Posted by suzanne on Jun 7, 2021
It is exciting to share that a new workshop series is beginning June 8th, 2021. The series is entitled Pandemic Recovery Series Conquering Ageism in Employment and is hosted by the Bayview Cummer Neighbourhood Association (BCNA). It will assist mature workers who are looking for work and seeking a meaningful challenge.
Career Coach Ann Marie Gilroy and I are co-leading the series. It runs June 8th, 15th, and 22nd. It is free to attend.
Pre-register through this link: https://us02web.zoom.us/meeting/register/tZAsdemsrD8oHNfyC0GO44V5lklKB7mrRZTB
For more information visit: http://www.suzannecook.ca/workshops/
Category: Active Engagement, Aging, Aging Population, Aging Workforce, Business, Career, Economic Issues, Health and Wellness, Intergenerational, Lifelong Learning, Longevity, New Retirement, Redirection, Relationships, Social Participation, Social Policy, The Redirection Project, Vital Engagement, Work
Posted by suzanne on Nov 28, 2017
People are sometimes interested in mentoring opportunities in their community. A mentor is someone with experience, knowledge and skill who provides guidance to someone. A mentor helps others develop and grow to their full potential.
Mentoring may be part of your redirection journey.
Being a mentor is a powerful role because of the possibility of having a large influence on someone and assisting them in a meaningful way. It is very exciting to be a part of someone else’s success and achievement.
Where can mentoring opportunities be found?
It takes time to research and find mentoring opportunities. Here are three tips.
1. First, assess what skills and expertise you have to provide to someone. Where will you be most useful and valuable as a mentor? Find organizations and associations where you can use your skills and expertise. Contact them and find out more about what they do and how they develop and train new members or new hires.
2. Mentoring can provide benefits to both the mentor and protege. It is a teaching and learning opportunity for both individuals. While the mentoring relationship is mutual, usually the emphasis is placed on what the proteges gain. In fact, a common bit of wisdom is that mentors walk three steps behind and keep their protege in the limelight. This is a lovely way of emphasizing the importance of helping the protege to shine. In other words, mentors receive accolades for their skill at guiding, counselling and advising while cheering and applauding the protege. In addition, outcomes related to protege achievement are usually measured in a formal mentoring program. More recent work has begun to examine mentor outcomes and goals. This is an interesting direction for research.
3. It may be possible to leverage a mentoring role into a paid opportunity. This may take time and negotiation; however, sometimes an organization requires a teacher/mentor in a formal role to guide and nurture skills and knowledge development in the younger generation. If you find the right fit and prove your value to an organization, you might find this type of role both personally and professionally rewarding.
Posted by suzanne on Apr 12, 2017
There is a realignment of work and retirement in society as the population ages. It is a growing trend. Older adults are continuing to work past traditional retirement age.
CBC’s The National followed a couple of Canadians as they reflected on their decision to keep working into their later years. They found work opportunities for their ‘next act’ that help generate an income and maintain their lifestyle. Furthermore, their work is personally fulfilling and meaningful to their community.
Benefits go beyond the paycheque; working keeps people active and engaged. It was also nice to hear another perspective on the benefits of hiring mature workers.
I coined the term redirection to refer to the new stage of career as people transition into new pursuits and occupation to stay engaged and continue to work. Redirection is an alternative to retirement. It is an exciting time of life. New possibilities are investigated and explored. Older adults discover that their skills and competencies are transferable. My new documentary film explores five people’s experiences with redirection.
CBC News discusses the trend towards delayed retirement. Provinces like Nova Scotia and New Brunswick are already rethinking and implementing policy to address this new trend.
It is time to rethink government policy to consider the ways people are and can work longer and what this means for social structures and institutions in Canada.
Category: Active Engagement, Aging Population, Aging Workforce, Career, Economic Issues, Family, Health and Wellness, Intergenerational, Life and Living, Longevity, New Retirement, Relationships, Social Policy, The Redirection Project, Work
Posted by suzanne on Dec 8, 2016
Redirection is an alternative to retirement. A large and growing proportion of older adults are choosing to work past what has traditionally been thought of as ‘retirement age’. This represents a significant shift in our society.
The Redirection Project examines this new and emerging social trend. Results of the research will be shared in January. First, a webinar will be held on January 12th, 2017. Sign up here. Second, there is a presentation at Cannexus17 in Ottawa on January 23rd. Sign up here.
The documentary film Redirection: Movers, Shakers and Shifters discusses these issues and portrays the stories of five adults who found second or third careers after age 50. The English and French trailers of the film are available. The documentary film is been screened through feature presentations around the country to great acclaim.
Posted by suzanne on Oct 17, 2016
There is a shift surrounding later life with the extension of working lives. In fact, both work and aging have changed a lot compared to earlier times. Specifically, the nature of work has changed, people are working longer, and people are aging differently.
People are living longer than in previous generations. They are thinking differently about their work and occupation. Work fills various objectives for individuals.
The documentary film “Redirection: Movers, Shakers and Shifters” shows the experiences of five people age 50 and older as they moved into second or third careers. The film is being released through feature presentations. The one minute trailer is available for viewing.
What will later life work look like for you? What’s next?
Posted by suzanne on Aug 29, 2016
Work and occupation are important across the life course. It is a great thrill to share the most recent research on work and aging at the upcoming CAG annual scientific and educational meeting to be held in Montreal, Quebec. At this year’s conference, I am chairing two Symposia on work and aging. I have invited some esteemed scholars to present their work. The Symposia are to be held on Saturday, October 22nd, 2016.
During the first Symposium, I will be discussing the Redirection Project. During the second Symposium, I am sharing the documentary film Redirection: Movers, Shakers and Shifters which helps bring key issues from my Redirection Project to a broader audience.
Symposium I: Policy Imperatives for Later Life Work
It is very exciting to have scholars presenting on issues surrounding work and aging and gratifying to see this much attention devoted to work and occupation as people age at CAG. As a broad gerontological topic, work and aging is particularly relevant and timely as the large cohort of baby boomers approach later life and gain their own perspective on being mature and experienced workers.
Posted by suzanne on May 25, 2016
This trend is occurring for many reasons. Some people cannot afford to retire. They need to pay bills. They need to be gainfully employed past traditional retirement age. They have not saved enough to retire. They are in debt. In other words, they cannot retire and live on a fixed income.
CBC Radio’s The Current highlighted the challenges of some of these individuals. Listen to the podcast.
Other people want to continue working. They gain a great deal from their paid work. For example, work provides self worth and self-esteem, mental stimulation, physical activity and social relationships. Some of these individuals might have retirement savings, so income generation is viewed as a benefit but it is not the primary motivation. They might be professionals who are highly educated. They believe they have more to contribute; they are not ready to retire.
When I started conducting the Redirection Project and investigating later life career development, career shift and career extension, I recognized that there is a dichotomy among older workers. Some must work; some want to work. It is great to hear from older adults about their diverse experiences (and the surveys are still available for participation). Both of these experiences are important to understand; hence, I developed the on-line surveys to reflect both sets of circumstances. The fact is that socio-economic circumstances have changed a great deal since the retirement system was developed.
Indeed, paid work during later life is important. Paid work represents many things to individuals. Motivations for later life paid work are complex. This new trend is a big shift from the previous model of retirement. It is a big shift within workplaces as well. Policy to address this social change must be carefully handed.
This is why the qualitative and quantitative datasets collected through the Redirection Project are critical for gaining a better understanding of later life career development and employment experiences and informing social policy, organizational programs and career development practice. For more information about the Redirection Project, please visit www.MyRedirection.com.
Posted by suzanne on Mar 23, 2016
More people are expecting to work longer or are considering later life employment. In fact, greater longevity has combined with a rethinking of work and income options.
As a new stage of later life career development, redirection helps individuals think about this transition process. It assists with the steps involved in making a career shift.
In addition, redirection helps identify self-awareness and self-knowledge. Reflection is required during this career stage. It helps people see how far they have come and where they are going next.
The redirection story collection continues until March 25th, 2016. The online survey will be open until the end of May 2016.
To participate in the Redirection Project, please visit www.MyRedirection.com.
Posted by suzanne on Feb 17, 2016
The Broadbent Institute report ‘An analysis of the economic circumstances of Canadian seniors‘ is a call to action on pension and retirement issues. This report discusses many challenges with the current system of retirement and pension plans.
The report further explains that many Canadians are at risk of living in poverty during later life. Changes to CPP/QPP, OAS and GIS can provide assistance.
Individuals age 50 and older can choose retirement or they can redirect and transfer their skills, experience and knowledge into a new occupation or career. For more information, please visit: www.MyRedirection.com.
Posted by suzanne on Jan 26, 2016
I coined the term redirection to refer to the new stage of career as individuals transfer their skills, experience and knowledge in a new direction. By pursuing a new occupation, individuals are able to use some of their strengths while learning something new. This provides revitalization.
Attention Northumberland County Residents, please click here: Magnet Redirection Project.
The Redirection Project examines how Canadians in their 50s, 60s and beyond are turning away from traditional notions of ‘retirement’ to seek new employment. There is a radical change taking place with an expansion of our working lives and re-imagining of retirement as the baby boomers enter what has traditionally been viewed as their retirement years.
The Redirection Project is a CERIC-funded national research initiative. The project consists of a national survey (see below), success stories to help inspire others and a documentary film (see the story contest).
The research examines partipants’ experiences with later life work and career development as they shift gears and pursue new types of work.
If you are age 50 or over and seeking new employment (or have already found your new career), you are invited to participate in important research about this topic in order to help others in similar circumstances.
The project has received great coverage in the Globe and Mail.