RTP Step 4: Discuss

Turning Insight into Action Through Open Dialogue

Retirement Transition Plan Blog Series: Laying the Groundwork for a Meaningful Transition

Retirement Transition Plan (RTP) Mission Statement

To deliver a meaningful and personalised plan that enables individuals to transition to a life eventually outside of work in a dignified, valued, and supportive manner.

Welcome to the fourth instalment of our five-part Retirement Transition Plan (RTP) blog series. Built for individuals navigating the Q3 Life Stage (typically age 50+), RTP is a human-centred framework designed to help you approach retirement or career evolution with clarity, purpose, and confidence.

Through the five key phases, Consideration, Scope, Road Testing, Discussion, and Implementation, RTP offers a holistic, research-informed approach to managing one of life’s most profound transitions.

What is RTP?

The Retirement Transition Plan isn’t just a checklist, it’s a deeply personal journey rooted in both research and real-life experiences. Over four years of qualitative research and hundreds of lived stories have shaped a process that addresses the emotional, practical, and professional dimensions of later-life transitions.

Key focus areas include:

      •     Purpose and personal growth

      •     Health and well-being

      •     Flexible working and second careers

      •     Family and community dynamics

      •     Succession planning and knowledge sharing

      •     Identity, legacy, and fulfilment

Because your future is best shaped with others, RTP encourages collaboration—with family, mentors, and leaders, ensuring your next chapter is both personal and sustainable.

Phase 4: Discuss

Bringing Your Plan to Life Through Transparent, Collaborative Conversations

With your RTP scoped out and road-tested, the next critical step is Discussion. This is the point where your personal vision meets shared dialogue—where you invite others into your journey to help shape it, support it, and bring it to life.

Whether you’re speaking with your People Leader, a trusted mentor, or your family, these conversations foster alignment around your goals, timelines, and support needs.

This phase ensures your Retirement Transition Plan isn’t just well-designed—it’s understood, agreed upon, and ready to move forward.

Why the Discuss Phase Matters

A successful Discuss phase is built on:

• Openness: Honest conversations about what you want, need, and value

• Alignment: Synchronising personal goals with professional responsibilities

• Support: Ensuring the right resources, timelines, and flexibility are in place

Your RTP becomes a collaborative roadmap, where all voices are heard and all needs considered.

Your RTP Should Cover:

• Career Validation: Reaffirm your career trajectory—whether that’s reduced hours, phased retirement, or a new direction.

• Flexible Working: Explore options like hybrid working, job-sharing, or “gliding” into retirement.

• Second Career & Development: Identify any training, mentoring, or coaching that can support your growth.

• Succession Planning: Plan how your responsibilities and knowledge will transition smoothly to others.

• Client & Team Continuity (where applicable): Ensure service quality and key relationships are maintained.

• Managing the Transition: Establish a support plan with coaching, mentoring, or well-being tools to navigate the journey with confidence.

The Benefits of Collaborative Discussion

• Support: Feel seen and backed by your organisation or family

• Openness: Navigate challenges and expectations with transparency

• Trust: Build stronger relationships through intentional, ongoing communication

When both personal and organisational goals are considered, the outcome is a Retirement Transition Plan that is meaningful, balanced, and sustainable.

Role Responsibilities in the Discuss Phase

To make the RTP actionable, clear responsibilities should be defined:

People Leader Responsibilities

• Listen Actively: Create space for meaningful, two-way conversations.

• Manage Timelines: Set clear milestones and regular check-ins.

• Use Structured Frameworks: Apply HR policies (e.g., job sharing, reduced hours) to support your transition.

• Support Succession: Identify successors and manage the communication process.

• Encourage Flexibility: Help shape a working arrangement that balances productivity and well-being.

• Communicate the Big Picture: Clarify how your RTP fits into the wider team and organisational strategy.

• Celebrate Contributions: Honour your work and reinforce your ongoing value.

Your Responsibilities

• Maintain Your RTP Journal: Keep it updated with key discussion points and next steps.

• Prioritise Relationships: Whether with clients or internal teams, ensure continuity and clarity.

• Engage in Succession Planning: Proactively support the handover of your responsibilities.

• Be Open to Feedback: Stay curious and coachable through the conversation process.

Shared Responsibilities

• Agree on a Timeline: Co-create realistic, flexible milestones.

• Use the Implementation Framework: Align with HR’s structured tools and policies.

• Communicate Change Effectively: Collaborate on how changes are shared with wider teams.

This Is More Than a Plan. It’s a Partnership.

By fostering open dialogue, you co-create a Retirement Transition Plan that is future-focused yet grounded in the present. One that supports your personal evolution while strengthening your organisation’s culture of trust, respect, and forward-thinking.

What’s Next?

As you continue shaping and refining your plan, remember this journey is yours—designed by you, supported by many.

In the final phase, Implement, you’ll begin to bring your RTP to life. We’ll explore how to track progress, grow through experience, and adapt as life evolves.

Coming Soon: RTP Blog Series – Part 5: Implement

Put your plan into action. Evaluate, grow, and adapt. This is your journey—both hands firmly on the wheel.

Learn more about RTP

Option 1 – For Individuals:

The RTP Mentoring Programme offers tailored, 1-to-1 support delivered by ProAge via in-person sessions or Teams.

Contact: nigel@proage.org

Option 2 – For Organisations:

A secure SharePoint-based RTP hub provides downloadable, self-serve resources for colleagues and People Leaders alike.

Contact: nigel@proage.org

Remember: The best plans are shared, shaped, and strengthened through conversation.

Start talking. Start refining. Start living the life you’ve designed.