424 Luke Neault presentation FINAL - Wild Apricot · 2019-07-16 · Jennifer Luke & Roberta Neault,...

7/11/2019

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Asia Pacific Career Development Association Conference

RMIT University Saigon South Campus, Ho Chi Minh City – Vietnam, 21-25 May 2019

Jennifer Luke & Roberta NeaultAustralian Collaboratory

for Career Employability &

Learning for Living (ACCELL)

Life Strategies Limited

Jennifer [email protected]

aClearOutlook

Career Development Practitioner & Educator

University of Southern Queensland, Australia

Doctoral Research Candidate

Australian Collaboratory for Career Employability &

Learning for Living (ACCELL)

Jennifer Luke & Roberta Neault, APCDA Conference 2019

Roberta [email protected]

@RobertaNeault

President, Life Strategies Ltd.

Chilliwack, BC, Canada

Project Director, Canadian Career Development

Foundation (CCDF), Ottawa, ON, Canada


The aim of this presentation

is to contribute research

that can promote policy and

professional practice

conversations about the

value of older workers

AND….


• their career development needs

• how to support their career

engagement

• the importance of transferring

their knowledge through effective

and meaningful mentorship to

younger mentees.


AGEING WORKFORCE

• Organisation for Economic Cooperation & Development (2002)

• International Labour Organisation (2015)

• Australian Government Intergenerational Reports (2010, 2015)

Governments & policy makers are

alarmed by an ageing society with

workforce productivity needing an

injection of skills from older workers.


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OECD (2019), Labour force participation rate (indicator). doi: 10.1787/8a801325-en


OECD (2019), Labour force participation rate (indicator). doi: 10.1787/8a801325-en


FIRST FOCUS on the

OLDER AGE GROUPS

Do they wish to return to work?

What are their needs, worries and motivations?

How do they need to adapt?


Jennifer Luke

Current PhD Research

Extend on MEd investigation

into motivation and career

adaptabilities of retirees

seeking an encore career.

Now focus on how to

how to build their career

adaptability and transfer their valuable skills to the younger

generation through mentorship.

Roberta Neault

Career Engagement

model (Neault and Pickerell, 2019)

Will be discussed as an

effective bridge between

career counselling of older

clients and employee

engagement.


PhD researchOlder workers, retirement

and re-engaging with work

Jennifer Luke


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Life Span – Life Space

GROWTH

Birth - 14

EXPLORATION

15 - 24

ESTABLISHMENT

25 - 44

MAINTENANCE

45 - 64

DISENGAGE

65+

Mini-cycling

RE-ESTABLISHMENT

Super (1980)


Initial MEd Research

What motivates a person in retirement to re-enter career?

Semi-structured interviews with 22 retirees.

Age range: 56 to 78 years. Male & Female in Queensland, Australia.

All participants either working or volunteering.


Jennifer Luke

Thematic Analysis (Braun & Clarke, 2006) was conducted on the interview transcripts.

22 initial codes

5 Themes

EMPLOYABILITYThe themes within a

person’s stories make

meaning from traits,

adaptations, and

experiences in the

world.


RESULTS

CAREER ADAPTABILITIES

Concerna future orientation to working

Controlsense of autonomy over work tasks & vocational future

Curiosityinterest in learning & developing new knowledge

Confidencefeeling positive about ability to contribute to workplace

Career Construction Theory (Savickas, 2005)


PUBLICATIONA Thematic Analysis of Career Adaptability in Retirees who Return to Work

Luke, J., McIlveen, P., & Perera, H. N. (2016).

A thematic analysis of career adaptability in retirees

who return to work. Frontiers in Psychology.

doi: http://dx.doi.org/10.3389/fpsyg.2016.00193


Extend on MEd investigation into motivation

and career adaptabilities of retirees seeking an encore career.

Now focus on how to assist in

transferring their valuable skills to the

younger generation through mentorship.


Jennifer Luke

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feeling

InsignificantOver half of participants genuinely

felt unsure that their career history and

experience would be interesting &

significant enough to others.


seekMEANINGFUL WORK

• In all interviews, participants spoke of their values.

What gave them a sense of accomplishment.

For each participant that was interested in

being a mentor – they wanted to be within a

workplace that gave them flexibility of time,

confidence, social inclusion and feeling

significant as well as be respected.


Case StudiesOlder workers, retirement

and re-engaging with work

Sample of participants interviewed for

Jennifer Luke’s PhD research with inclusion of

Career Engagement Model by Roberta Neault


Career

Engagement

Model

Strategic alignment of internal and external

capacity with level of challenge


Career Engagement Definition

“The current emotional and

cognitive connection to one’s career;

. . . a state in which one is focused,

energized, and able to derive

pleasure from activities linked to

work and other life roles”

~Pickerell, 2013, p. 4


Two Routes to Disengagement

Challenge

too high for

available

capacity

Challenge

too low for

available

capacity

Ov

erw

he

lme

d Un

de

rutilize

d


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Female – 65newly retired to focus on family

• University qualified social worker.

• Extensive experience in counselling within

hospitals, not-for-profits and high education

(15 years at a University).

• Retired to focus on becoming a grandparent.

• Offered to return for casual hours at university

the following year if needed.


Female – 65newly retired to focus on family

• Very humble about their accomplishments and feel

insignificant.

• Her adult children only see her as their mother and

never as a professional and respected counsellor.

• Will always help immediately to get a project

moving and still wants to give back to the

community.

• Was well respected by her peers for her experience

and guidance.


Case Conceptualization –Retired Counsellor

• At risk of feeling underutilized and, eventually, disengaged

• Explore potential new challenges

• Find ways to continue to contribute

• Keep up social connections


• After High School became a Hydraulic factory

worker for 1 year.

• Studied and became a Cardiothoracic Nurse

then Hospital Intensive Care Unit Manager.

• Now volunteers at a Historical Restoration

Society and provides First Aid lessons to

community groups.

Male – 68retired and now volunteers


Male – 68retired and now volunteers

• Very friendly, confident and a good leader /

communicator with all ages.

• Had enjoyed teaching and mentoring other nursing

staff grow in their roles.

• Retired from work due to physical health but still

active in volunteer work

• Also is married with a number of grandchildren and

has a father in a nursing home that he visits often.


Case Conceptualization – Retired ICU Manager

• Reduced capacity (physical health

concerns)

• Requires less challenge to

achieve engagement

• Current additional challenges

from complex life roles

(caregiving for grandchildren and

father in a nursing home)

• Volunteering and teaching First

Aid part-time helps to align

challenge with available capacityJennifer Luke & Roberta Neault, APCDA Conference 2019

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Male – 85retired then returned to work

• Mechanic, small business owner and missionary

(Australia and in Papua New Guinea)

• Retired and moved back to Australia

(age early 70s)

• Volunteered time at a local mechanic workshop.

• Offered fulltime work as a roadside service

mechanic. Still in this role.


Male – 85retired then returned to work

• Is accustomed to taking a leadership role in his

community.

• Is very straightforward and has strong opinions.

• Was concerned about research topic until he

realised it was focusing on the value of older

worker’s skills and knowledge (and not an ageist

attack).


Case Conceptualization – Mechanic, 70+, back at work

• Underutilized in retirement

• Capacity recognized in his

volunteer role

• Now actively engaged in

his new community


Jennifer Luke


Extend on MEd investigation

into motivation and career

adaptabilities of retirees

seeking an encore career.

Now focus on how to

how to build their career

adaptability and transfer their valuable skills to the younger

generation through mentorship.

Roberta Neault

Career Engagement

model (Neault and Pickerell, 2019)

Will be discussed as an

effective bridge between

career counselling of older

clients and employee

engagement.


A conceptual framework for

strategic structuring of

- Gradual/phased retirement

- Retirement activities

- Return-to-work plans

- Mentoring opportunities

- Integrated life roles


Without a strong understanding of the

psychological factors that motivate an

older worker to become a mentor and the

adaptability required of them to transition

successfully back into the current multi-

generational workforce….

the labour market will be ill prepared

in its ability to support the re-integration

of this valuable cohort.


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THANK YOUJennifer Luke & Roberta Neault

[email protected]

[email protected]

aClearOutlook

RobertaNeault

Asia Pacific Career Development Association Conference

RMIT University Saigon South Campus, Ho Chi Minh City – Vietnam, 21-25 May 2019

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424 Luke Neault presentation FINAL - Wild Apricot · 2019-07-16 · Jennifer Luke & Roberta Neault,...

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