Organisational strategy for longer lives
Rethinking ageing, experience, and contribution at work.
As workforces age, organisations are being asked to think differently about experience, continuity, and later-life contribution.
The question is no longer whether people will work longer, but how well organisations support meaningful transitions across later life.
My work focuses on helping organisations move beyond narrow retirement planning, towards thoughtful strategies that retain knowledge, support identity change, and strengthen organisational culture.
When this work is useful
You may be seeking support if your organisation wants to:
Retaining experience and knowledge through later-life transitions
Supporting senior staff as roles, identity, or contribution shift
Strengthening age-inclusive culture beyond policy statements
Moving beyond generic pre-retirement workshops
Ways I work with organisations
Strategic guidance
Supporting HR and senior leaders to think clearly about later-life strategy, continuity, and transition.
Executive coaching
Working with senior leaders navigating identity, role change, and later-career decisions.
Programme design
Developing bespoke initiatives that reflect organisational culture and the realities of longer working lives.
Why it matters
Later-life strategy, done thoughtfully, helps organisations:
Retain experience and institutional memory
Support people through significant life transitions
Demonstrate care, inclusion, and long-term thinking
About me
I bring over three decades of experience working at the intersection of careers, ageing, and identity. My background spans large-scale organisational work, doctoral research into meaning in later life, and sustained practice with individuals navigating transition.
I also contribute regularly to media, podcasts, and public discussion on ageing, work, and later life, bringing a reflective, evidence-informed perspective to complex questions.
