulthood, new definitions of roles and boundaries must evolve. Parents are bound to encounter problems if they attempt to set limits on the behavior of an adult offspring–unless these actions are directly affecting the parents. Providing choices with associated consequences is also usually inappropriate. In healthy adult relationships, the role of parent shifts from that of an authority figure to that of an advisor. If the role does not change, frustration and rebellion can be the result. This often leads a child to distance himself from his parents, or, conversely, perpetuates an ongoing parent-child relationship that continues an unhealthy, childlike dependency.

Allow family members to make choices and experience the consequences

In families in which children have not been required to accept responsibility for their actions while growing up, and their lives have been cushioned by their parents’ wealth and power, the development of personal responsibility is delayed. As these children become older, parents will find it more and more difficult to break this pattern. We have seen many wealthy second- and third- generation adults who have been propped up by parents, and who appear successful. But they are not able to sustain purposeful careers or relationships on their own. This often leads to severe dysfunctional patterns, including a wide range of addictive behaviors. Occasionally, and usually with the help of a professional counselor, the younger adult family members are allowed to experience the consequences of their choices–without their parents rescuing them. After a challenging and seemingly dark period, the child’s strengths begin to emerge, and the young adult begins to develop his true potential. Ironically, this potentially will remain wholly undeveloped unless parents withdraw their support.

Separate love and acceptance from competence and responsibility

In many highly successful families, parents unwittingly communicate that their love and acceptance is tied to their child’s performance and achievement. While it is important to raise children with a sense of personal competence and responsibility, family members need to know that they are loved and accepted regardless of what they do. This is a difficult balance to achieve. In fact, many individuals, even as older adults, are still striving to gain their parents’ acceptance and approval. In and adult-to-adult parent-child relationship, there are often opportunities for family members to have meaningful conversations about their relationship and to affirm their love for one another, apart from what they have achieved in life. In fact, many adult offspring who have made poor choices in their lives are able to begin a new, healthier path when they truly experience their parents’ affection in spite of their past mistakes–the effects can be powerful and healing. In the strongest families, love and acceptance are extended to everyone, regardless of circumstances.

Parenting adult offspring is challenging in ways that are unique to the generations living today. People are living longer, more robust lives than those of previous generations, while geographical distance and mobility have diffused relatives and their relationships. In many families, it is the transfer of wealth that has become an important focus of their relationships. This inevitably affects the relational dynamics between parents and their adult children.

While parenting when children are young has its inimitable challenges, the transition to healthy relationships between parent and child when both are adults can be equally difficult. We can all take the lead in our families by reviewing and revising our own roles and boundaries, in tuning up our communication practices and working to extend trust and love. We can stretch to take the high road in life’s many decisions–making many uncomfortable compromises–and learn to focus on ways to love and accept one another regardless of life’s circumstances.

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Parenting Adult Children: You Can’t Send Them to “Time Out” Anymore

Wednesday, August 2nd, 2006

The dynamics between parents and their kids changes as both get older — this is true when children move from toddlers to school-age to teens and beyond. It is especially true when they become adults.

Here are some new skills needed in these adult-adult relationships (from article, “The New Generation Gap” in the July edition of Worth).

To a great extent, the skills needed to parent adult offspring well are the same as the same as the skills needed for parenting young children as well. These skills, however, must be applied in new ways as children age, as a relationship shifts from that as a caregiver and child to that of two adults. This move to adult-to-adult interaction, within the context of an ongoing parental relationship, presents the most challenging dilemma for many families. We have identified specific tactics for smoothing this transition.

Establish healthy communication patterns

The rules of healthy communication are deceptively simple. For example, the primary rule–speak for yourself– seems as if it should be as natural as breathing. But many unhealthy variations abound. The second rule–listening to others–is likewise much more difficult to master than it appears. In many families, true, active listening is a rare commodity. There are other communication skills that are vital to building strong bonds: avoid criticizing, belittling or insulting others; remain in the present and jettison past offenses; and show respect for one another. They seem obvious, but many people find it all too difficult to follow these rules consistently.

Teach and learn appropriate assertiveness skills.

Assertiveness is the masterery of standing up for yourself and communicating your needs in a manner that minimizes the potential for offending the other person. The two most important components of assertiveness are 1) the well-crafted statement that offers several steps to address a recurrent problem, and 2) the practice of saying what you mean in the moment. Simply put, the ability to say “yes” if your response is yes, and “no” if your response is no. Assertiveness is a mainstay of healthy communication, but many adults struggle in applying these skills to their relationship with their parents. This is especially true when offspring fear reprisal from their parents, particularly the loss of financial support.

Actively build trust.

Trust is essential to any positive exchange between two people. In healthy relationships, building trust involves an ongoing process. The foundation of trust is the belief that the other person does not intend to harm you. Trust also requires acceptance, accountability and openness. In contrast, keeping secrets, denying accountability, acting irresponsibly, blaming others and attempting to exert control are patterns that damage trust and impair the building of healthy relationships.

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The New Generation Gap: Parenting Adult Children

Wednesday, August 2nd, 2006

One of the trends that has become obvious in our culture is the issue of relationships between older adults — let’s say anywhere from mid-40’s (although that’s not old!) to eighty and beyond — and their adult children. These “adult children” range from late teen’s thru the 20’s & 30’s to individuals who are 40 and into their 60’s (sometimes older!).

And we all know it is definitely weird to be “parented” when you are 40 years old. So recently, I coauthored an article which was just published in Worth magazine (www.worth.com) that addresses the challenges of developing healthy relationships between parents and their adult offspring. I was pleased to be able to write the article with my friend, Thayer Willis (www.thayerwillis.com).

Here are some thoughts from the article:

The demographics of the American family are shifting as our population ages, leaving many people, at a time when they should be enjoying their adult lives, instead struggling to with challenges that no other generation has faced.

Hapily, today’s parents are living longer and remaining healthier and more functional at older ages. Their presence in their family’s lives is expanding as they continue to be vitally engaged in managing their family’s finances, businesses and philanthropic efforts. But they also wrestle with how to “parent” their adult children and find appropriate ways to provide input and guidance to the younger family members-particularly when it comes to potentially thorny issues. Some parents expect their relationships with adult children to evolve into friendships, while others continue to relate to them as children.

Simultaneously, many young offspring are delaying independence from their parents. They frequently are not fully prepared for a career until reaching their mid-20s or even early 30s. Additionally, more young adults are returning home after completing college or having lived on their own. Some of them are expeted to– or expected to– work in a family enterprise run by a parent, which can further stifle independence and strain relationships.

These adult children commonly battle a range of conflicting thoughts. While they can feel overly controlled by their parents and resent any perceived intrusiveness, they can also feel embarassed by their lack of independence- particularly when dealing with finances. Naturally, this “next generation” also harbors concerns about their parents’ need for assistance from them as they age, as well as how to deal with their physical frailty and declining mental capabilities.

Meanwhile, adult children, both young and middle-age, recieve increasing amounts of direct financial assistance from their parents. This largesse takes many forms: annual gifts that can range from nominal awards to of $5,000 up into many digits; cash or its equivalent to help with buying a home; the opportunity to buy hand-me-down vehicles from parents; exotic family vacations underwritten by the parents, or tuition payments or saving plans for a grandchild’s private education. None of these gifts are innapropriate, in and of themselves. However, they do create new and different relational dynamics between parents and their adult children that must be carefully managed.

Paul

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