What are the most effective coaching strategies for working with older adults?

Addressing the diverse needs of older adults in career development requires a nuanced approach. Consider financial security, personal fulfillment, social connections, or legacy creation as potential motivations. Recognize challenges like age discrimination, health concerns, skills gaps, or family responsibilities. Employ open-ended questions, active listening, and empathy to build rapport, establish trust, and assist clients in articulating their values, interests, and strengths. Tailoring coaching strategies based on individual motivations enhances effectiveness in guiding older adults through their career development.

One thing I have found very helpful in my dealings with adults over 50 is to guide them through a process of discovering what the Japanese call the "ikigai" or purpose. When we are younger, purpose is many times forced upon us by the realities and demands or our lives. Things such as work, marriage or parenthood dictate our "reason" for living. In a second half of our lives, it is important to look for a purpose that is truly ours, a true "ikigai" that will helps find joy in what we do and motivate us to continue our process of personal or professional growth.

I find this question a bit subjective. Depending on the reader, who are "older adults?" Are we talking about people senior into their careers 20/30+ years? All generations need to learn new things in order to sharpen skills. Recognize that older adulthood is often marked by significant life transitions, such as retirement, changes in health, or loss of loved ones. Be sensitive to these transitions and the emotions they may evoke, and offer support and encouragement as needed. Take the time to listen actively and empathetically to older adults. Show genuine interest in their stories, experiences, and concerns. Learn about the life history, experiences, and cultural background of the older adult.

In a corporate and a B2B environment we certainly talk about understanding their willingness for earlier exit options for people 55 plus rather than understanding the needs for them to stay longer. In a SMB and B2C environment, C level people and decision makers are usually more willing in trying to understand what attracts "elderly" people to the company to help them grow their business. In any case, HR should be given green light to really leave up to their disclaimers...age really never matters??

Als Karriereberaterin für Menschen 50Plus begleite ich?- in der St?rkung der bisherigen Position und vor allem- im NewplacementDabei ist immer wichtig, dass ich die pers?nliche Entwicklung und deren Umst?nde erkenne und so bei den n?chsten Schritte individuell begleiten kann.Jede*r hat seine unterschiedliche Historie und muss darin wahrgenommen werden.Da ich einen ganzheitlichen Blick darauf habe, kann ich die Individualit?t schnell erkennen und entsprechend begleiten.Dabei hilft mir mein Wissen aus meiner Zeit als Personalleiterin, Führungskraft, der Beraterin und der selbst mittlerweile über 50 J?hrigen, mit den H?hen und Tiefen, die ich selber durchlebt habe. Dadurch verstehe ich so gut wie jede Entwicklung und ich bin dabei authentisch.

Supporting older adults in career development involves uncovering often-overlooked options and opportunities. Coaches can employ career assessments, informational interviews, networking events, and online courses to help individuals identify and assess possibilities. Encouraging the recognition and utilization of transferable skills, experience, and wisdom is crucial. Assisting in showcasing these attributes in resumes, cover letters, and interviews empowers older adults to navigate and pursue diverse and fulfilling career paths with confidence.

Ich nutze eine Vielzahl von Methoden und Instrumenten.Das überzeugendste ist jedoch immer, wenn ich mit meinen Kund*innen?eine Einwandbehandlung durchgehe und auch einübe.So erkennen sie ihre eigenen Einschr?nkungen und Glaubenss?tze, die sie selber dem Alter gegenüber haben.Und erkennen gleichzeitig, die Einw?nde, die ihnen entgegengebracht werden k?nnen.So haben sie bereits im Vorfeld Antworten, die sie überzeugend anwenden k?nnen.

Está é uma fase delicada para muitos. Ent?o o primeiro passo como Coach é faze-los enxergar que a vida ainda pode trazer novas experiencias e potencialidades. Você pode pesquisar exemplos de pessoas que s?o referencias e estejam na mesma faixa etária. Rascunhe junto com ele, áreas que interessam, no que ele considera que poderia desenvolver. Ofere?a ferramentas que podem auxilia-lo no dia a dia. Esteja alerta e sempre se colocando a disposi??o. Ajude-os a se reconectar com eles mesmos, e reconhecerem suas conquistas.

Supporting older adults in career development involves aiding them in setting and achieving goals. As a coach, implement SMART criteria—ensuring goals are specific, measurable, achievable, relevant, and time-bound. Break down goals into manageable steps and assist in monitoring progress. Celebrate achievements, offer guidance during setbacks, and provide feedback, resources, and accountability. This comprehensive approach ensures older adults receive the necessary support, guidance, and motivation to navigate their career goals successfully.

Sometimes SMART objectives are not enough. I would encourage older adults to set objectives that are IMPORTANT for them at this moment in life (such as health, family, good friends, their legacy at work, becoming a mentor etc.), goals they might be ENTHUSIASTIC about in order to activate their inner energy and hope for being useful, important to others and impactful, and also DAUNTING to stimulate learning and self esteem in the same time. Michael Bungay Stanier has a very well described approach in his book.

Reframing ist ein wichtiges Instrument. Absolut hilfreich, wenn es darum geht, sich seinen ?ngsten und Glaubenss?tzen zu stellen.Gerade, da der Altersgruppe 50Plus oft mit latenter Diskrimierung gegenübergetreten wird, ist diese Methode sehr hilfreich und entspannt meine Kund*innen.Danach k?nnen sie viel leichter mit den ?ngsten und den Anforderungen umgehen.

Fears often comes from a bad experience in the past or they are an inaccurate estimation of the potential consequences. A very good approach in reframing fears is based on the ”Immunity to change” concept, understanding the basic assumptions, understanding the emotions, reframing the situation, discussion how would it sound under a more beneficial assumption and support the coachee to think through solutions that better fit to the revised and more realistic perspective.

One approach is to check our biases, egos and respect the audience. Honor the experiences of mature ones ask for their insight on products and procedures. We may also gradually introduce new processes, products and techniques, while relating the organizational benefit of the new activity.

It is often said that "you can't teach an old dogs new tricks". Rubbish. The most effective coaching strategies for working with older adults is to help them recognize that they, too, can learn new things. We often don't give credit to what we learn throughout the day or weeks because it is what we find interesting. So it doesn't feel like learning. Once you begin to see this you can suggest other material that is not only interesting to them but also helps them with any challenges they face in their career development. Another important step for me is to look back and make them aware of how much they've already learned and the mountain of value they stand on.

My willingness to learn and contribute never felt higher than now it seems. Yet, at the same time, my willingness to spend 18 hours on the road, traveling to numerous meetings without any outcomes other than frustrations, fell to zero. Also here, the green lights need to be implemented in HR first, to allow and spend a budget for older folks.

Encourage them to do some research and learn along the way, that way, they feel prepared and relaxed to learn. Another point is to make them comfortable to use tools, laptops etc by making it a game or something fun for them. Also using insights from their own experiences can make topics to be taught relatable to them. Above all, their vast life experiences are very valuable.

I find when I take the time to listen to their perspective first helps me learn more about them which helps me learn from there experience but it also helps me tailor my approach to helping them.

Mit meinen Kund*innen?arbeite ich intensiv an Ihrer Sicht auf das, was sie geleistet haben und auf das, was sie an Mehrwert in ihrer zukünftigen Stelle erbringen werden.Alleine durch die Bilder, die wir entstehen lassen, verbinden sich viele wieder dem bereits Erreichten. Und k?nnen so auch leichter Neues entwickeln.

Some of the challenges I see in older adults are limiting beliefs, such as "I can't change industries because I have 20 years of experience in manufacturing already", or "It's impossible for me to learn new technologies." While certain activities might be more difficult for more experienced adults, it's important to remember that nothing is impossible. There are a multitude of training resources available for free on the internet! Everyone has the ability to take action to move toward a more meaningful career. The first step is believing that you can.

Again, how is “older adult” defined? It is important to remember than experienced workers bring great value and are not liabilities. As an only child I will never forget helping my 90-year-old mom with tasks she used to be able to do herself, yet always recognizing her independent spirit. She was a corporate engineer and sharp as a tack. As a “coach,” I increasingly helped her in her later years. That included helping her retain her independence. With older workers, perhaps ever-changing technology is troublesome. It’s important to encourage questions and express willingness to help. Be a great listener. Suggest opportunities and offer guidance. Remember that age can be a virtue; never discriminate.

According to Haydn Shaw, Boomers are workaholics and used to being heard. The sheer size of their generation made them the center of attention. They don't think of themselves as getting older and they don't want people treating them like they are. The challenge is to coach them by respecting their experience, tailoring communication, emphasizing purpose and providing context, and encouraging lifelong learning.

The most effective coaching strategies remain the same regardless of age - listening, encouraging and empowering! Support the coachee to set their own goals, make their own decisions and take action!

Leave any biases and discriminations at the door. Company cultures are strengthened and flourish with the help of team camaraderie and willingness to help others — regardless of age. If an “older adult” is not proficient in a certain area, offer assistance. But an “older adult” in the workplace can be leveraged through inclusion and inviting them to lead, co-lead or provide supplemental contributions. That builds company culture and individual confidence and spirit.

Difficult to get into the who needs to coach whom discussion. Each generation had and will have their challenges. Neither generation started out with knowing everything nor willI any generation leave with knowing it all. It requires open minds on "both ends" to work together in order to come to a we and us instead of them and they.