Supporting the Next Chapter — Why I Trained as a Geronto Coach
As societies age and workforce demographics shift, questions related to aging are becoming increasingly central — not only in our personal lives, but also within organizations. From 2024 onward, the number of people aged 65 and over in Europe will exceed the number of children under 15. Fewer young people are entering the labor market. Many people are staying in the workforce beyond the traditional retirement age. In fact, the OECD estimates that there will be 150 million more older workers globally by 2030.
Despite these clear demographic trends, aging remains a topic we rarely address openly — especially in professional environments. Often it is treated as a taboo or a private matter, rather than something we can prepare for and navigate consciously, both individually and at the organizational level.
This is why I recently completed a training in Geronto Organisational and Life Coaching — an approach that provides structured support for the psychological, social, and professional transitions related to aging.
What is Geronto Coaching?
Geronto Coaching focuses on the consequences and themes of aging and supports individuals and organizations in dealing with them in a constructive and meaningful way. The process creates space for reflection, awareness, and planning — offering tools to face change not with avoidance, but with clarity.
At an individual level, a Geronto Coach works with clients on topics such as:
stepping back from the world of work and preparing for retirement,
redefining personal identity beyond a professional role,
setting new goals or finding meaning outside of work,
maintaining physical and mental well-being,
adapting to changing values, priorities, and capacities over time.
These sessions help clients process transitions with acceptance and self-understanding, so they don’t have to face these changes alone.
At the organizational level, Geronto Coaching supports workplaces in addressing aging not as a hidden issue, but as a reality that affects individuals and teams across generations. This includes:
facilitating open conversations about aging and later-career transitions,
supporting the transfer of responsibilities, knowledge, and experience,
improving communication and cooperation between different age groups,
preparing for succession and leadership handovers with intention,
aligning performance expectations with life-stage realities.
Through this work, aging becomes a topic that can be acknowledged, understood, and addressed — rather than ignored or stigmatized.
Why I Chose to Deepen My Skills in This Area
I consider these themes especially important — and underrepresented — in today’s coaching conversations. Aging is not a narrow medical or personal issue, but a complex, multifaceted process that has emotional, social, and professional dimensions. Yet we often lack the frameworks and language to talk about it.
One area I’m particularly focused on is the transition that occurs when a business owner decides to sell their company and retire. Having worked on mergers and acquisitions in the past, I understand the complexity of such processes. By combining that background with the perspective of Geronto Coaching, I can now offer more comprehensive support — not only for the business-related aspects of succession, but also for the psychological transition that follows.
Looking Ahead
As I continue to build my coaching practice, I aim to support both individuals and organizations in dealing with the often-overlooked questions around aging, identity, and change. Whether it’s about stepping down from a leadership role, planning for the next life chapter, or supporting teams through generational transitions, I believe coaching has a meaningful role to play.
If these topics resonate with you — either personally or professionally — feel free to get in touch. I’m happy to explore whether coaching could offer support in your current situation or help prepare for what comes next.