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Yahoo
14 hours ago
- Business
- Yahoo
Detroit mayor candidate said my bakery, Sister Pie, is out of business. It isn't.
In the WDIV-TV Local 4 and AARP-hosted mayoral debate on June 16, candidate James Craig stated that Sister Pie, the bakery I founded in Detroit in 2012, "went out of business." That is an incorrect statement. Indeed, Sister Pie has faced many challenges in the last five years due to multiple, intersecting factors. The business has struggled to balance revenue with wages and benefits, and the ability to thoughtfully grow and maintain our triple-bottom-line mission of "people, planet, profit" became especially difficult with the stress and demands of keeping the daily operations afloat. I know we're not alone ― small businesses all over are hurting right now for many of the same reasons. More from Freep Opinion: Detroit's business landscape has changed. It's still tough for entrepreneurs. In May, we widely and carefully announced our plans for a summer interlude to rest, reconfigure the business model and envision a more sustainable future for Sister Pie in Detroit. Over the summer, we'll offer baking classes, fulfill special orders, sell our baked goods at Eastern Market, and work on a vision for the future. By slowing down and taking stock of what we've learned so far, we are mindfully re-committing to our neighbors and great city for years to come. Lisa Ludwinski The writer is the founder and owner of Sister Pie This article originally appeared on Detroit Free Press: Sister Pie isn't out of business. James Craig got it wrong. | Letter
Hindustan Times
2 days ago
- Entertainment
- Hindustan Times
Neena Gupta says older women also crave intimacy with a partner: ‘Indian ladies sochte hai ki…'
The mainstream image of romance has long reinforced the idea that desire belongs only to young people, as if love has a strict expiry date. Addressing this narrative, veteran actor Neena Gupta spoke about the stereotypes and the ignorance surrounding the idea that older women don't crave intimacy or emotional connection. In an interview with Bollywood Bubble, along with Anupam Kher, for their upcoming movie Metro... In Dino, she spoke about it. Women, in particular, have their individuality chipped away with age as they take on new roles, as mothers and homemakers. But in the process, they sadly end up letting go of their own desires and identity. Neena Gupta highlighted how this instinct is deep-rooted, stems from societal expectations that push women to 'let go,' but that doesn't mean they actually want to or have to. Neena Gupta said, 'Yeh mat socho ki saath ya sattar ya assi saal ka aadmi ya aurat ko romance ki iccha nahi hoti hogi. Hamare khas kar ladies, India ki ladies sochte hai, ki bas ab toh hogaya. Chalis ke baad hi soch liya ho gaya. Ab mein dekhti hu, middle-aged ladies, gym mein jati hai, they want to remain fit. Iccha toh honi chahiye na, iccha se hi toh voh noor ata hai. Jab sas mein sas hai, who doesn't dream? (Don't think that just because a man or woman is 60, 70, or 80 years old, they no longer desire romance. Especially we, Indian women, think that it's all over with some deciding by 40 itself. But now I see middle-aged women going to the gym, wanting to stay fit. That desire, that's what brings a glow. As long as you are breathing) Tell me which woman or man doesn't dream. Men still go out and do something. But women don't… aged women. Do you think they don't dream? " Neena Gupta very firmly challenged the internalised belief women may have about 'retiring' themselves from desire and passion, especially after becoming mothers. But she is also hopeful as more and more middle-aged women are becoming more conscious, heading to gyms, and reclaiming their spaces, shedding the shame. Several researchers have clearly pointed out that intimacy in old age is beneficial for overall well-being. And it's not just the scientific community; even older couples are acknowledging the benefits. Relationships are expected to tone down with age, as sex becomes somewhat of a taboo, tied to ideas like 'too old for sex.' But keeping intimacy alive, including a good sex life, can actually strengthen the bond. According to an AARP national survey of adults aged 40 and above, 61% believe that sexual activity helps maintain a strong relationship in later years. Moreover, as per the National Council on Aging, a good relationship can substantially boost mental wellbeing by releasing oxytocin, the 'happy hormone.' It also helps keep stress levels low, as having someone to talk to and lean on provides much-needed emotional support and a sense of security. A sense of security is required for healthy ageing. ALSO READ: 'We don't fight, we feel nothing': How emotionally disconnected marriages are fueling mental health epidemic in India
USA Today
3 days ago
- Health
- USA Today
Millions of caregivers have access to this help line. Still, they're drowning.
Millions of caregivers have access to this help line. Still, they're drowning. Show Caption Hide Caption Bradley Cooper new documentary sheds light on caregiving crisis A new documentary, "Caregiving," executive produced by Oscar-nominated actor Bradley Cooper, will explore the hidden struggles of caregivers. unbranded - Entertainment Jami Chapple feels stuck. At 54, the single mother has no income and is two months behind on rent. She's behind on her utility bills, too, and can't find work because she's busy caring for and homeschooling her 12-year-old son who is autistic and has attention-deficit/hyperactivity disorder. 'It's so draining that there's no way to financially produce," Chapple, who lives in Wyoming, said. "Even if you want to.' The last time Chapple felt this stuck was around 2005. She was raising four children then and needed help finding food and clothes for her family, so she dialed the 211 helpline, a national program run by United Way Worldwide that connects callers to local experts who can refer them to health and social service organizations in their community. 'That lady took so much time, with such patience," Chapple said of the 211 call taker. "She gave me dozens and dozens of resources.' Chapple called 211 this time, too. But she said she wasn't eligible for the services the helpline referred her to, and the caregiver support group they connected her with is too far from her home. The 211 helpline is expanding services for caregivers like Chapple. But with 53 million caregivers in the U.S., according to a 2020 report by AARP and the National Alliance for Caregiving, it's not nearly enough − especially if the services 211 refers callers to start to dwindle, said Bob Stephen, vice president of health security programming at AARP. Life for caregivers might get even harder if the Senate passes President Donald Trump's so-called "big beautiful bill" which includes massive cuts to Medicaid. The proposal includes work requirements for people under 65 to access Medicaid, "many of whom would be family caregivers," said Nancy LeaMond, AARP's executive vice president and chief advocacy and engagement officer. In 2021, in partnership with AARP, 211 met the caregiving crisis by adding a Caregiver Support Program in a handful of states including Florida, Texas, Michigan, Pennsylvania, South Dakota and Wisconsin. The program grew in the years that followed, and now millions more caregivers will have access to caregiver-specific support assistance as the program is being expanded to 10 more states: Alabama, Iowa, Kansas, Mississippi, Nebraska, New Jersey, New Mexico, New York, Missouri and Illinois, plus Puerto Rico. The full list of participating states and regions can be found here. His sick wife asked him to kill her. Now that she's gone, he says the loneliness is worse. Specialists help with callers' most immediate needs like food and shelter, and then get them connected to other programs that specialize in long-term support. There are about 5,000 211 phone workers nationwide, said Heather Black, vice president of 211 System Strategy at United Way Worldwide. "We're the triage," Black said. But what happens when the triage isn't enough? 211 helps caregivers who don't know they are caregivers Since 2021, the 211 Caregiver Support Program has helped more than 1 million caregivers through a combination of direct support, local community engagement and website visits, according to United Way Worldwide. Caregivers often say they didn't know they were a caregiver at the time, including celebrity caregivers like Bradley Cooper and Uzo Aduba. So when 211 specialists speak with people in need, Stephen said, they don't ask the obvious question, "Are you a caregiver?" 'Tuna breath' and death: Bradley Cooper shares memories of caring for his late father Instead, call takers are trained to listen for cues that indicate the person is a caregiver. 'It's amazing how much information people share as they tell you their story about their situation," Black said. 'You don't use the word caregiver until you've got them recognizing some of the tasks that they do," Stephen said, like driving older parents to medical appointments. Callers might ask about food, housing or utility assistance, which were the most common requests out of the nearly 17 million 211 helpline calls last year. If the caller indicates they may be a caregiver, then there are a slew of other resources 211 workers can direct them to, like transportation services, veterans' benefits, respite care, meal delivery programs and caregiver support groups. Evidently, though, some well-meaning attempts to connect people with programs are falling flat. And that may only get worse if funding cuts rattle the caregiving community's resources. Survey: The caregiving crisis is real. USA TODAY wants to hear from you about how to solve it. More help is needed, caregivers and advocates say The 211 helpline is designed to connect people to resources already in their community. But if the resources people need aren't available in that region, there's not much 211 can do, Stephen said. Chapple said 211 was helpful when she was raising her four older children back in the early 2000s, when she lived in Texas. But now that she's in Wyoming and raising a kid with a neurodevelopmental disorder, she's hitting roadblocks. Some of the referrals she got recently through 211, Chapple said, she was not eligible for. "There's not a lot of resources for my situation," Chapple said. Chapple said she doesn't have family support like other caregivers. And she's had a hard time finding a job that offers the flexibility she needs to care for her son. Her biggest needs now, she said, are rent assistance and help finding work. But she said some programs require more time to apply than caregivers have. 'There is an immense amount of time wasted for caregivers on forms," Chapple said. "Filling out forms, phone calls, research, paperwork, interviews with the health agencies and even just the emotional preparation to do those things is sometimes distressing.' The 211 helpline doesn't rely on federal funding, Stephen said, 'although the federal budget does fund many of the things that 211 connects people to.' He's worried federal cuts could further reduce the programs available for people in need, including caregivers. '211 is going to be more critical," Stephen said. "Because people aren't going to really understand what is still there." Caregiving is a labor of love, Chapple said. But it's difficult physically, mentally, financially and emotionally. She said she's had to give up a lot of the simple pleasures she used to enjoy, like taking a relaxing bath or writing songs. Sometimes, she said, she sits in her car for just 10 minutes to listen to music. That brings her some peace. 'There's no time for us," Chapple said. "There's no time for self-care. I mean, I'm lucky if I get like a shower or two a week.' Madeline Mitchell's role covering women and the caregiving economy at USA TODAY is supported by a partnership with Pivotal Ventures and Journalism Funding Partners. Funders do not provide editorial input. Reach Madeline at memitchell@ and @maddiemitch_ on X.
Forbes
3 days ago
- Business
- Forbes
Leading The Five-Generation Workforce: From Age Gaps To Advantages
Older and younger employees getty Imagine you're coaching a sports team. Everyone's focused on one goal to win. But that's where the alignment ends. Veteran players lean on experience and structure. Rookies bring speed and spontaneity. Some play by instinct. Others by the book. Often, they do the opposite of what teammates expect not out of defiance, but because that's all they've known. Maybe what looks like chaos is simply the early stage of transformation. Maybe what looks like misalignment is actually a roster of strengths waiting to be organized. Maybe this isn't dysfunction. It's potential. A World Economic Forum, AARP and OECD study finds that investing in multigenerational workforces could raise GDP per capita by almost 19% over three decades. A recent report from PwC estimates that encouraging people nearing retirement age to remain in the workforce could add $3.5 trillion to OECD economies. These numbers are more than stats. They're strategic imperatives. Yet recent Gallup research shows how far we still have to go. Only 9% of employees strongly agree that cross-generational teams enhance collaboration. 34% say it makes no difference. 27% believe generational differences may actually hinder teamwork. As five generations increasingly share the same workplace and often the same digital platforms, they bring wildly different values, tactics, assumptions and rhythms. Without the right strategy, what could be a competitive advantage can easily become a drag on culture, productivity and innovation. As a Gen Xer, I've seen my generation evolve through disruption from analog to AI. But as a leadership researcher, I've also come to deeply respect what each generation brings. When we work in unison, multigenerational teams don't just get the job done they expand what's possible. And you don't have to look far for proof. Consider the San Antonio Spurs in their 2015–2016 season. A team that combined playoff veterans with young talent, anchored by players like Tim Duncan, who said, "I'm so proud of having played with those guys for so many years and winning so many games, and even playing with the new guys... because of the amazing chemistry, the good times and the good people that you play with and spend time with." Generational mix didn't slow them down it sharpened their edge. Chemistry is built, not assumed. And it's not just sports. In the business world, former CEO of BNY Mellon's Pershing, Ron DeCicco, and his Millennial mentor, Jamilynn Camino, co-developed fireside chats to increase the CEO's connection with employees. In these chats, which ran for over three years and became the most highly attended company event, DeCicco discussed critical issues and solicited employee feedback. BNY Mellon|Pershing saw a 96% retention rate for the first cohort of Millennial mentors. Even with the massive opportunity, there are still large gaps in practice. We see the impact of those low collaboration numbers in practice too. When asked which activities employees had participated in at their current employer: This is a leadership challenge. A multigenerational workforce won't align on its own. It needs structure, intention and belief. It needs leaders who can spot the signal in the noise, who see the gaps not as threats but as openings. I've seen what happens when these gaps are ignored. And I've seen the transformation when they're bridged. The difference isn't age. It's what you choose to do with it. While much is written about the traits of individual generations, far less attention is paid to managing multiple generations at the same time. Every few decades, focus shifts to the newest generation entering the workforce. But the real leadership challenge isn't about understanding Gen Z or preparing for Gen Alpha. It is about managing the overlap. Five generations now work side by side. And that convergence isn't happening in a vacuum. Organizations themselves are undergoing deep shifts in strategy, culture and technology. In times like these, multigenerational leadership cannot be reactive. It needs a coherent strategy. One that understands the whole, not just its parts. One that addresses the friction of intergenerational dynamics while honoring the needs, hopes and contributions of each generation. Here are three ways to build a multigenerational workforce that works together. See the person, not the generation. Age doesn't equal capability. And experience doesn't always equal expertise. Leadership teams must get better at distinguishing strengths from assumptions. The question shouldn't be 'Who's the most senior?' It should be 'Who's best equipped to solve this?' Each generation brings real value. Seasoned employees carry deep pattern recognition, institutional wisdom and risk-sensing intuition. Younger employees often challenge legacy thinking, test limits and reframe what's possible. The key is to stop ranking those contributions in order of importance. That also means challenging casual ageism. Labels like 'entitled,' 'old-school' or 'tech-illiterate' may sound harmless, but they quietly reinforce bias. Even positive descriptors like 'digital native,' 'recent graduate,' 'high energy' can flatten someone's complexity into a cliché. If it would feel inappropriate to say about gender or race, pause before saying it about age. Model what it looks like to bridge difference. Multigenerational synergy won't happen because the org chart says so. It starts with leaders. When they seek out perspectives different from their own or when they admit what they don't know and ask others to fill in the gaps, collaboration follows. Mentoring flows in every direction. The traditional top-down model of mentoring still has value. But today, it's only one part of a much larger picture. Mentoring should flow peer to peer, team to team, junior to senior and vice versa. I once coached a team where a 26-year-old analyst taught a 52-year-old director how to build a dashboard. Afterward, the director said it was the most seen he'd felt in years not because of the tool, but because someone younger believed he could still grow. That's mentorship. And it doesn't need a program to begin. Yet many employees are turning away from their leaders to find clarity elsewhere. Nearly half of Gen Z say ChatGPT gives better advice than their boss. And 64% of all workers say they trust a robot more than their manager. This should raise concern. If we want human leadership to matter, we have to keep it human. And mentoring, whether formal or spontaneous, is where belonging gets built. Respect alone won't move the needle. Practice matters. What teams need is shared action across generations. That means designing more chances to work, learn and build across age lines. Not as a one-off, but as a rhythm. Pair new hires with employees from different generations during onboarding. Run hackathons that include both new talent and legacy voices. Mix development classrooms intentionally. Recognize intergenerational collaboration, not just tenure or high potential. Some leaders, like Satya Nadella at Microsoft, have leaned into this intentionally. He rebuilt a culture that honored both experience and reinvention, welcoming legacy and fresh thinking in the same breath. It wasn't about pleasing everyone. It was about learning from everyone. When was the last time you paired someone new with someone seasoned for shared discovery? We spend a lot of time trying to minimize friction in the workplace. But not all friction is bad. Some of it is necessary. The challenge with multigenerational teams isn't that they operate differently. It's that we keep expecting them to operate the same. And when they don't, we assume something's broken. But as with any great team, what matters isn't uniformity. It's unity. It's not about everyone playing the same role. It's about everyone playing their role well. Alignment means honoring difference, not erasing it. That's what great teams do. That's what great leaders build, every generation, every time. If you want unity, lead through multigenerational difference.
Miami Herald
3 days ago
- Business
- Miami Herald
Dave Ramsey sends strong message to Americans on Medicare
Americans planning and preparing for retirement have plenty of financial considerations on their minds, including thoughts about Social Security and other retirement income such as 401(k) plans and IRAs (Individual Retirement Accounts). Another important topic to tackle is how best to approach health care. For most people, that involves taking a good look at the complicated subject of Medicare. Personal finance coach Dave Ramsey helps to simplify the general Medicare processes and rules on which people are wise to gain a working knowledge. But we can get into his advice a bit more in a minute. Don't miss the move: Subscribe to TheStreet's free daily newsletter I first wanted to note that I recently had a conversation with a woman who is near 65 years of age, but plans to continue working until she is 72. She plans to stay on her employer's health insurance until she eventually retires. That brought up the need to examine exactly what the rules are for health care coverage for those delaying Medicare because they have the option of staying with their company's health insurance beyond the age of 65, when eligibility for Medicare begins. Related: Dave Ramsey warns Americans on Social Security If you're still working at 65 and have health coverage through your employer, you have choices when it comes to Medicare enrollment. Your options depend on the size of your employer, according to the AARP. If you work for a company with 20 or more employees, you can delay enrolling in Medicare without penalties if your employer provides creditable health coverage. Creditable coverage is employer-sponsored insurance that meets or exceeds Medicare's benefits, allowing you to delay enrollment without penalties. Large employers (20-plus employees) typically provide creditable Part B coverage (doctor visits and preventive health care), while prescription plans must match Medicare's drug benefits for Part D. You can keep your employer plan and postpone Medicare, switch fully to Medicare by dropping your employer coverage, or have both - though your employer plan will be the primary payer, meaning it covers costs first before Medicare kicks in. For those working at smaller companies with fewer than 20 employees, Medicare becomes your primary insurance once you turn 65, so enrolling is necessary to maintain full health benefits. Your employer coverage can act as secondary insurance, helping cover additional expenses. It's important to weigh your options carefully, taking into account premiums, out-of-pocket costs, and your coverage needs. For people planning to enroll in Medicare exclusively at age 65, Ramsey offers some thoughts. "You've reached your golden years. You've got a lot of life under your belt and wisdom under your hat. Things should be easier now. So, why does this dang Medicare feel so confusing?" Ramsey asked. "Well, it was created by the government so that might be your first clue," he wrote, answering himself. "And second, it's just a lot to understand." More on retirement: Jean Chatzky shares major statement about Social SecurityShark Tank's Kevin O'Leary has blunt words on 401(k) plansDave Ramsey strongly cautions U.S. workers on Social Security Ramsey simplifies Medicare by clarifying some key points on which to focus. Medicare is a federal health insurance program designed for people aged 65 and older, providing coverage for those who are no longer working. It is divided into different parts to address specific health care needs, Ramsey explains. Part A covers hospital stays, Part B includes doctor visits and other outpatient care, and Part D helps with prescription drug costs. When enrolling in Medicare, you can choose between Original Medicare and Medicare Advantage, Ramsey wrote. Original Medicare offers more flexibility in selecting healthcare providers, while Medicare Advantage (also known as Medicare Part C) functions as an all-in-one alternative with more structured coverage but less control over provider choices. Medicare Advantage is covered by private insurance companies. Because Original Medicare alone may not cover all medical expenses, many people choose Medicare supplemental insurance to help with costs such as copayments and deductibles. Related: Jean Chatzky sends strong message to Americans on Social Security Ramsey puts it simply: Medicare doesn't cover everything, and many people find they need extra protection to handle out-of-pocket costs. To fill in the gaps, private companies offer Medicare Supplemental Insurance, known as Medigap. This additional coverage helps pay for expenses such as copays, deductibles, and other costs left behind by Original Medicare. Most people on Original Medicare find Medigap necessary, but it comes at a price - you'll pay a premium for your Medigap plan in addition to the one for Medicare Part B, Ramsey wrote. Related: Tony Robbins sends strong message to Americans on 401(k)s, IRAs The Arena Media Brands, LLC THESTREET is a registered trademark of TheStreet, Inc.
