Thanks to the dozens of people who have signed up to be mentors to entrepreneurs and leaders – of any sector – in these challenging times (if you want to know more – go to www.next-up.com and click on the 500 mentors popup).
I had a thought provoking – and sad – conversation with an HR director of a professional firm recently. We are doing a workshop for partners to help them think about their future – unretirement, if you like. Like many firms they are starting to help partners some years ahead, not just in the last year as they are about to leave.
On a scale of one to ten, how much have you thought about retirement? If you have at all, is it a sort of fantasy world of travelling and relaxing? Or a move into a portfolio of interesting roles? Or playing golf and walking with friends most days?
There is a (very small) sea change happening among employers as to their roles and responsibilities towards a retiring employee. Here I want to look at what that change is, some leaders in the field such as the construction industry – and the areas where employers may want to start rethinking the opportunities of retiring employees.