2. Cutting Back Has New Meaning: Cyclic – or Project-Based – Work Preference for working after “retirement” Source: The New Employee/Employer Equation , The Concours Group and Age Wave, 2004
5. The Shape of Careers to Come: “Down Shifting” for Continued Contribution 20s 30s 40s 50s 60s 70s 80s Career Development Career Deceleration Source: Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent by Dychtwald, Erickson, and Morison, April 2006
6. 2. Use succession, redeployment, and job matching systems well in advance to take a wider view of potential assignments for returning or downshifting workers Six Steps to Become More Attractive to Experienced Mature Workers – Step 2
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9. 5. Ensure managers are ‘age blind’ – reaching out to all age groups in the new blended workforce Six Steps to Become More Attractive to Experienced Mature Workers – Step 5
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11. The question is not, “ Is my organization facing an aging workforce crisis?” The real question is, “ Am I ready for it?”
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13. Timothy Butler & James Waldroop “ Job Sculpting” Harvard Business Review September-October 1999 “ In these days of Talent Wars, the best way to keep your stars is to know them better than they know themselves - and then use that information to customize the career of their dreams”
![It’s not ALL bad news – Many Employees Plan Not to Retire… ,[object Object],At what age do you plan to retire? Source: The New Employee/Employer Equation , The Concours Group and Age Wave, 2004](https://image.slidesharecdn.com/6StepstoRetainTalent-122585326264-phpapp01/85/6-steps-to-retain-talent-1-320.jpg)
