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
22-27

28-35

Description
Age of Exploration
New possibilities (new career, leaving
home, maybe new marriage)
Emergence as their own person
defining themselves as an adult.
Tremendous hope for the future
idealistic.
Age of Permanency
Often new home, babies, working
toward another degree
Most overworked, guilt-ridden group.

36-39

Age of False Euphoria

Feeling of mastery and competence.
Have finished degree, had the babies,
built the home and so on
A sense of I can do anything!

40-55

Age of Mid-Life Crisis and then Age of

Acceptance
Is this all there is? Re-assess life
accomplishments.
Many start over.
Re-commitment to beliefs and values.
Come to terms with who they are.
A period that may be stressful for
some, freedom for others, constraints
for some.
Search for immortality.
Age of Mellow and Ambivalence
Been there before, done that.
Wealth of knowledge and experience,
Countdown to retirement.
Some do not want to change because
they plan to leave soon.

50-60

Suggestions
May appear confident, but usually not so
sure of themselves inside.
Affirm and praise when doing things right
(even routine stuff)
Provide lots of support and affirmation as
they grow and work to improve.
Look for ways to scaffold tasks, provide
short cuts, flip charts.
Chunk or bullet information.
Create collaboration to share and lighten
the load.
If possible, connect to other work they
may be pursuing.
Use talents, gifts, enthusiasm and support.
Show appreciation/recognition.
Use energy to re-access and reflect on
what is important; focus on things most
valued.
Identify what they value and believe is
important use as a frame for new
strategies.
Show appreciation/recognition. Affirm
their contributions.
Create sense of developing something
permanent for those who will follow.

Acknowledge their experience and

knowledge.
Appeal to the need of their experience and
input.
Create sense of developing something
permanent for those who will follow to
pass it on use LF framework to do so;
scaffold and model