Life Stages in Adult Development
Life Stages in Adult Development
Stages of Adult Development adapted from models by Roger Gould and Daniel Levinson (1978)
Copied from Learning-Focused School-Based Coaching packet ©2004 LCI solutions, Inc.
|Age |Description |Suggestions |
|22-27 |Age of Exploration | |
| |New possibilities (new career, leaving home, maybe |May appear confident, but usually not so sure of |
| |new marriage) |themselves inside. |
| |Emergence as their own person – defining themselves |Affirm and praise when doing things right (even routine |
| |as an adult. |stuff) |
| |Tremendous hope for the future – idealistic. |Provide lots of support and affirmation as they grow and |
| | |work to improve. |
|28-35 |Age of Permanency | |
| |Often new home, babies, working toward another degree|Look for ways to scaffold tasks, provide short cuts, flip|
| |Most overworked, guilt-ridden group. |charts. |
| | |“Chunk” or “bullet” information. |
| | |Create collaboration to share and lighten the load. |
| | |If possible, connect to other work they may be pursuing. |
|36-39 |Age of False Euphoria | |
| |Feeling of mastery and competence. |Use talents, gifts, enthusiasm and support. |
| |Have finished degree, had the babies, built the home |Show appreciation/recognition. |
| |and so on |Use energy to re-access and reflect on what is important;|
| |A sense of I can do anything! |focus on things most valued. |
|40-55 |Age of Mid-Life Crisis and then Age of Acceptance | |
| |“Is this all there is?” Re-assess life | |
| |accomplishments. |Identify what they value and believe is important – use |
| |Many start over. |as a frame for new strategies. |
| |Re-commitment to beliefs and values. |Show appreciation/recognition. Affirm their |
| |Come to terms with who they are. |contributions. |
| |A period that may be stressful for some, freedom for |Create sense of developing something permanent for those |
| |others, constraints for some. |who will follow. |
| |Search for immortality. | |
|50-60 |Age of Mellow and Ambivalence | |
| |Been there before, done that. |Acknowledge their experience and knowledge. |
| |Wealth of knowledge and experience, Countdown to |Appeal to the need of their experience and input. |
| |retirement. |Create sense of developing something permanent for those |
| |Some do not want to change because they plan to leave|who will follow – to “pass it on” – use LF framework to |
| |soon. |do so; scaffold and model |
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