Rethinking Career Stages: A Modern Approach for the Over-50s

Introduction

In an era where people are living and working longer than ever before, with the UK's over-50 workforce projected to increase to 37% by 2035 (Office for National Statistics), understanding and adapting our approach to career stages has never been more crucial.

Recently, my colleague Sarah Taylor Phillips and I co-hosted a webinar titled "Ages, Stages and Big Events ." Sarah is a key player in the over 50s space, using her energy and network to help organisations retain talent over 50. This session was prompted by a graphic from Indeed that categorised those over 55 as being in a "decline" phase of their careers. This lead to outrage and the post going viral. The image is copied below.

As a Chartered Psychologist and researcher, I felt compelled to look deeper into the theory underpinning this perspective, to confirm where this had come from.

The Origins and Evolution of Career Stage Theory

The Indeed graphic was loosely based on the work of Donald Super (1910-1994), whose career development theory was published in the early 1950s. To understand the context, we must consider the societal norms of that era: fewer women in the workforce and a predominantly ladder-based career model where individuals often remained with one organization, steadily climbing the promotional ranks.

Super's Original Model: A Closer Look

Super's model has been a cornerstone of career development theory, however, like many theories, it needs to be re-examined in light of our changing world.

Super's actual model begins at birth and outlines several career stages:

1. Exploration (15-24): This aligns with our modern understanding of GCSE/A level studies, post-18 education, and first job experiences.

2. Establishment (25-44): The period of beginning a career and gaining experience. We now see more individuals return to the exploration stage when choosing a new career path.

3. Maintenance (45-64): A time for building on career progress and reaching one's professional peak.

4. Decline/Disengagement (65+): Super set this stage at the typical retirement age for his time. It was disengagement from work to allow space for a persons’ wider life.

The Need for Reframing in the 21st Century

In today's context, the term "decline" at 55 or even 65 is outdated and doesn't reflect the realities of modern careers. People are living longer, working later in life, and often embarking on entirely new career paths in their 50s, 60s, and beyond.

The impact of technology and the gig economy.?

?The rise of digital technologies and the gig economy has further transformed career trajectories. According to a 2023 McKinsey report, up to 30% of the working-age population in the UK and US engage in some form of independent work, challenging traditional notions of career progression.

As a 67-year-old professional, I can attest to the evolving nature of career trajectories. The COVID-19 lockdown, coinciding with the start of my doctoral studies, led to the time when all client work stopped. This unexpected shift allowed me to focus fully on my studies and to make a quite radical decision to purchase a 4-acre wood.

I never returned to the same level of consultancy engagement, instead I've transitioned to a more fulfilling life that balances client work, research, writing, and personal interests like woodland management and volunteering.

Reframing the Final Career Stage

The hundreds, if not thousands of people that saw the original post by Sarah Taylor Phillips were outraged by the graphic referring to the over 50s as a time of decline. I still am unclear why they moved the age to start at 55. It seems they wanted careers explained in 10-year categories. I wonder if this graphic was created by someone young with no comprehension of life over 40.

The Indeed graphic's attempt to categorize careers into neat 10-year blocks oversimplifies the complex, non-linear nature of modern career paths. This approach fails to account for career changes, sabbaticals, parental leaves, and the increasing trend of 'unretirement'.

There are many ways that we can see our life and career over 65. None of us wants to be seen as in a stage of decline. It is far more relevant to see this as a period of transition and opportunity.

I’ve come up with five different ways that we can see later life. There may be more. It is not a case of choose one, there can be combinations we can move between, and at some point, we may want to sit back and take things easy.

1. Legacy and Mentorship Phase:

A time to share accumulated wisdom and emphasize the value of experience. With talk of inter-generational working this could be a wonderful phased retirement. Mentoring less experienced workers and creating a legacy in the work place. And then looking to create a non-financial legacy beyond work.

For instance, Boeing's 'Mentor Me' programme pairs retiring engineers with newer employees, ensuring critical knowledge transfer and fostering intergenerational collaboration.

2. Career Reinvention Stage:

An opportunity for new beginnings, exploring encore careers or passion projects. Take retirement from your company and start over. Do something that brings you joy and meaning, money may no longer be the key driver.

A 2022 study by the Centre for Ageing Better found that 1 in 5 people over 50 in the UK are considering a career change, with many citing a desire for more meaningful work.

3. Portfolio Career Period:

A blend of part-time work, consulting, and personal interests, allowing for flexibility and work-life balance. Perhaps to work part-time for your employer or move into ad-hoc consultancy, and to explore a combination of paid and unpaid options.

For example, a former marketing executive might combine part-time consultancy work with teaching at a local college and running a small online business.

?4. Wisdom Application Stage:

Leveraging deep industry knowledge in strategic advisory roles. With a very senior role you can look to be an advisor to other companies or your industry, or perhaps to work on getting minority groups better prepared to enter your industry.

Some companies have implemented 'alumnus' programmes, where retired executives serve as advisors on special projects, leveraging their deep industry knowledge.

5. Life Integration Phase:

Taking a holistic view of one's career within the broader context of life, balancing professional contributions with personal fulfilment. I think this one speaks most to me. I love my client work, research and writing. I equally love being a woodland owner, and my involvement as a volunteer with the Royal Forestry Society.

A growing number of professionals are embracing this approach. Take Jane, a 60-year-old former HR director, who now balances part-time HR consultancy with her role as a school governor and her passion for landscape painting.

Practical Applications for Career Coaches

My doctoral research and my book 'Rethinking Retirement for Positive Ageing ' has uncovered evidence-based strategies that career coaches can employ when working with clients over 50. These approaches, grounded in both academic research and real-world application, can help older workers navigate the evolving landscape of late-career development. Let me make some practical suggestions.

Five Perspectives on Later Career Stages

When working with clients over 50, particularly those approaching traditional retirement age, career coaches can apply this reframed perspective in several ways:

1. Explore New Possibilities: Help clients identify opportunities for continued growth and meaningful contribution, whether in their current field or a new one.

2. Leverage Experience: Assist clients in recognizing the unique value their accumulated wisdom brings to the workforce.

3. Balance Work and Life: Guide clients in creating a career plan that integrates professional goals with personal interests and life aspirations.

4. Encourage Flexibility: Promote the idea of portfolio careers or flexible work arrangements that allow for a gradual transition from full-time work.

5. Foster Lifelong Learning: Encourage clients to continue developing new skills and staying current in their field or exploring new areas of interest.

Navigating Age-Related Biases in the Workplace

?As career coaches we can help our clients navigate age-related biases by helping them in identifying and challenging ageism in the workplace. Also to guide them in developing a personal brand that emphasizes their unique value proposition, such as their extensive experience, proven track record, and ability to mentor younger colleagues.

Cultural Considerations in Career Development

It is important to note that perceptions of career stages and retirement can vary significantly across cultures. For instance, in Japan, the concept of 'ikigai' - finding purpose in life through work - often extends well into traditional retirement years. Career coaches working with diverse populations should be sensitive to these cultural nuances.

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The Way Forward

Embracing a New Paradigm

The article that provoked so much outrage also encouraged me to return to this Career Theory and to share my understanding more widely.

With 21st Century Careers, it is crucial to move beyond outdated notions of "decline" for older workers. Instead, we should recognize the later career stages as a time of potential growth, reinvention, and meaningful contribution.

Whether it's continuing in a job they love, trying something entirely new, or becoming an entrepreneur, individuals over 50 have a wealth of opportunities to shape fulfilling career paths that align with their evolving life goals.

We can encourage an older work force to look forward with passion, excitement and interest. The challenge now is to have employers embrace the benefits of an older work force. With an ageing workforce, there is too much wisdom, knowledge and energy to let it drift away. People and organisations such as Lyndsey Simpson of 55redefined and Victoria Tomlinson FRSA of Next-Up are key players in this area.

A Call to Action for Individuals and Organizations

As we move forward, it's imperative that both individuals and organizations embrace this new paradigm of career development.

For individuals

This means staying open to new possibilities and continually investing in personal growth. Start by identifying one new skill you'd like to develop in the next six months. Whether it's mastering a new technology or honing a soft skill, continuous learning is key to thriving in your later career stages.

For organizations

It involves creating flexible policies that value and leverage the experience of older workers. Begin by assessing your current policies. Are they age-inclusive? If not, what's one change you could implement this year?

Consider introducing mentorship programs that pair experienced employees with younger team members, fostering knowledge transfer and intergenerational collaboration.

By embracing these changes, we can create a more inclusive, dynamic, and fulfilling work environment for people of all ages. Moreover, by leveraging the skills and experience of older workers, we not only enhance our workplaces but also contribute to a more robust, innovative economy.

And finally …

We are in this together, let's help and support and make a difference. And for those reading who are younger, remember that you too will age. The changes we advocate for today will shape the work environment you'll experience in the future. We want to improve things for everyone, creating a world where career development is a lifelong journey of growth and contribution.

Together, we can create a world where age is seen not as a limitation, but as an asset - where every stage of our careers offers opportunities for growth, contribution, and fulfilment. The future of work is ageless, and it starts with the actions we take today.

Dr Denise Taylor is on a mission to reclaim, reframe (and rethink!) retirement. It is not retiring and slowing down but a new phase of life where we have more freedom and flexibility to live a life the way we want.

Denise has been involved in retirement planning for almost 40 years. At 64 she gained her doctorate having researched how people find meaning in life after full-time work. To share this widely her latest book – Rethinking Retirement for Positive Ageing is on sale, published by Routledge. Dr Denise is a Chartered Psychologist, and also a wilderness rites of passage guide combining her interest in transitions and ritual with a love of nature. Beyond her work she gains great fulfilment through owning a private wood.

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