The Age of Wisdom

Average life expectancy has increased at a consistent rate over the last 200 years. The generation of young people born in 2007 will live, on average, to 107 years old.

Total working time increased. There is widespread concern about the financial support of an aging population.

But even though today the discussion is very focused on the economic aspect, there are other dimensions to address when thinking about longevity.

The professional model has changed: the approach we had that initially we studied, then we started working and then we retired... is not current. 

• The concepts of stable and consistent careers (traditionally upward) are outdated – there are several careers, new or complementary paths, within active professional life. It is evidence that already goes beyond the generational filter.

• Learning is a lifelong practice. In addition to bachelor's and master's degrees, there are numerous learning options in different formats and models; in an imperative of personal monitoring and evolution.

• The retirement phase is not necessarily the end of active life or professional contribution.

The evidence of the impact of longevity on the traditional professional model is clear. However, society in general and companies, in concert, tend not to follow this change. Many individuals, especially those who leave companies in middle age, dive into an unknown world and rarely have a defined plan or concrete ideas on how to spend the active time they still have. And, invariably, this void is dissonant with the vast experience and skills acquired over decades. This immense portfolio of experiences can be converted into professionally valid contributions; with formats and solutions that are not necessarily conventional models.

Companies are still falling short of this social imperative. There are sustained policies for the development of internal progression skills and generous practices for monitoring the departure of former employees... But there is a lack of new and sustainable approaches.

In the age of longevity, it is mandatory for everyone to prepare for a long life.

• Individually we must take responsibility for defining and leading our multiple careers. Self-knowledge is just the most elementary routine to implement and continue. Furthermore, it is necessary to intentionally develop extra-professional interests and invest time in them; invest in additional training; in hobbies, social intervention, among others. 

• Leaders and companies must have disruptive programs that help employees plan their careers –  inside or outside the organization. It is possible to support future former employees  to design their paths in a serious and committed way - with credible, professional and practice-oriented solutions - increasing an alumni network _11100000-0000-0000-0000- 000000000111_strong and also their credibility as employers. 

It may seem idyllic and impractical. But in companies, as in life, in the middle is the right solution.

Companies that decide to seriously undertake this will be promoting the circular economy, sustainability; and to become examples of more realistic, supportive and constructive social governance policies. 

Because as Emerson said “ Wisdom consists in understanding that the time dedicated to work is never wasted ”.

So that this time is not wasted, it is essential that we are all, individuals and companies, wiser in redesigning our professional careers, in this era of long professional lives!