"Start where you are. Use what you have. Do what you can." 

Arthur Ashe

50 Plus Assessment

The competencies of older employees and their further development have been given little importance in personal development so far. There seem to be hardly any opportunities for change for older employees within companies and many believe that their career is over at the age of 45.
As a result, older employees often feel sidelined in their final years of employment. However, in the knowledge-based society, companies need the expertise, dedication, and innovation of experienced employees. Support is needed to ensure that older employees do not just wind down their working lives but see new incentives or opportunities for change and a perspective that motivates.

At a certain age or after a long period in a specific role, it should become a mandatory task for all parties involved to thoroughly assess where the employee stands professionally and where they (still) want to go. Older employees can enter a phase after the crisis or reorientation phase of their middle years ("mid-life crisis") that releases new energy and leads to thoughts about how the remaining time in the workforce can be well utilized. 

Career profiling trainigs can help reflect on the current and future role of the employee, redefine their own fields of work and discover previously unrecognized opportunities for action.

"What motivates me in the coming years, what are my opportunities in the company?"


Our offer:

Career development in this phase can, but does not necessarily have to include big steps. Expanding, enriching and adapting to topics that are perceived as meaningful and a better alignment of the job with the respective phase of life, can make a big difference.

Overall, the aim is to determine where one stands professionally and to examine where further professional development is desired and possible. This includes working out a professional competence profile that provides orientation on how personal competences can be (even) better integrated into the work. Furthermore, it is about how the fit between competencies, interests and current tasks can be improved, as well as identifying the next steps. For this purpose, we use various methods from the field of career coaching.

Specifically related to the topic of life phase-related career development, we address the following topics:

  • Phases of life
  • Self-reflection on the subject of ageing - where do I stand?
  • Prejudices against older employees
  • New insights from brain research on lifelong learning
  • Identifying personal values and experiences in working life
  • Developing a vision for the future path