Why the Future of Work Depends on Valuing Experienced Talent with Lisa Taylor

What if the biggest disruption to work isn’t AI, automation, or hybrid models—but a 100-year-old idea about when careers are supposed to peak and decline?

In episode 868, Pauline James speaks with Lisa Taylor, CEO of Challenge Factory, about why traditional career models are fundamentally broken in a world where many people will live well into their 80s and beyond. Together, they unpack how outdated assumptions about age, productivity, and “career ladders” quietly undermine engagement, waste talent, and accelerate disengagement—especially in midlife.

Lisa explains how the concept of retirement at 65 was created for a very different era, why career conversations often disappear after age 49, and how manager bias—not performance—drives perceptions of declining productivity among experienced workers.

The conversation also explores the idea of the “talent escalator”—and what happens when senior leaders reach the top with nowhere meaningful left to go. Lisa shares what progressive organisations are doing differently: designing roles beyond the final rung, enabling intergenerational mentorship, and creating space for purpose, contribution, and renewal across longer working lives.

For individuals feeling stuck or ready to pivot, Lisa offers a practical alternative to the traditional CV-first approach—starting instead with purpose, strengths, values, and market relevance.

This is a must-listen for HR leaders, executives, and professionals rethinking careers, longevity, and the future of work.

Key Topics Covered

• Why retirement at 65 no longer makes sense in a world of 82+ year life expectancy
• Midlife as a distinct and valuable career stage—not a decline
• The role of manager bias in perceived productivity drops
• Why career development conversations often stop too early
• The “talent escalator” and how it jams at the top
• Intergenerational teams, mentorship, and cultural ambassadorship
• Why engaging older workers can reduce youth unemployment
• A scientific, hypothesis-driven approach to talent strategy
• Rethinking career pivots, entrepreneurship, and longer working lives

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