But almost simultaneously, the itch appears: "And all I’ve learned? And all the resources I have?" And not only professionally, but in life and in dealing with people.
In this stage, thanks to the recognition and prestige they’ve earned, new opportunities often come naturally. Now is the time to reinterpret everything learned to use it to their advantage, and to give back to others and the community. It’s about thinking how to capitalize on, disseminate, and multiply knowledge, experiences, and even valuable connections.
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Self-esteem is solid, and so are the achievements. They’ve overcome many challenges and experienced numerous changes throughout life. Some have not only pursued their careers but also mentored students and apprentices, enabling them to continue deriving satisfaction from helping others grow.
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Today they explore the possibility of cultivating a new hobby or learning something different. Perhaps the moment has arrived to enjoy life. A delicate and fascinating counterpoint: the urge to give to oneself, and the desire and commitment not to discard all the experience acquired.
Many have children, some even grandchildren. But these new older adults do not come as they did before: they care for kids, sometimes, and play with them, only what pleases them. They help their children, as much as they can.
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For them, the family legacy is guaranteed. Now they are considering another legacy: the knowledge and professional skills. They are convinced that it’s worth capitalizing on what they’ve learned to share with the community. This is the moment when so many decide to reinvent themselves.
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I know people who write books or publish articles in newspapers and magazines. Others run those same magazines, produce their own radio programs, or create a new project in a domain they had never explored. There are those who lead or actively participate in a NGO or reinvent themselves as consultants in their specialty.
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A new effort or a great opportunity? Perhaps a way to reconcile that prodigious tension that accompanies maturity: enjoying life more and leaving a legacy to the world.
To this clearly identifiable profile, I like to call them Vintage Millennials: Vintage by age and Millennials by vocation. They are a creative, innovative, and enthusiastic generation. Restless, seeking to continue growing and learning.
A collaborative content piece from the prestigious Beyond and Infonegocios.Miami community, developed by renowned Sonia Abadi, based on Sonia’s book: "Network Thinking: Connecting Ideas, People, and Projects."
Sonia Abadi web: www.soniaabadi.com
There are those who, like economist Sebastián Campanario, speak of the Senior Revolution. Others, like Madrid-born journalist Raquel Roca, describe this generation as Silver Surfers: senior professionals with silver-tinted talent, producers and recipients of a new economy, the Silver Economy. They are recognized as surfers because they want to stay on the crest of the wave and do not accept a present or a future that is invisible or inactive.
Human beings are living healthily up to a hundred years; biologically we are ten years younger. We are entering a new era of longevity that affects everything and, in particular, work.
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In the Silver Economy, those of this generation are not only considered new consumers but also new producers. Like the young, they are called prosumers, since they not only consume products designed for mature age but also continue to produce goods and services. They are highly active on social networks, voicing opinions, generating trends, and driving cultural changes.
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Our long life invites us to develop as agile workers, in continuous learning, and to explore new alternatives to face a longevity in professional life that almost no one anticipated.
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However, biases and invisible barriers still survive that sustain forms of workplace discrimination. Sometimes triggered by companies, but other times by those who have not yet dared to recognize themselves and position themselves as Vintage Millennials.
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The future will belong to the companies that implement a solid age-management strategy, because having silver talent will make the difference.