Uncovering Stories About Redirection

Posted by suzanne  on Mar 23, 2016

Courage. Change. Challenge. Opportunity. Reinvention. Empowerment. These words come to mind when thinking about new career directions during the second half of life.

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.

The Mature and Experienced Workforce

Posted by suzanne  on Jan 31, 2016

It was a pleasure to have the opportunity to focus on Canada’s aging workforce at the recent symposium devoted to this topic. In fact, since presenting at CEDEC‘s Maturing Workforce Symposium held at Cannexus16 a few days ago, I have continued to reflect on some critical issues.

The aging population equates to an aging labour force and this has implications at the individual, organizational and societal level. These complex issues demand employer policy as well as social policy to help address them.

Older Workers
Life spans have increased and individuals are responsible for saving more for their retirement at the same time that financial markets and investment returns are shaky. It is no wonder various polls report that more people expect to continue working past traditional retirement age.

Mature or older workers have different goals and needs than younger age groups. They want flexibility from employers. They need career pathways that help them meet specific objectives.

Employers
Both the way we work and the linear career path of the past have changed. This collides with our intergenerational workplace and makes it urgent that employers create new programs and policies to facilitate talent management, training and development and career progression.

Later life career development is new terrain in the work-life landscape. Navigating job change and moving into mentorship roles are difficult tasks. In addition, succession planning and knowledge transfer need to be mapped out. Businesses and organizations are trying to identify and understand what this means in their workplace.

Canadian Society
With these powerful demographic and economic forces, we are undergoing a major social and cultural shift surrounding later life work and retirement. We are in a revolutionary transition and social policy is required to help guide and manage this significant change that will affect established social structures in Canada. New evidence-based policies and programs are required.

Finally, these issues are complex. Collaboration and partnership are required to navigate this emerging later life landscape.

Financial Gerontology

Posted by suzanne  on Nov 30, 2015

A few people have asked me about the term ‘Financial Gerontology’.

As a field, gerontology (the study of aging) consists of many disciplines such as health, psychology, sociology, education, law and political science, to name a few. It is interdisciplinary in nature.

Gerontologists work on both micro and macro levels. Certainly, financial issues come into play at a societal (e.g. socio-economic issues and social policy) level as well as at the individual level (e.g. later life work and income, wealth generation and savings, financial management, etc.).

Financial gerontology is the study of aging and the related financial, business and economic issues. This emerging field developed when this term was first coined in 1988.

Traditionally, the financial aspects of aging have been a bit on the periphery within the study of aging, a part of gerontology and issues of aging, but not in the forefront. Regardless, financial and economic issues, including later life work and employment, poverty and low-income seniors, pension plans and retirement savings, are linked to gerontology and a part of the field of gerontology. These are important personal and public policy issues.

In this low-growth, economically sluggish climate, I predict that all of these issues will become increasingly important to society as well as to gerontologists and the older adults they study and serve.

More on this topic is available here:

http://planetlongevity.com/2015/11/murky-waters-in-an-aging-world-fusion-and-confusion-of-terminology-part-1/