Career Planning for Assaulted Women: A Unique Experience in Building Women’s Self-Reliance
June 29, 2002La référence francophone pour les intervenants en information et en orientation scolaires et professionnelles
June 29, 2002Rewired, Rehired, or Retired
A Global Guide for the Experienced Worker
By Robert K. Critchley
Jossey-Bass/Pfeiffer, 2002, ISBN: 0-7879-6219-8
Written by an International President for Drake, Beam, Morris, Rewired, Rehired, or Retired offers both a theoretical exploration of the work-life choices for workers over 50, and a scattering of workbook exercises and self assessments. It focuses primarily on three options:
- continuing to work at present job or new position because you enjoy it.
- reducing work hours to allow time for other interests
- discontinuing paid work in order to do other things.
Most references are Australian, or British, but there are a number of examples from Canada, Europe and Asia as well.
The first chapters predictably deal with work–life balance and understanding and dealing with change. A recurring theme is ”life is not a dress rehearsal, it is the main event” and no one else can plan for you, but you have to consider the impact of your choices on others in your life.
Throughout the book, there are several worksheets for self assessment. Some take the form of a series self–evaluation questions prompting a close look at one’s flexibility or adaptability. There is also an entire chapter (Chapter 6, Effective Career and Life Communication) outlining “I SPEAK” a diluted MBTI/ JUNG knock off which uses the designations of Intuitor, Thinker, Feeler and Sensor.
The meat of this book, however, begins with Chapter 4, Understanding the Myths and Realities of the Mature Worker, and Chapter 5, Achieving a Level Playing Field with Younger Workers. For those interested in the rehirement or rewirement options, Critchley shows how older workers often forget their easily demonstrated history of having learned and adapted to business technology changes over last decade or more. It is cumulative knowledge, not obsolete knowledge. He does this with anecdotes, statistics, facts and quotations from Internet articles (ZDNET), Greek philosophers, business celebrities and everyone in between.
There is also a comprehensive listing of myths, accompanied by some suggestions for dispelling them. This section is well worth reading, and will probably soon be found on the walls of many career centers who serve experienced workers. He also outlines the value of experienced workers and mentors for small companies and discusses the application of transferable skills.
Chapter 5 has a number of hints and suggestions for experienced workers, such as:
- use “experienced” instead of “older”
- demonstrate flexibility
- capitalize on experience.(the worksheet for summarizing success stories also includes mistakes so that you can capture the depth of your learning)
- research and rehearse (recommends the Internet)
- identify differentiators (depth of experience increases uniqueness)
- show empathy and that you understand the concerns and issues faced by the business.
- communicate positively
- listen carefully
An additional four chapters deal with developing a positive attitude, networking, interview skills and overcoming phone phobia. The latter includes more self tests and a, reprint of the 1999 “Call Reluctance Self-Rating Scale” by George W. Dudley and Shannong L. Goodson,
Critchley rounds out the book with a final three theoretical chapters on “Global Opportunities for the Mature Worker”,”Retractable Retirement” and “Life Is Not a Dress Rehearsal” Once again, he uses examples from North America, Europe and Asia, including Canada. Our HRDC programs for older workers are lauded. Hopefully the print praise will help with funding renewal requests. Critchley also points out a French policy which costs employers more if the worker they are laying off or terminating is 50 years of age or older. (No details were given.) He also takes a hard look at the stresses (and impact on physical and mental health) of retiring too early and the stresses of re–entering the workforce.
He seems to favour part time work or semi retirement, but does give fair coverage to all of the options. The book is thoughtful, and wide–ranging yet still comes up with some valuable concrete advice.