Have you ever thought about the 100-year life? It may be no longer a far-fetched concept because the 100-year life is here.
“The 100-year life is here, and it’s going to lead to a completely different kind of second half of life for us,” says Michael Clinton, author of Roar into the Second Half of Your Life. It’s a somewhat new reality, and it demands that individuals and organizations begin to rethink aging and careers.
While many may consider longevity a limitation, Clinton believes it’s a chance to redefine one’s purpose.
The New Longevity
The figures are mind-boggling. By 2050, according to the World Health Organization, the global population aged 60 and older will likely double to 2.1 billion.
Clinton points out, “If you’re 50 or 60 and healthy, you are more than likely going to live to be 90 or 100.” He adds, “In the last 100 years, we’ve had more growth in life expectancy than in the entire history of the world prior to that.” These extra decades are rewriting expectations for careers, family, and our personal fulfillment.
Governments like Singapore are leading the way. “The Singaporean government is very progressive,” Clinton explains. “They’re focusing on democratizing longevity, offering support to people of all socioeconomic incomes, and emphasizing lifelong learning and reskilling.”
Organizations and governments worldwide should take note of Singapore’s approach. Longevity is creating new demands on workplaces, policies, and communities. There is no way to skirt around the issue either.
Rewiring Instead of Retiring
For Clinton, the second half of life isn’t about slowing down. Instead, it’s about stepping forward. Perhaps it’s roaring forward.
“If you’re 60, you have 30 years ahead of you. You can’t play golf for 30 years and hang out with the kids — they’re not that interested,” he jokes. These decades represent an opportunity to reimagine what’s possible. “You have an opportunity to rewire — whether it’s starting a new career, launching a business, or going back to school.”
In his book and on his website, RoarForward.com, Clinton shares stories of what he refers to as “reimagineers,” people who have embraced this new mindset. These individuals have pursued new ventures, built businesses, and mentored younger generations.
“They’re living within the context of this new social movement of longevity,” Clinton shares. The actions of these purpose-driven people demonstrate that the second half of life is as much about contribution and a sense of meaning as it is about personal growth.
Organizations have an enormous role to play as well. If senior leaders determine how to support employees as they age through reskilling and opportunities for reinvention, they will unlock newfound performance potential. It is undeniable that organizations will require new thinking, and embracing the concept of rewiring offers solutions for businesses that may struggle to find talent.
Confronting Ageism
However, there is a dark figure lurking in the background of progress. Ageism continues to hold people and organizations back.
Clinton calls it “the last bastion of discrimination.”
Ageism transcends gender, race, and class, leaving many on the sidelines. Clinton emphasizes that representation is vital and points to initiatives by companies like Dove and Estée Lauder that celebrate older individuals. The actions of these forward-thinking companies remind us that age can embody wisdom, experience, and strength. Just consider Demi Moore’s Golden Globes acceptance speech as a recent example.
Yet, Clinton also highlights an astonishing gap: “Only 9% of U.S. companies include age in their DEI policies.”
Despite the recent kerfuffle regarding whether organizations should keep or discard their various DEI programs, refusing to recognize age in your overall people and culture strategy is a terrible oversight. It reflects missed opportunities for organizations to embrace the benefits of multigenerational workforces.
Companies that recognize the value of workers older than 55-60 years old not only create inclusive cultures but will unlock so many additional wins—be it mentoring, coaching, tacit knowledge exchanges, and so on.
The Power of Lifelong Learning
Clinton views lifelong learning as another cornerstone of thriving in a longer life. “When you graduate from college, three or four years later your education is almost obsolete. You have to constantly be learning and thinking,” he explains. Lifelong learning shouldn’t be considered an add-on — it’s a way of staying engaged and relevant. (Note to Chief Learning Officers and Chief People and Culture Officers.)
Clinton points to how society has already adapted. “Think about how we’ve all learned to book flights online or manage digital health portals,” he says. Learning isn’t reserved for classrooms or formal programs — it’s part of our daily lives. Organizations can amplify this by creating environments that support growth at every stage and age. Clinton cites L’Oréal’s intergenerational programs as an example of fostering collaboration across diverse age groups.
Programs like those at L’Oréal wind up being a competitive advantage. Shockingly, other organizations have not caught on as of yet. Clinton believes efforts like what is happening at L’Oréal demonstrate what’s possible when organizations see age as a strength rather than a limitation.
Thriving in the Second Half
Clinton’s vision for longevity is bold but also grounded in reality. “This is the new growth market,” he says.
If you’re looking in the mirror and in your 60’s or older, how are you reinventing yourself? What are you doing to pursue different forms of learning? Are you pushing yourself to accept new challenges?
If you’re a leader, how are you helping your organization adopt multigenerational workforces and tackle ageism while creating pathways for older workers to thrive?
The 100-year life is here, and it provides an opportunity to rethink what’s possible and embrace the potential that comes with time. Clinton reminds us that longevity isn’t a barrier. Indeed, it’s a gift.
Watch the full interview with Michael Clinton and Dan Pontefract on the Leadership Now program below, or listen to it on your favorite podcast.