‘Stepping Stones for Career        Transition’      Helping organisations bring out the best in their talent      Helping ...
Events that make us reflect on our career                           Redundancy                           Pipped at an in...
Where Will You Be in Five Years?
Health checks / Career Maintenance   Am I enjoying my role as much as I was 6 months ago?   If yes,      Progress     ...
Challenges                Habits                Wrong career choice                Clarity about your                 s...
The Reality of Networking                       Id like to add you to my                        professional network on  ...
The Process of Change   1952 Lewin, Unfreezing, Moving, Refreezing   1969 Kubler-Ross, Denial, Anger, Bargaining, depres...
Overnight Success                    “You bet I arrived                     overnight. Over a few                     hund...
Career Modes for Older Workers                      Consulting                      Free lance                      Par...
Older Entrepreneurs                         New business formation                          up from 14.3% to 20.9% in    ...
Summary             Review your career before              it reviews you             The capacity for change is        ...
Lastly, A Business Idea                        Talent pool with great                         experience and proven      ...
Upcoming SlideShare
Loading in …5
×

Stepping Stones for Career Transition

214 views

Published on

Talk given to Society of Actuaries Pensions Conference on "How to make your money last all of your life and how policymakers can help" on the 27th September 2012. Ideas for extending one\'s career whether by necessity or by desire.

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
214
On SlideShare
0
From Embeds
0
Number of Embeds
13
Actions
Shares
0
Downloads
4
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide
  • In essence, for many people this is the wrong question. Some people have a plan but for other people they have pieces of the jigsaw. For some people, they are so busy with their current commitments, that they have not thought about it. Each aspect of your career to date has been an experiment which provides data on that.
  • Mind the gap. It is hard to flog
  • The currency of networking is generosity not greed. Keith Ferazzi
  • You need to assess whether evolution is an option or reinvention is an option. For companies, people, much reinvention happens on the downward curve.
  • Retire and hire back.
  • 611,000 enterprises launched in the last 2 years are by entrepreneurs in the 50s and older. Research show that 50% of midlife entrepreneurs want to give something back, meet the needs of the community, solve a critical social problem. Research has identified three types of older entrepreneurs: the constrained entrepreneur, who has always wanted to start a business but for lack of finance or family flexibility has been unable to follow through; the rational entrepreneur, who sees self-employment as the next step of their career, or as a way to increase personal wealth; and the reluctant entrepreneur, who is forced into self-employment due to a lack of acceptable alternatives and insufficient wealth to retire early (Singh & De Noble 2003).
  • Bespoke recruitment agency. Actuarial. In Newbridge, there is one that focuses on army employees looking for employment.
  • Stepping Stones for Career Transition

    1. 1. ‘Stepping Stones for Career Transition’ Helping organisations bring out the best in their talent Helping individuals make positive and rewarding career choices www.pinpoint.ie SAI Pension Conference 2012 How to make your money last all of your life and howpolicymakers can help Prepared by John Deely BA MSc Occupational Psychologist with Pinpoint.
    2. 2. Events that make us reflect on our career  Redundancy  Pipped at an interview  Significant birthdays  New manager  Peers moving ahead  Life events  An approach about a job
    3. 3. Where Will You Be in Five Years?
    4. 4. Health checks / Career Maintenance Am I enjoying my role as much as I was 6 months ago? If yes,  Progress  Satisfaction & Strengths  People If No,  Explore Why?  What can I do?  Engaging help Write your future CV for next 12 months. Does it fire you up?
    5. 5. Challenges  Habits  Wrong career choice  Clarity about your strengths  Gap  Challenge of Change  Income flexibility  Well-being / nature of the work  Internet  Network
    6. 6. The Reality of Networking  Id like to add you to my professional network on LinkedIn.  Over 50% of roles  77% of industry leaders  Generosity  Resilience  References / Intelligence  Diversity
    7. 7. The Process of Change 1952 Lewin, Unfreezing, Moving, Refreezing 1969 Kubler-Ross, Denial, Anger, Bargaining, depression Acceptance 1989 Rashford & Coghlan, Denying, Dodging, Doing, sustaining Cut to the “moving and doing” 5 years before you plan to retire. A phase of trial and error. Doing different things. Deepening your network. Expanding extracurricular activities. Learning.
    8. 8. Overnight Success “You bet I arrived overnight. Over a few hundred nights in the Catskills, in vaudeville, in clubs and on Broadway.” Danny Kaye
    9. 9. Career Modes for Older Workers  Consulting  Free lance  Part time  Expert role  Non-executive  Mentoring / Training  Interim Roles  Web based opportunities  Own Enterprise
    10. 10. Older Entrepreneurs  New business formation up from 14.3% to 20.9% in 15 years in the US  55 to 65 year olds have the highest rate of entrepreneurial activity  25% of small business in the UK founded by over 50s  4 year study of start-ups 64% survival rate for start- ups by older people (vs 48% overall)
    11. 11. Summary  Review your career before it reviews you  The capacity for change is a muscle which needs to be exercised.  Your network is an ecosystem which needs to be maintained.  Transition takes 3 to 5 years.  You may need to recruit yourself.
    12. 12. Lastly, A Business Idea  Talent pool with great experience and proven track record.  Energetic and experienced.  Flexible, conscientious and committed.  A bespoke recruitment agency for older talent

    ×