From crisis to growth at midlife: Changes in personal paradigm

Abstract

Adult development is becoming a critical component of an organization's effectiveness in our rapidly changing world (Torbert, 1987). While transitions in adulthood have been shown to be inevitable and patterned, they do not necessarily result in personal growth. In this exploratory study, data were collected from 64 men and women experiencing midlife transitions. Several factors were identified (scope of transition, progression through a transition sequence, ego development, inner directedness, and commitment to learning) which enabled growth during the midlife transition in the form of a personal paradigm shift. Positive emotional tone as well as enthusiasm for career were found to be consequences of these paradigm shifts. Implications for organizations are discussed.

Optimism and the boundaryless career: The role of developmental relationships

“…Further, as they propose, individual capacities, such as optimism, may be considered “states” and so, fall in the middle of a continuum anchored by trait‐like characteristics, which are stable individual difference factors (e.g., personality) and momentary positive states that are changeable (e.g., mood; Luthans, 2002; Luthans et al, 2007; Luthans & Youssef, 2007; Youssef & Luthans, 2007). As states, capacities such as optimism are now viewed as being open to change or developable (Avolio & Luthans, 2006) and, hence, are potential levels for change in the workplace (Kluemper et al, 2009; Peterson, 2000).…”

Ministerial Burnout: Motivation and Renewal for Mission

“…The experience of discomfort, dissatisfaction, and the questioning of beliefs, values, and assumptions provide the opportunity for a paradigm shift from an outer-directed approach, to a more spiritual inner-directed approach to life (O"Connor & Wolfe, 1991). In the surrender, there are feelings of loss, powerlessness, and being out-ofcontrol, as well as a sense of peace.…”

Chance Events and Executive Career Rebranding: Implications For Career Coaches and Nonprofit HRM

“…De Fillippi and Arthur () proposed that the direction of career agency was linked to motivation, skills, and relationships. O'Connor and Wolfe () suggested that changing their personal paradigms helps people grow and transition during midlife crises. Individuals can make dramatic career changes in response to individual reflection and reevaluation (Ibarra, ) as well as in response to changing needs at midlife (Power, ).…”