Share Now: What Not to Say to Older Co-Workers

4 Ageist Phrases to Quit Saying at The Office

from U.S. News & World Report

(Editor's Note) As people delay retirement, It is becoming more important to bridge the gap between generations at the workplace. In this article in U.S.News and World Report, Susannah Snider discusses how thoughtless comments made by co-workers can be ageist and hurtful. Although the Age Discrimination in Employment Act is in place to protect older workers, it cannot prevent an occasional dig by a younger colleague when it comes to technical skills or trends.Ageist comments make people feel devalued,  they lose confidence, and work performance can be affected.

The author identifies 4 common phrases that should be avoided:

1. "You're overqualified." This statement, typically lobbed at job applicants, "is almost always code for 'You're too old,'" says Joanna Lahey, associate professor at Texas A&M University and expert on age discrimination and the relationship between age and labor market outcomes...
2. "Don't worry, you don't need to take that computer training class." Employees should avoid the assumption that older workers are technological dinosaurs who can't learn new skills.
Seasoned employees are assumed to be "adverse to change, that they won't take on new technologies," says Jessica Kriegel, author of "Unfairly Labeled: How Your Workplace Can Benefit From Ditching Generational Stereotypes." "But it's often older workers who are implementing the changes to the technology."

Read complete article here.

FREE WEBINAR: “5 Simple Tips to Beat Age Discrimination” Register Here

NYT: Lessons on Aging Well From a 105-year Old

Joel Saget/Agence-France Press-Getty Images

Editor's Note: On January 4, 2017, Robert Marchand set a new World's Record by cycling more than 14 miles around a track in an hour - in the 105 year-plus category! This was not Mr. Marchand's first record. He had already set a world's record for the 100+ category 3 years prior when he came to the attention of a French professor of exercise science. She had a theory (untested) that if older athletes actually exercised more, they could increase their levels of fitness. Mr. Marchand agreed to participate in the study which is discussed in a recent article in The New York Times.

Mr. Marchand followed this program for two years. Then he attempted to best his own one-hour track record.
First, however, Dr. Billat and her colleagues remeasured all of the physiological markers they had tested two years before.
Mr. Marchand's VO2 Max (an accepted scientific indicator of fitness) was now about 13 percent higher than it had been before, she found, and comparable to the aerobic capacity of a healthy, average 50-year-old. He also had added to his pedaling power, increasing that measure by nearly 40 percent.
Unsurprisingly, his cycling performance subsequently also improved considerably. During his ensuing world record attempt, he pedaled for almost 17 miles, about three miles farther than he had covered during his first record-setting ride.

Read the complete article here.

Learn the "49 Benefits of Hiring an Older Worker" Here

14 Job Interview Problems & Solutions for Baby Boomers

Those in transition do face uphill climbs in these troubled employment waters. One group particularly impacted dramatically is the “seasoned” worker AKA, the Baby Boomer.

In life, perception is often reality and there are many perceptions of the mature candidate. Those who fall into this category must anticipate what they potentially are and be prepared to overcome them. Let’s examine these areas of concern, both spoken and unspoken, that many employers consider when interviewing the Baby Boomer generation.

Perception #1: Baby Boomers are “overpriced”. Because of this, they are more likely to be made redundant in a bad economy. Younger workers are more “affordable”. Even if older workers are willing to take a pay cut or make a lateral move in regard to money to get the job, employers sometimes fear that their job satisfaction will be compromised at a lower or equal salary and that they won’t stay or be motivated.

Perception #2: They’re settling. Employers fear that if the mature candidate has been unemployed awhile and previously employed in a capacity beyond that for which they’re interviewing, they’re only willing to take the position until something better comes along. In other words, they simply need a job.

Perception #3: They’re looking for a retirement home. Motivations are attributed to having a place to hang their hat for a few years and get benefits. This is usually far from the truth, but can be a concern nonetheless.

Perception #4: They’ve lost the “edge”. An underlying fear here is that older workers won’t have the same drive and determination (otherwise most often referred to as ‘fire in the belly’) as they once did, the belief being that their younger counterparts may be “hungrier”.

Perception #5: Their credentials aren’t equivalent to those of their younger counterparts. Sometimes older workers don’t have the same educational credentials as younger workers. Baby Boomers more often went to the ’school of hard knocks’ as opposed to going the traditional educational route as is more common today. An education back then, though important, didn’t carry the weight it does today in many companies and organizations.

Perception #6: They’re job hoppers. Older workers have more jobs on their resume, leading to the perception that they’re ‘job hoppers’ regardless of time frame involved.

Perception #7: They have too many expenses attached to them. Health insurance costs are higher for older workers. It’s a practical consideration for employers who provide health coverage to their employees, maybe even more of a consideration today with the possible changes in the healthcare system being discussed.

Perception #8: They’re limited in flexibility. Younger workers tend to be more mobile either to relocate or travel, whether now or in the future. In some careers, that can be a benefit to a corporation.

Perception #9: They’re overqualified. This perception can be valid. Older workers often find themselves interviewing for positions with someone they could easily have managed themselves at some point in their careers. It can be intimidating to a younger manager.

Perception #10: They’re likely to be dissatisfied. The longer a career, the more likely a person may have gone the entrepreneurial route at some point, leading to the perception that they won’t be happy in a corporate environment working for someone else.

Perception #11: They don’t portray the right image for the company or fit with the culture. Appearance is a factor, especially in sales positions or any position where you’re meeting with the public. Older people sometimes face discrimination based on the ‘image factor’. Whether fair or not, it is reality.

Perception #12: They’re outdated. Their skills may be outdated, especially in technical areas like computers. Older workers may not be able to keep up with the Gen Y’er’s in terms of computer social networking abilities. This is changing as the mature worker becomes more Internet-aware but it is still a reservation on the part of some younger managers.

Perception #13: They’re rigid. The “you can’t teach an old dog new tricks” mentality is a factor. There are concerns that mature employees won’t be able to adapt to new ways of doing things or that they are set in their ways and have preconceived views of how things are and should be.

Perception #14: They’re not moldable. Employers very often like to ‘grow their own’. A younger worker is perceived as more trainable and moldable. Many companies like to train people themselves and older workers are sometimes perceived as coming with ‘baggage’ from their previous employers.

A long list, isn’t it? It can be daunting and also a bit unsettling if you’re getting older. It would seem with all these possible roadblocks, a seasoned job hunter would never get hired. Let’s dispel that myth. It happens every day, but to bust that myth in your own personal situation, being forewarned is forearmed. If you understand the mindset of some employers and interviewers and the possible perceptions you’ll face, you can be ready to deal with and overcome them to your advantage.

What do older workers bring to the table that can overcome these objections? A number of things:

1. Life experience. This can not be bought or learned in a college. Traveling the road of life, you learn to deal with a myriad of situations and gain the ability to overcome obstacles. Common sense can’t be taught or easily gained without experience.

2. Skills to overcome adversity. Mature candidates generally are more adept at problem solving and have a track record of doing so. Again, it comes with experience.

3. Stability. An older person is actually NOT as likely to ‘job hop’ within a year or two. The younger candidate is far more likely to move from one company to another for a slight increase in salary, title, or opportunity.

4. Commitment. Loyalty is usually highly valued by older workers. Their parents worked for decades at companies and had the “gold watch at retirement mentality”. That attitude is ingrained in the Baby Boomer generation as well to some degree. They tend to be very committed to the company they are employed with and have a strong loyalty to their manager. I have seen this many times in my recruiting career. The more mature a candidate is, the harder he is to woo and recruit.

5. The ability to take on a mentoring role. There is research now that indicates that the Gen Yer’s who have a reputation for doing things in an ‘out of the box’ fashion are embracing the traditional as a ‘new way’. They value the input from Baby Boomers in the workplace. They often want to learn from them and use them as mentors in furthering their career objectives.

6. Less conflicts. Older workers are not as likely to have family issues that interfere with their jobs. Their children are grown, gone, and established.

7. High motivation on a practical level. Often the older employee is the sole or primary bread winner. The younger worker is often part of a dual income family.

8. Connections. They likely have business relationships that have deep roots based on longevity. Younger workers have a web of contacts as well, but the nature of that network is different. An older worker’s network of contacts, friends and business associates is often deep, rich, and based on lifelong relationships.

How can you, as a mature candidate compete in this marathon to the job offer?

1. Bearing all of the above advantages in mind, don’t underestimate your value. Incorporate some of these concepts into your interview presentation, especially if you run into objections.

2. Stay abreast of changes in the industry you have experience in. All industries evolve, change and adapt to the fluctuations of the market. Stay on top of the industry trends.

3. Learn to be a social networking whiz. Okay, I never believed personally that I’d be a social networking devotee, but I am. It’s becoming essential in this world. Know that and decide to be aware and active.

4. Take classes to enhance skills you lack. These might include computer skills, technical skills that are industry specific, or enhancing your public speaking if that’s a benefit. Keep learning!

5. Learn to package your skills in accordance with the employer specifications. Past duties and functions are of value if packaged correctly and portrayed in the right way.

6. Stay active in order to demonstrate the ‘fire in the belly’ attitude. Drive and determination are still highly desired in employees, and older workers who can show that they continue to meet and exceed their life goals have a better chance of finding gainful employment.

Above all, keep a positive attitude and remember: you still have a lot to give.

~~Mark Ste. Marie

Looking To Change Your Career. Free Skills Analysis here

Baby Boomer Interview Tips:Do You Know How To Interview With A Younger Generation?

Going through an interview session with the younger generation can certainly present an entirely different set of problems for baby boomers. However, there's no need for older job seekers to get disheartened so easily. In addition to older employees having more job experience, there is also the Federal Age Discrimination in Employment Act.


Addressing Retirement Issues
Questions relating to your retirement or future career plans are usually asked to candidates to determine whether the job will be used as a bridge to fill in retirement gaps. The question "what are your expectations from the job a few years down the line" is another way of asking the same question.
No matter how the interviewer puts the question, be sure that you tackle it gracefully. While it would be better to discuss the retirement issue honestly, you also need to convince the interviewer that you are looking forward to long-term employment.


Salary Requirements
Although this is a tough question that definitely arises at every interview, dealing with salary issues will require skillful negotiation on your part. This question can prove to be even more difficult for older candidates with years, even decades, of expertise and experience to answer. However, in order to avoid your former income from working against you, you should make every attempt to reply in a firm but cool tone.
At first, try giving a noncommittal answer - but if probed further, give a salary range. Generally, you should refrain from stating exact figures regarding your salary requirements. And, you should always let the employer give the first number.
Needless to say, do some research on the position and its salary before attending the interview.



According to the Act, any kind of employment discrimination against those over 40 is illegal. Listed below are a few common interview questions based on age - and some helpful tips on how to answer or avoid them tactfully.

Click here to read part 2 of this article

Do You Know the 49 Benefits to Hiring an Older Skilled Worker?

It's Not JUST About the Money

Your brain on retirement is not nearly as sharp.

(Editor's note) Were you looking forward to retirement at 55, 60 or 65? You planned for  your "golden years," only to find your retirement funds slashed by the recession and social security benefits insufficient. You must keep working into your 60's, maybe even your 70's. There is  a silver lining to continue working; a study, discussed in the Washington Post, is now proving that  working is not only good for your physical health but is also good for your mental health. The study is looking at overall health, chronic diseases, ability to perform daily activities, happiness levels, and more. The "sweet spot" for retirement is estimated at the  late 60's:

“Retiring too early can hurt you,” said Esteban Calvo, a sociologist with the Columbia Aging Center and the Institute of Public Policy at Diego Portales University in Chile. He is currently conducting a longitudinal study looking at over 100,000 people in 21 countries to determine the physical and mental effects of retirement. 

So far, the study, “Should I Stay or Should I Go?” shows negative effects for those who retire earlier than the mean age - and the outcomes are worse the earlier you stop working. “At 50 it will be very, very bad for your health,” Calvo said. “At 60 it will be bad but not as bad as at age 50.” Read the complete article here.

49 Benefits to Hiring an Older Skilled Worker - DOWNLOAD HERE 

 Things You Can and Can't Do About Age Bias - Read More Here

LATEST POLL: Election Stress and Older Americans

"People are so stressed by this election that the American Psychological Association has coping tips."  ~The Washington Post

Editor's Note: Yes, "election stress" is a thing, and, according to a poll by the American Psychological Association, an average of 52% of Republicans and Democrats  feel stress from the election campaigns. Social media users have more anxiety because of  constant media exposure. But, older Americans are especially feeling the stress of this election possibly because many issues that are particularly important to them aren't as discussed  - health insurance, medicare, prescription costs, social security, retirement.

The APA outlined a few more ways to manage the stress of this election. And, if none of the below helps you cope, just keep reminding yourself, it's almost over.

• If the 24-hour news cycle of claims and counterclaims from the candidates is causing you stress, limit your media consumption. Read just enough to stay informed. Turn off the news feed or take a digital break. Take some time for yourself, go for a walk, or spend time with friends and family doing things that you enjoy.

Read Complete Article Here.

CLICK HERE to get 49 Benefits of Hiring an Older Worker

Baby Boomer Interview Tips (2)

Dealing with Competence Issues

Even though the interviewer will not (or should not) ask questions related to your health, efficiency and mental capacity directly, you will almost certainly be asked variations of these questions. For example, employers may ask if you will be able to cope with fast paced working conditions or if you are OK with working late.

Take this in a positive light and use this opportunity to reveal your skills, qualities, and enthusiasm to the interviewer with the help of the STAR technique (Situation, Task, Action and Result).

Such questions also reveal details about the demands, working hours and expectations of the job.

Questions Related To Experience and Qualifications

Mature candidates often find themselves struggling to answer over-qualification questions. Questions asked may include asking why you are applying for a particular job when your qualifications and experience can secure you a better position. Knowing this, you should include only 10-15 years of experience in your resume. This is particularly true for older jobseekers with 20 years' or more experience.

When answering questions like these, stress your strengths and career achievements. Other questions that are probed in order to find out about your age can be refused, since they are illegal. However, do so in a manner that is not offensive to the interviewer.

Was this article useful?   Free:18 Ways To Network As An Older Job Seeker

By: Tony Jacowski
http://www.streetdirectory.com/travel_guide/188061/job_interview/interview_tips_for_the_baby_boomer.html

How Older Workers Can Find Work

Is it harder for older workers to get back on their feet after they’ve been laid off?
Janine, who lost her job as an operations manager for a California mortgage firm in May 2007, seems to think so. After a decade with the company she was laid off and has been unable to find a new job.

“I am 56 years old, and I've never had to actually look for a job since 1980. Unfortunately, all the people that I would have networked with are also out of work, and many are my age,” says Janine, who did not want her full name used.

“We all feel like the rug was pulled out from under us and are finding it difficult to get back into the work force,” she adds.

Alas, Janine may be onto something.

The re-employment rate among older workers tends to be slightly lower than their younger counterparts, according to data from the U.S. Department of Labor. In 2006, the most recent statistics available on re-employment, 25- to 54-year-olds had the best chance of getting another job. Among this group, 75 percent had new gigs within a year, compared with 61 percent for workers between 55 and 64.

And mass layoffs among older workers as a percentage of the total working population are rising. According to the Labor Department, which defines mass layoffs as job reductions involving more than 50 employees, workers 55 and older accounted for 18.6 percent of the layoffs in 2007, compared with 13.4 percent in 2000.

So what’s working against older workers?

The 50-plus crowd faces a number of challenges, says Jennifer Kalita, a consultant who specializes in helping baby boomers and seniors with their careers.

“Companies can hire younger workers for less money than the 50-plus professional is used to,” she explains. “Employers fear the propensity for more health complications" for older employees, she adds. And they are concerned older workers may not be “as well-versed in tech-speak and processes as younger applicants.”

Another factor hurting older workers is that they have a specific set of skills they have honed over the years, so the range of jobs available to them is limited, notes Jeffrey A. Heath, president of The Landstone Group, an affiliate of recruiting firm MRI. The average 40-year-old, he says, will have had 14 jobs during his or her working life, compared with seven for the average 50-year-old.

No matter what an employer thinks about older workers, discriminating against them in the workplace or when they apply for a job is illegal. But cases of age discrimination — or at least perceptions of it — seem to be climbing. Last year age-discrimination charges filed with the Equal Employment Opportunity Commission jumped more than 13 percent to 19,000. (If you suspect you were turned down because of your age, you can file a claim with the EEOC at its Web site.)

But some companies see the value in recruiting more seasoned workers.

More mature job candidates have extensive work experience and industry knowledge, as well as “big-picture thinking and business management skills,” says Kalita, the consultant.

CVS Caremark Corp., the pharmacy company, is searching for this type of experience. The company heavily recruits workers who are over 50. In the early 1990s, 7 percent of CVS’ workers were 50 and older. Today that figure is 18 percent.

“It’s a business decision,” says Steve Wing, director of work force initiatives for the company. The U.S. population is growing older, so the company wants to make sure it will have the workers it needs in the future, he says. CVS executives also want a work force that mirrors the customer demographics in the towns they serve.

Wing says his company has seen an uptick in the number of older workers on the job market this year as more and more of them are getting downsized.

One problem he’s seen among the pool of older job seekers who have worked for one company for many years is that they have low self-esteem when they enter the job market. “When someone is downsized or a facility closes, there’s a fear factor. They’re thinking, ‘What am I going to do?’ And some of them don’t know how to work a computer or need help with their resume or interviewing skills.”

Wing says many community centers, and groups like the National Council on Aging and the AARP, can provide help.

Workforce expert Tamara Erickson suggests older workers start building their networks.

“Most 30-year-olds have maintained very vibrant networks and have lots of options even if they lose their jobs,” says Erickson, who is also author of “Retire Retirement: Career Strategies for the Boomer Generation.” “But a lot of 50-year-olds just haven’t kept contacts up-to-date and are not using the latest technology like LinkedIn or Plaxo.”

Another strategy Erickson recommends is doing project-based work rather than trying to find full-time work.

It’s a good idea to concentrate your job search on growth industries, advises Jeri Sedlar, who moderates a group on boomer social networking Web site eons.com and is the author of "Don’t Retire, Rewire!" Some areas to consider, she notes, include energy, health care, government and education.

But no matter what job you go for, you have to start believing in yourself and get across how great you are to a prospective employer, she stresses. “Imagine you are sitting on a shelf in grocery store,” she recommends. “Why would someone want to buy you? Should you be repackaged?”

Repackaging means updating skills or learning new ones, and being prepared to walk into a room with enthusiasm rather than despair and desperation. That doesn’t mean you have to go for a four-year college degree or go get your MBA. Experts suggest taking a few courses at a community college or online.

Start letting everyone you know you’re looking for a job, including former co-workers, friends and family. And make sure you have that two-minute elevator speech down so you can articulate what you’re looking for clearly and concisely. “Don’t just hand someone a resume,” Sedlar says.

There are a host of Web sites out there that offer job listings and job-seeking advice. In addition to AARP.org, which lists a host of companies that are older-worker friendly, Jim Toedtman, editor of the AARP Bulletin, recommends these sites as a good place to start: retirementjobs.com, seniorjobbank.com, retiredbrains.com.

We’ve all heard so much about the aging of the work force and how older workers will someday be in the driver's seat when it comes to employment. Unfortunately, the economic climate today has put a squeeze on many 50-plus workers, Toedtman says.

And things probably won’t change drastically, he says, “until people develop portable skills and until employers value experience.”

By Eve Tahmincioglu
msnbc.com contributor
http://www.msnbc.msn.com/id/25119584/

Bobbys " Fast Forward" Tip of the day

Did you know: In Linkedin? If work history of a person is complete, it will show people that both Currently and FORMERLY worked for that company. This is a really  fast way to build a network when targeting a company or industry.
How to:
Go to Linked in
Go to the Search Button
Select Company
Enter the company name

Real person. Real Internship Job: This is a Wake up when an internship changes your Career. Listen closely.

This video is not slick,but if you've wondered what resume building is about. Check out this woman's story!

10 Ways to Reboot Your Brain

Ever walk into a room and forget why you entered? Or completely space out during an important meeting at work? It's frustrating, but usually normal.

Your brain is naturally primed to wander whenever it can, according to a joint study by Harvard University, Dartmouth College, and the University of Aberdeen in Scotland. Using MRI, researchers found that brain regions responsible for "task-unrelated thought" (that is, daydreaming or mind wandering) are almost constantly active when the brain is at rest or performing a task that doesn't require concentration.

Fortunately, brain experts say it's possible to corral that brainpower, filter out distractions, and master any task by improving your concentration. Here are their top tips for refocusing during key moments when your mind starts meandering, but shouldn't.

AT WORK

Unless you love everything about your job, you're bound to zone out occasionally, according to one study: Among 124 people, mind wandering occurred about 30 percent of the time, even during crucial tasks — adding up to many hours of lost productivity. Boredom, fatigue, and stress all spur mind wandering, says study author Michael Kane, PhD, an associate professor of psychology at the University of North Carolina at Greensboro.

And although women were no more likely than men to lose focus, they reported general worrying and anxiety when their attention drifted. Fear not: Some mind wandering is simply your brain taking a healthy break, although sometimes it's best left for another occasion.

Here's what to do about it.

Get organized

If you have several to-dos, decide what to tackle first, and clear all other projects off your desk and computer screen. "Out of sight, out of mind applies," Kane says. "Get rid of memos, e-mails, and anything else that reminds you you're behind."

And go easy on your cubicle's decor. "Even family photos are potential thought stealers," Kane adds, because they're people you're prone to worry about.

Participate

If you daydream during meetings, challenge yourself by thinking of questions and actively joining the discussion, suggests Jonathan W. Schooler, PhD, a professor of psychology at the University of California, Santa Barbara. You may miss a moment if you're formulating a question, but you'll stay focused on the current topic.

Change your scenery

When you start to lose concentration, leave your desk and take a walk outside or to the office common space for a mental breather. This way, your brain associates your desk only with work, not mind wandering.

Warns Schooler: "If you don't take regular breaks — especially when you're not enjoying your job — your brain will take them for you."

IN THE CAR

We're most likely to space out during activities we can do automatically, according to a 2006 study. This is dangerous when you're behind the wheel: If a car ahead stops suddenly, your reaction time may not be fast enough to prevent an accident.

Here, two tricks to avoid it...

Tie a string on the steering wheel

When you think about the same things during your commute — anticipating the day's workload, or what to cook for dinner — your brain begins to associate the car with zoning out, says Kane. A novel, visual cue such as a colored string or dashboard sticker can snap you out of your "dream-driving" habit.

Play a game

Those involving counting and geography are great ways for kids to pass the time en route — for good reason: The contests use items that you should be aware of while driving. Try tallying all the states represented by the license plates of the cars in front of you.

WHEN YOU READ

Do you keep rereading the same passages in your novel? Don't blame a poor memory. "Mindless reading" is common and requires considerable effort to control, says Schooler, who found that readers are actually mind wandering about 20 percent of the time: "Their eyes move across the page, but they're not thinking about the text," he says.

Fix it with these steps...

Take a break

Take time-outs to process the material; mentally recap plot points or a character's motive, for example. "Periodically think over what you've read — it can improve comprehension, probably because it reduces mind wandering," Schooler says.

Go backward

If you glossed over a few paragraphs, read them in reverse — reordering small packets of information can sometimes change how much of it you absorb. It may feel odd at first, but the extra effort required will force your brain back into focusing.

Join a club

A little peer pressure to finish a book by a certain date can go a long way, especially if you're expected to talk about the content. Budget the number of pages you'll need to read daily, and if you own the book, write notes in the margin and mark meaningful passages to boost both concentration and comprehension.

IF YOU HAVE A PERSONAL PROBLEM

People who report being unhappy, usually because of a difficult problem, have more intense mind wandering during tasks than their carefree counterparts, according to studies by Jonathan Smallwood, PhD, a lecturer at the University of Aberdeen's school of psychology. These feelings limit your ability to focus on anything else, he says: "You may spend a lot of time thinking about a problem when you're upset, but this type of ruminating is actually quite unproductive."

Instead...

Get it off your chest

Talk about your worries with a friend or family member, either in person or on the telephone, to clear your head. Writing down your thoughts may be as effective as saying them out loud: List ways to address the problem and then move on, recommends Eric Klinger, PhD, a professor emeritus of psychology at the University of Minnesota, Morris, who has studied thought patterns during daydreams. "Committing a plan to paper helps put the problem on the back burner, so you can shift your attention to other things," he explains.

Meditate

Meditation, a proven stress reliever, may also let you tune out distractions, found recent research. Amishi Jha, PhD, an assistant professor of psychology at the University of Pennsylvania, studied attention control in people before and after they learned mindfulness meditation (sitting quietly for 30 minutes a day, focusing on breathing; when the subjects noticed their minds drifting, they gently guided their thoughts back to their breath).

After 8 weeks, they showed significant improvements at "orienting," or staying on task and quickly refocusing their thinking after being distracted. "Meditation trains you to put your attention where you want it and make sure it stays there," Jha says.

By Ann Hettinger
http://today.msnbc.msn.com/id/32862470/ns/health-aging/?pg=1#Health_PVN_10TricksToRebootYourBrain