Four Quarter Lives: Redesigning Careers, Aging, and Leadership with Avivah Wittenberg-Cox

Описание:  “What we call a risk is often just hanging on to a reality that may no longer be true.”



In this episode I chat with Avivah Wittenberg-Cox, a global expert on 21st-century leadership, gender and generational balance, longevity, and the future of work.



We explore the Four Quarter Lives framework (Q1 Grow, Q2 Adulthood, Q3 Becoming, Q4 Harvesting), why lifespans are getting longer, and what that means for individuals, teams, and organizations.



Our conversation covers practical changes for workplaces, the reframing of aging beyond decline, how to approach risk in midlife, and how to design careers and communities for longer, more purposeful lives. The episode includes guidance on leadership strategy, intergenerational collaboration, and personal planning for a longer horizon.



Key takeaways



The Four Quarter Lives framework reframes a 100-year life into four 25-year phases: Grow (Q1), Adulthood (Q2), Becoming (Q3), Harvesting (Q4). This helps individuals and organizations plan for longer, more varied careers.



Adulthood (Q2) is not the endpoint; Q3 is a peak period for meaningful work, mentorship, and legacy-building, especially for women who have faced traditional juggling pressures.



Q4 is not decline; it’s a time for legacy, contribution, and intergenerational engagement. As lifespans extend, many will shift toward continued purpose, learning, and mentoring.



Ageism and DEI shouldn’t be the starting frame for addressing aging in organizations. Instead, demographics should be integrated into strategic planning at the executive level to influence talent, markets, and long-term resilience.



Midlife is a critical transition - often mischaracterized as a crisis. A proactive “midlife rethink” helps people plan for a longer horizon and avoid stagnation.



Intergenerational connections are valuable. Practical ideas like Generations Over Dinner can foster mutual understanding and collaboration across age groups.



The conversation emphasizes resilience and opportunity: risk should be reframed as choosing growth over clinging to a status quo that no longer aligns with longer, healthier lifespans.



 



Resources and links mentioned



Four Quarter Lives podcast: https://www.avivahwittenbergcox.com/p...



Elderberries Substack: https://elderberries.substack.com/ 



20 First: https://20-first.com/ 



Generations Over Dinner: https://www.generationsoverdinner.com/  — a practical way to connect different age groups



The Correspondent by Virginia Evans: https://uk.bookshop.org/p/books/the-c...



 



Who should listen



Midcareer professionals (especially those in their 40s–60s) planning for longer, more varied career lives



Leaders and HR/talent professionals shaping long-term workforce strategy and age-inclusive growth



Anyone interested in reframing aging, intergenerational collaboration, and longevity as a positive opportunity



 



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You can also find me at www.thetripleshift.org (http://www.thetripleshift.org) / www.managingthemenpause.com (http://www.managingthemenpause.com)  



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