I'm So Excited!

I Learned A New Word

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Recently, a pundit referred to the “generativity” of President Biden. That immediately sent me to the nearest search engine. Turns out “Generativity vs. Stagnation” is the seventh stage of Erik Erikson’s psychosocial development theory. (I did not take Psychology in college, so this is all new to me. But say “psychosocial development theory” three times fast and Erikson may appear.)

Erik Erikson, by the way, was a German American child psychoanalyst known for his theory on human psychosocial development. He’s also the guy who coined the phrase “identity crisis.” But I digress. 

Generativity is characterized by the desire to create a positive impact and legacy. That includes the desire to mentor and contribute to community. It typically occurs in middle adulthood between the ages of 45 and 65. How perfect!

The flip side of this, stagnation, is feeling stuck and lacking purpose. And that also describes—not shockingly—the period between 45 and 65, and I’ll bet there are plenty of folks ping-ponging between the two.

Recent studies have concluded that those with outward purpose—generativity—have very satisfying experiences in retirement. What’s funny is that it’s so common to envision retirement as a selfish exercise, where life is filled with travel, lounge chairs and umbrella drinks 24/7. In reality, we find our true happiness in family, community and greater purpose (although it doesn’t hurt to do it with an umbrella drink in hand now and then).

Until recently, employers have been missing out on capturing that spirit of generativity in older workers as our society ages. After all, older workers can and do provide a source of continuity and customer insights (because customers are aging too, right?). What’s more, older workers are far more responsible, with respect to showing up and producing. Alas, bean counters only see their higher salaries, and HR designs job descriptions only for “digital natives.” Still, some companies are realizing they want to keep their older workers and are offering benefits like grandternity leave for new grandbabies and returnships  for those returning to the workforce.

One of my extremely well-compensated executive clients was dumped at age 60 in a corporate restructuring. While he could afford to retire, he insisted he’s is too young. After playing a few rounds of golf and taking a vacation, he was bored out of his mind. Refreshed and forgiving his former C-level executive boss for not having his back, he networked his way into a few interviews.

One of the rules of interviewing is that you must change the job requirements to favor you, your skills and what you offer. Of course, give the interviewing party everything they want with respect to qualifications and initiative. But then include some positioning that is unique to you alone: the “plus one” that ruins the process for all other applicants under consideration.

I coached my client, whom I had known for many years, to remind his interviewer that in his new position, he will make it his job to mentor and raise the next generation of executives. Now, with no interest in the top spot, he is free to exercise his generativity to bring along the younger members of the team.

We should all remember that no young person can say, with our credibility, that she will mentor and raise the next up-and-comers. Some things just benefit from a few extra years of experience and gravitas.

Continuity for business is essential. To some extent, it’s helpful to let employers know that you only want 10 years and not a lifetime in an organization, especially if you think your substantial experience might be threatening to them.

My client now has an encore career that will keep him fulfilled for a while.  We’ll take the win.  What does generativity mean to you?  Are you contemplating yours?  #WeRescueOurselves

© 2024 Madrina Molly

The information contained herein and shared by Madrina Molly™ constitutes education and not investment advice.

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