Many top managers and most non-executive managers are over 50. Still many managers, including the ones over 50, see employees older than 50 as a problematic group. Rightly so? Only partly at the most. However, there has surely been a lot of long overdue maintenance in this respect, as well as a vicious cycle of stereotyping and self-fulfilling prophecies. Still the story that, when your employees turn 50, a siren goes off and after that they are entirely demented, appears not to be true. And the news is that our working population is ageing quickly, while the well-educated younger employees have become a scarce commodity. This program breaks the vicious cycle by helping the participants to:

• put their life and work in perspective,
• take stock of one’s working life,
• assess their stronger and weaker points, and what can be done to improve this,
• answer the question how they want to shape their last career stage,
• make a realistic action plan to pull this off.

Of course, the actual plans are far from uniform. As a matter of fact, when people age they tend to become more different. Neonates are sometimes accidentally swapped, but this almost never happens to employees over 50.