1. The
New
Retirement
Story
in
Paris
(9B)
By
Peter
de
Kuster
Attraction
and
Retention
of
Top
Talent.
The
Chanel
Store
Attracting
and
keeping
the
top
talent
is
already
a
major
issue
for
companies
that
are
fervently
competing
for
the
skills
of
available
younger
workers.
As
the
resource
pool
of
younger
workers
begins
to
dry
up,
employers
will
begin
to
look
to
the
ranks
of
more
mature
people
aged
45
and
older
to
fill
the
vooid.
All
the
existing
paradigms
about
work,
reward,
advancement,
motivation,
and
personal
growth
will
have
to
change
to
attract
the
much
needed
45-­‐
year
old
and
older
employee.
The
carrots
that
attract
and
retain
a
24-­‐year-­‐old
may
not
necessarily
trip
the
trigger
of
a
48-­‐year
old.
If
companies
want
to
attract
the
gray-­‐haired
crowd
in
the
future
they
will
have
to
deal
with
some
prevalent
ageist
biases
today.
Business
today
is
characterized
as
high
performance
and
innovative;
and
these
two
stories
conjure
up
images
of
youth.
Are
high
productivity
and
innovation
the
exclusive
mindscape
of
the
young?

2.
The
acceptance
of
the
story
about
the
link
between
innovation
and
youth
is
so
strong
that
many
employers
will
need
to
create
innovative
cultures
that
are
age
irrelevant…
They
will
need
to
create
cultures
that
engage
people
and
motivate
performance
regardless
of
age.