Alan Jackson's Limited Edition Dodge Challenger SRT-8 to Hit the Auction Block
Country music icon Alan Jackson is parting ways with one of the gems from his extensive car collection, a 2008 Dodge Challenger SRT-8 Inaugural Edition, which is set to be auctioned off at the upcoming Mecum Glendale event in Arizona on March 20, 2025. This particular vehicle, known for its robust performance and distinctive style, stands out not only for its celebrity ownership but also as a collectible piece of automotive history.
The Challenger is one of a limited run, with this unit being number 3,897 out of 6,400 produced, a fact proudly displayed on a dashboard plaque. It boasts a striking Hemi Orange paint job with black stripes, a color scheme that underscores Jackson's well-known penchant for classic muscle cars.
Under the hood, the car features a 6.1-liter Hemi V8 engine capable of delivering 425 horsepower. At the time of its release, before the advent of Dodge's now-famous Hellcats, Redeyes, and Demons, this model represented the pinnacle of Mopar muscle car performance. Additional features include Brembo brakes visible through the five-spoke alloy wheels, enhancing both its aesthetic appeal and its functional prowess.
Despite its performance capabilities, this Challenger comes equipped with an automatic transmission, rounding out a nearly perfect package for muscle car enthusiasts. Inside, the car is just as impressive, sporting a leather and suede interior that appears virtually untouched. Modern comforts such as air conditioning, seat heaters, cruise control, and a premium Kicker sound system with 13 speakers ensure a luxurious driving experience.
With only 17,580 miles on the odometer, this Challenger is in exceptional condition. Given its limited usage and meticulous maintenance, it reflects Jackson's ability to preserve the quality of his vehicles, despite his extensive collection.
Celebrity-owned vehicles can often fetch higher prices at auction, and with Alan Jackson's reputation as a car enthusiast, this Dodge Challenger is likely to attract significant attention and competitive bidding. Collectors and fans alike will have the opportunity to own a piece of automotive and music history when this car crosses the auction block next spring.
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Harvard Business Review
2 days ago
- Harvard Business Review
Age Inclusion Is Your Company's Next Competitive Advantage
For decades, companies built entire strategies around the pursuit of youth. Automakers, for example, sold independence to Baby Boomers coming of age—the Ford Mustang, Dodge's 'join the rebellion' campaigns, and Volkswagen's Beetle all signaled that youth wasn't just a stage of life; it was a valuable new market category. But time moves on. Those consumers are now in their 60s and 70s. Meanwhile, fertility rates are falling worldwide, youth pipelines are shrinking, population growth is slowing or reversing in many nations, and people are living longer and working later. A new market has emerged—defined not by age alone, but by longevity, reinvention, and the realities of multigenerational living. Businesses that cling to youth-centric product and talent strategies alone risk missing out on one of the greatest growth opportunities of the 21st century: designing for the full life course. The Demographic Tipping Point The numbers are stark. Globally, according to the United Nations, one in six people is now over the age of 60, and this figure is expected to double by 2050. In the United States, adults aged 65 and older are expected to outnumber children under 18 by 2034. Fertility rates have fallen below replacement level in more than 100 countries. China, Japan, Italy, and South Korea are already experiencing population decline. As life expectancy has increased, so have the capabilities and aspirations of older adults. Today's 60- and 70-year-olds are starting businesses, caregiving for family members, and running marathons. They're not fringe cases—they're the future mainstream, and they're underrepresented in workforce planning, product design, and marketing. Yet many companies still treat aging as a risk to be managed, not a consumer and talent opportunity to be embraced. Internal KPIs prioritize short-term wins. Leadership pipelines overlook the potential of late-career professionals. Advertising often defaults to youthful imagery or treats older adults as burdens or punchlines. This mindset is not only outdated but also contrary to market forces. In the U.S., according to AARP, adults over 50 control nearly 70% of household wealth. Globally, they account for 42% of consumer spending. And, according to the Bureau of Labor Statistics, labor force participation among people over 65 has nearly doubled since 2000, outpacing all other age groups. Some companies are waking up to this reality. Nike has made moves to attract older consumers, including the development of new product lines. Apple has quietly embedded inclusive features across its devices, like large-text interfaces, fall detection, and even hearing aid functionality, without singling out older users. Dove's ' Beauty n ever g ets o ld ' campaign features women over 60 and reframes aging as aspirational, challenging outdated beauty standards. The luxury fashion brand Jacquemus's recent advertising stars 67-year-old Jon Gries, demonstrating the cultural power and credibility that older celebrities bring to brands. Even Nestlé, better known for confections and baby food, announced that it plans to diversify its product offerings to include older adults. Yet these remain the exceptions, not the rule. Shifting from Generational Targeting to Life-Course Design What's needed now is a wholesale shift in how companies think about age, not as a demographic silo, but as a design and strategy imperative. That means moving beyond generational targeting (Boomers, Gen X, Millennials, Gen Z) to life-course design: a framework that reflects the dynamic, nonlinear paths people take through education, work, caregiving, health, and reinvention. Life-course design recognizes that a 67-year-old startup founder, a 55-year-old caregiver, and a 72-year-old retiree-turned-consultant all have different needs, behaviors, and aspirations, despite all being over 50. It also acknowledges that intergenerational collaboration—across teams, households, and marketplaces—is becoming the norm, not the exception. To stay competitive in a world shaped by longevity, population aging, and, in some cases, population decline, businesses should make two strategic product shifts and two workforce shifts: 1. From youth-centric to age-inclusive product design Older adults are often treated as edge cases in product development, if they're considered at all. But designing with age in mind doesn't mean designing only for older people. It means building for a range of abilities, life stages, and preferences from the start. Product design leaders should: Replace generational stereotypes with behavioral segmentation, building strategies around what motivates people to take action or make a purchase, or marketing around specific life events, like having a child. McKinsey & Company found that companies using behavioral and psychographic segmentation in their marketing campaigns saw returns up to three times higher than those relying solely on demographic or age-based segmentation. Use inclusive design principles that benefit everyone (e.g., clearer interfaces, easier grip, adjustable lighting). A study by Accenture found that companies that have led on key disability inclusion criteria saw 1.6 times more revenue, 2.6 times more net income, and twice the economic profit of other companies. Apple's default approach— embedding inclusive design across all devices —shows that age-inclusive innovation can be seamless and desirable for all users. Invite older adults into the research and design process early and often to test usability, relevance, and desirability. 2. From age as decline to age as reinvention in marketing Too often, marketing frames aging as a loss of youth, beauty, or relevance. This narrative is not only inaccurate but also commercially self-defeating. Slogans like 'erase fine lines and wrinkles' and descriptors like 'age-defying' can make older adults feel as if there's no point for them to purchase products. For example, Dior's 'Capture Youth' campaign in 2017 featured 25-year-old Cara Delevingne promoting anti-aging products, drawing widespread criticism for reinforcing ageist ideals by using a model decades younger than the target audience. Instead, marketing leaders should: Showcase ambition, vitality, and reinvention at every age. Normalize longevity, not as an exception, but as the new standard. Feature age-diverse brand ambassadors across product lines. Aspirational marketing doesn't have to be young; it has to be honest, bold, and deeply human. An older demographic has different priorities and is often willing to pay more to protect their retirement, their health, and even their time. 3. From career ladders to career landscapes Traditional career models assume people peak in their 40s and retire by 65. But those assumptions no longer hold. Longer lives mean longer working years, but not necessarily in the same roles or with the same cadence. In 2017, CVS implemented a ' Talent Is Ageless ' program in which they actively recruited employees 50 years or older, who are often in their second or third career, while emphasizing the importance of hiring people who can relate to their customers. (They note that 90% of Americans 65+ take at least one prescription.) Similarly, Caterpillar created a Returning Professionals Development Program to support people restarting or shifting careers. Measures like these can strengthen an organization's talent pipeline and ensure a more representative workforce. Forward-looking talent leaders should: Redesign roles and workflows to accommodate physical, cognitive, and lifestyle changes. Introduce phased retirement, part-time leadership roles, and mid-career reskilling. Extend leadership development to late-career professionals who still have decades of contribution ahead. These models not only retain institutional knowledge but also foster loyalty in a workforce that increasingly values flexibility and purpose. 4. From age-segregated teams to intergenerational collaboration The future of work is multigenerational. Today's workplaces often span four generations, from young Gen Zs to older Boomers. Rather than treating age differences as a challenge, leading organizations understand that diverse perspectives can drive innovation and are leveraging them as an asset. General Electric's reverse mentorship program —in which younger employees helped seasoned executives strengthen their digital experience—was so successful it was ultimately incorporated into the broader company strategy. PwC and Moody's have developed cross-generational programs in which older and younger generations from diverse backgrounds are paired up to learn from each other. Popular culture is starting to reflect this reality, which is important if we want to change the prevailing narrative. Intergenerational friendships like the ones portrayed on hit TV shows like HBO's Hacks and ABC's Abbott Elementary are examples of the power and mutual benefit intergenerational relationships can have on people's lives and careers. The stories highlight the ways that young and old frequently benefit from working together while also rewriting outdated stereotypes that tend to portray older adults as crazy or outdated and younger adults as irresponsible or careless. Company leaders can learn from these plot lines and should: Structure teams with age diversity as an intentional design element. Establish mutual mentorship programs that value experience and innovation equally. Train managers to navigate generational expectations around communication, work-life balance, and performance. Research shows that age-diverse teams drive better financial performance and are more resilient, particularly in industries where institutional knowledge and adaptability are critical. A Strategic Checklist for Getting Started Companies ready to embrace age inclusion can begin by assessing their blind spots and opportunities. Here are five practical steps: Conduct a demographic risk audit. Evaluate whether your workforce, leadership, and customer strategies align with projected population trends, not past ones. Redesign talent models for longevity. Plan for longer tenures, encore careers, and succession pipelines that include employees in their 60s, 70s, and even 80s. Build inclusive products and services. Apply inclusive design from the outset, test products with users across the age spectrum, and make accessibility an innovation metric. Institutionalize intergenerational collaboration. Set age-diversity goals. Structure teams for a generational mix. Make mentorship programs reciprocal, not one-way. Tell better stories about age. Invest in advertising agencies and campaigns that elevate older consumers and professionals as creators, not caretakers of the past. . . . Demographic change isn't coming—it's here, and it's reshaping labor markets, consumer behavior, and economic growth. The question for business leaders is no longer whether to respond to these changes, but how fast and how comprehensively. Age inclusion isn't a corporate social responsibility initiative, but a strategy for resilience, relevance, and growth. Companies that design for the full life course will not only tap into the wealth and wisdom of older adults but also build stronger intergenerational systems that benefit everyone. As the adage goes, demographics is destiny. But it's also design, and the future belongs to those who build for it.


CBS News
3 days ago
- CBS News
Butler County leaders asking for input to help reduce traffic-related crashes and improve road safety
Butler County leaders are asking for help from the public as they look to pinpoint problematic areas for drivers when it comes to crashes and road safety. Cranberry Township, Jackson Township, Zelienople Borough, and Harmony Borough have teamed up to create the Southwest Butler County Multi-Municipal Safety Action Plan, which aims to reduce traffic-related crashes and create safer roadways. The plan, which is funded by the United States Department of Transportation's Safe Streets and Roads for All program includes identifying high-risk areas and crash patterns where changes to the existing infrastructure could be made to make things safer for both drivers and pedestrians. The main goal of the plan is to lower the amount or stop serious crashes in southwestern Butler County. Members of the public can now share their thoughts with a safety survey as the townships and boroughs are looking for feedback that they say is critical to find places where things can be improved. In the survey, which will be open until August 15, you can use an interactive map, pin concerns on that map, and submit comments or questions.


Motor 1
3 days ago
- Motor 1
‘I Had to Call a Tow Truck:' Man Trades in Ford Explorer for 2023 Dodge Durango. He Claims Defect Has Left Him Stranded 6 Times
A 2023 Dodge Durango driver is warning people against buying one. Scott Parish ( @officerparish ) says a defect in the Durango has left him stranded six times. Get the best news, reviews, columns, and more delivered straight to your inbox, daily. back Sign up For more information, read our Privacy Policy and Terms of Use . In a TikTok, Parish reveals how frustrating his experience owning a Dodge Durango has been since trading in his Ford Explorer. 'I would never advise anybody to buy a Dodge Durango because they are the most aggravating pieces of [explicit] I've ever had in my life,' he begins. About three weeks after owning it, Parish says the Durango has randomly shut down without any warning signs multiple times. 'It runs good and sounds good, part of the time, six times we've been stranded in a parking lot somewhere due to the car not cranking up,' he complains. The Durango has issues starting back up after parking, Parish says, and has even shut down in the middle of the road. 'I had to call a tow truck one time, and died driving in the middle of the road,' Parish shares. Trending Now 'HOA President About to Show Up:' Man Says There's a Recall on Kias, Hyundais Over Brakes. Then He Shows What Can Happen 'Menace to Society:' Man Says Ford, Nissan, and Chevy Make the '3 Most Reckless Cars on the Road.' Are You Driving One? Parish says not even dealerships have been able to diagnose the issue. 'Every dealership I've taken this car to can't figure out what's wrong with it. There should be no reason whatsoever why I should have to pay to fix my vehicle when the dealership doesn't know what's wrong with it,' he vents. Parish was advised by Dodge that a dealership needs to diagnose the problem before he can file a claim. 'What am I supposed to do when nobody can figure out what's wrong with the car?' he says. Parish notes that the dealership diagnosis fee is $160 an hour and a dealership could take up to eight hours just to find nothing. 'Do not buy a Durango or any Dodge car because they will not fix them if there are any issues. I'm tired of paying for a vehicle that doesn't work,' he concludes. His post has been viewed over 300,000 times as of this writing. What Recalls Has The 2023 Dodge Durango Had? The 2023 Dodge Durango has been recalled twice by the National Highway Traffic Safety Administration, Consumer Reports shares. According to NHTSA , the two recalls are the column shifter coming out of gear and the rear bumper detaching. Both take place while driving. With the column shifter, the shifter may experience an interference with the shifter boot and come out of gear while driving, which can result in a sudden loss of drive power, Kelley Blue Book reports. This recall applies for 2023 Dodge Durango Pursuit vehicles equipped with an instrument panel mounted shifter and dealers will replace the instrument panel mounted shifter boot, free of charge. The bumper detaching recall increases the risk of accidents as the bumper can easily become a road hazard. Neither of the two recalls apply to Parish's issue. An Assist from the Crowd Via email, Parish told Motor1, 'Within the first three weeks of owning it we began experiencing what we believed to be a fuel issue. It died on my wife multiple times in the parking lot and died on me a few times as well.' 'We had it checked by a tech from Bice Chevrolet and it was believed to be a fuel pump. We had the pump replaced with an OEM pump and within a week of having it, it once again began dying on us. On the way home from Nashville, TN it died on us one last time and that was the final straw,' he continued. According to Parish, suggestions from the commenters helped solve the issue. 'I had all sorts of suggestions, but the primary suggestion was to do a Fuel Pump Relay Bypass because for some reason Stellantis decided to build the relay into the TIPM of the Durango,' he said. Turns out the fuel pump was recalled for 2011-2013 Dodge Durangos. A fuel pump relay recall took place due to potential silicon contamination in the fuel pump relay, which could lead to a no-start or stall condition. The fuel pump hasn't been recalled since then. Nevertheless, it may have solved Parish's breakdown woes in his 2023 Durango. 'My brother at Parish Garage sat down, pulled the recall information on the 2013, and had to learn the pin out to correctly wire in the bypass on the 2023 from the 2013 instructions. We are going on a week now with no issues since we did the bypass. No check engine light, no fuel issues, no dead Durango,' Parish said. More From Motor1 The Dodge Durango Hellcat Refuses to Die What's New In the Dodge Lineup for 2025? Stellantis to Pause Production of Durango, Grand Cherokee Amid Slow Sales Oh Look, Another Ludicrously Expensive Durango Hellcat Share this Story Facebook X LinkedIn Flipboard Reddit WhatsApp E-Mail Got a tip for us? Email: tips@ Join the conversation ( )