Innovating Career Counselling for Middle-Aged and Older Adults

Abstract

In this chapter, we take a broad perspective in reviewing theory, empirical research, and practice applications on career counselling for middle-aged (i.e., approximately 40–60 years) and older adults (i.e., older than 60 years). To begin, we outline some of the key perspectives on career counselling and development across the lifespan, including career theories by Super (e.g., life-span life-space theory, developmental self-concept), Slocum (e.g., career plateau dynamics), and Savickas (e.g., career adaptability). After this theoretical overview, we provide a review of the literature on career development intervention strategies and programs for middle-aged and older adults. The focus here is on both individual and group-based career counselling strategies that are methodologically sound, and have bearing on middle-aged and older adult employee career issues in particular. To this point, the majority of these strategies and programs discussed are targeted toward improving employability across the lifespan, as well as supporting career transitions of particular applicability to older workers (e.g., retirement, workforce reentry). We then distill the findings from this review into a series of recommendations for future research and practice in career counselling and development interventions, which will ultimately support and sustain workers across the breadth of their careers and lives.