Monthly Archives: February 2013
Posted by suzanne on Feb 21, 2013
Retirement has changed.
While images of the ‘ideal’ retirement abound that are vivid and compelling, in reality, we each have our own idea of retirement. More often, we are rejecting the old images. Clearly, things have changed. Now we have the ‘new retirement’.
Wherever I go, people are talking about retirement and the second half of life; however, there is little opportunity to facilitate, cultivate and design the new retirement. I hope to change this.
In my work with Generation X, Baby Boomers and seniors, individuals are sharing their image of retirement with me. Through what I am calling the New Retirement Project, I will be sharing some images of the new retirement that people have drawn or mapped out as they consider and contemplate their retirement. I will be sharing these images through social media.
Stay tuned, dear Readers!
Posted by suzanne on Feb 14, 2013
Clearly, later life careers and career options require change. Longevity, greater health and education and financial realities have all contributed to this social imperative to revisit later life career and career planning.
Individuals are working longer. They are embracing productive and engaging roles that they find stimulating and meaningful.
Despite this, career and career development during later life are not often discussed. Seasoned workers, with the skills and talent they bring to the workplace, continue to have much to offer – even as they approach the traditional age for retirement.
More individuals are looking for new career options for the second half of life. They aren’t ready to be tapped on the shoulder and told it is time to go. Older workers who remain with their employers are often dismissed and neglected when it comes to career development, talent management and training and development. What we should be seeing instead is more attention to these issues.
In addition, there is much more opportunity for innovative talent management programs for older workers, such as transition and knowledge transfer strategies and succession planning – all of which support employer and employee interests. This is good for a healthy economy, a productive workforce and a stronger Canada.
My work addresses the career development of older workers and demonstrates why this is important for healthy aging. I believe that individuals will continue to be connected to the workforce in various ways; thus, we need to rethink organizational processes and procedures that slowly move older workers aside. We need to be more innovative with regard to the ways individuals can contribute and be productive.
I notice a growing interest in baby boomers and career. It is always refreshing to discuss issues with others who share a similar perspective. Dear readers – I would enjoy hearing about the issues you see in society and in the workplace. Please share any good examples of best practices that stand out for you.
Posted by suzanne on Feb 8, 2013
Last week, I was in Ottawa attending and presenting at Cannexus13. This is the annual conference for individuals in career services (e.g. career counsellors and career coaches) and academics who study career and career-related issues.
It is no surprise that a growing number of individuals attend this conference every year; career and occupation are important not only for financial security and life style; they are critical for identity and self-esteem and a big part of life.
My interest is in older workers and their career and occupation as well as in the transition to retirement. I am not sure that employees and employers are on the same page when it comes to these issues. I am seeing a growing divide in attitudes and expectations between older workers and their employers and society in general.
The most progressive employers are doing innovative programing for retirement planning as well as providing a bouquet of options for the transition to retirement. Through my presentations, I discuss my model of the new retirement and describe various inspiring examples of retirees who are finding meaning, fulfillment and purpose during the second half of life. These individuals and their experiences are motivating and can help encourage others to seek out options that provide renewal and rejuvenation. This is because the second half of life is an opportunity to ‘seize life’.