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The literal point that Drucker makes is that life insurance is really death insurance and that pension funds are "old-age" insurance. What if we live too long? What if our retirement funds cannot support our life styles as we age?

 

What if we work too long - well into our 70's or 80's? Today we see challenges with training and managing a workforce that has three generations in it. What will it be like with four?

 

Will we outlive our knowledge? Today we see that more and more organizations prefer electronic billing to paper billing. Check 21 anyone? Electronic filing of taxes anyone? What does this mean today to the 80 year old that may have 10-20 years of life ahead of them.

 

The challenge for the future is not so much the "brain drain" that we've been fudding about but more the brain extension that we need to prepare for in the workplace and at home?

 

How will training organizations adapt to the "extra generation" in the workforce?

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We tend to talk about (and perhaps) misrepresent millennials - might we be doing the same thing when we talk about those over a certain age?

How might we adapt training to have increased appeal and relevance to those in their 60's, 70's, 80's, 90's or beyond?

How will you assure that you will still be learning when you reach that age?

What can you anticipate that you might be resistant to at that time?

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