Interview with Ken Dychtwald on Midlife Crisis
February 2009 - By Dr. Nagendra V Chowdary

Ken Dychtwald
Ken Dychtwald, founding president and CEO of Age Wave

economic difficulties, andmotivate and engage key segments of their workers to ensure continued productivity during downsizing.

• What is your assessment of the possible impact of the US financial crisis on the midlife careers of millions of employees across the globe, let alone US? Do you think that the financial crisis would have brought in advance all the unpleasant experiences?
  Workers of all ages are feeling the effects of today’s financial crisis. In some ways, midcareer workers will likely fare better than younger cohorts. Due to their greater experience and tenure, unemployment is historically lower, and the effects of recessionmoremoderate, among older employees. For example, as of November 2008, unemployment among those age 25 to 34 in the US was 6.9% (up from 4.9% in January 2008). Among those age 35 to 44, unemployment was 5.4% in November (up from 3.6% in January), and among those age 45-54 unemployment was 5.1% (up from 3.4% in January).
  However, many midcareer workers will see their ambitions and anticipated career paths delayed for months or even years due to current economic conditions. For a cohort already likely to feel frustrated with their level of progress and fulfillment from work, today’s recession is likely to increase levels of dissatisfaction even further.

• What is your advice to all such people going through such traumatic times? What are the few things that they should keep a tab on and keep working on so that life, if not as it was, at least does not deteriorate?
  Middlescence can be a time of confusion, frustration, and burn-out. But it can also be an opportunity for personal discovery, reenergizing, and reinvention. Specific strategies I recommend to middlescents include:

1. Recognize midlife and even later life can be a time of new beginnings.
   With improved healthcare, diet, and exercise, we are living longer, and with greater health and vitality, than any prior generation. The “longevity bonus” that our generation enjoys gives us opportunities for second chances, to pursue new careers, fall in love again, go back to school, and reconnect with our families and spouses – nomatter what stage of life.
2. Leverage your new freedoms.
   Inmiddlescence you have capabilities and resources you did not have in your younger days. In this time of our lives many of us have developed knowledge, skills, relationships, and financial resources that empower us to pursue careers and activities we are most passionate about.
3. Continue learning.
   Today’s middlescents are far more educated than those of earlier generations. Lifelong learning will not only continue to empower your career, but can also enrich your life with new interest and passions.
4. Forge new relationships.
   In our global surveys, people around the world consistently tell us that relationships with friends and family are the key to happiness throughout life. Creating new friendships and rekindling relationships with your spouses and family during middlescence will be a source of fulfillment for years to come.
5. Give back.
   In our youth, many of us are focused on our own needs and ambitions. As we enter middlescence, we begin to recognize that true fulfillment comes largely from what we give, not what we get. You may find that contributing time and resources to those in need, volunteering in your community, and devoting your energy to your family and children will help make middlescence and beyond the best years of your life.

• You have observed in your (written along with co-authors, Robert Morison and Tamara Erickson) brilliantly written article (“Managing Middlescence”, HBR, March 2006) that, “Middlescent restlessness isn't new, but it plays out differently in different generations. It seems to be hitting today's midcareer workers harder than it hit their predecessors.” Can you take us through how the generational differences would impact middlescent restlessness?
  There are three major differences between today’s midcareer workers and those of prior generations which can affect how they experience middlescence. First, their lives and family responsibilities are often far more complex and demanding. Many married later, and some had multiple marriages, creating blended families with step-children and multiple inlaws. More than among any prior generation, today’s midcareer women are likely to be working, adding to the stress and responsibilities as couples attempt to balance work and family life.Meanwhile, many are now caring for aging parents just as they are raising children, managing increasing job responsibilities, and attempting to save and prepare for their own retirement.

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