Sometimes the barrier isn’t HR — it’s how we frame our own story.
On a recent episode of Achieving Success with Olivia Atkin, one of the topics we covered was age bias in today’s workplace.
When she started at a major defense contractor, seasoned team members were often seen as “just hanging on” until retirement.
But she soon found they were the steady hands in pressure moments, mentors for younger staff, and the ones who kept projects on track.
Let’s face it. Age bias can be real.
A client recently told me he was sure his age was part of the reason he wasn’t getting hired.
He’s not alone.
Many midcareer professionals quietly fear: I’m too old, and it’s holding me back.
But here’s the thing. Sometimes the biggest barrier isn’t in HR.
It’s in the mirror.
Whether it’s your resume, a Zoom interview, or the way you introduce yourself, how you frame your story shapes how others see you.
The Power of Reframing ... |
The place to start isn’t with HR. It’s with your own story.
An interviewer saying, “This is a fast-paced environment,” may sound like code for “we want someone young.”
And your answer can reframe it:
- “I’ve spent my career thriving in high-pressure settings. I bring the calm and perspective that keeps teams steady when things get intense.”
Or, if asked: “Are you experienced with working under someone younger?”
- “Absolutely. I’ve learned that good leadership isn’t about age, it’s about trust and clarity. My role is to support the vision, deliver results, and help the whole team succeed.”
See the difference? Those answers turn experience into an asset.
Harvard Business Review shows intergenerational teams outperform single-generation ones. Older professionals bring perspective and resilience; younger colleagues bring fresh ideas and adaptability.
The Association of Executive Search and Leadership Consultants (AESC) reports that a multigenerational workforce sparks creativity, innovation, stronger customer engagement, improved retention, and growth.
When you reframe your story, you don’t erase your age.
You shine a light on how your experience elevates the team.
The most powerful place to challenge age bias is between your ears.
Begin by changing how you see yourself.
Own your story first and watch how others start to see you differently.
I’ve lived this in my own journey.
My prime professional years were in my late 40s, 50s and into my early 60's; and they went by fast.
Sure, some noticed the signs of time on my face.
But no one accused me of “riding out the clock.”
Clients knew they could count on me to deliver.
My age didn’t mean decline, it meant stability.
It meant I understood business needs deeply.
It meant they had the opportunity to benefit from my breadth of experience.
I owned every wrinkle, every lesson, and every work experience I’d been through.
That was my “secret sauce.”
Own your wrinkles. Own your journey. Own what you bring.
That’s the power of reframing: the same story can be told as decline — or as the edge that sets you apart.
Want a place to start? Try These ideas. |
Take a few minutes to reflect on these prompts as you consider your next chapter.
- Where might you be telling your story in a way that plays into age bias instead of challenging it?
- What strengths have only become stronger with time?
- How would you answer an interview question that hints at concern about age?
👉 Download my free Strengths-based Rsume Reframe Workbook to get started on bringing more of you to your story.
Or reach out if you’d like one-on-one help reframing your career story.
-Mark
Mark Wigginton, MS, Certified Professional Coach
Personal Coach | Career Guide | Proud to Own My Wrinkles
📬 MarkW@FocusingOnResults.com
🌐 www.focusingonresults.com
🔗 Connect with me on LinkedIn
P.S. If this message resonated with you, it might speak to someone else too. Forward it to a friend who’s ready for their next chapter—you never know what kind of shift a few words of encouragement can spark.
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