
Imagine living to 100 - how would you structure your career, finances, and relationships? "The 100-Year Life" challenges traditional life stages, sparking global rethinking of aging and work. Shortlisted for FT/McKinsey Business Book Award, it's reshaping retirement planning worldwide.
Lynda Gratton and Andrew Scott, renowned experts in organizational behavior and economics, co-authored The 100-Year Life: Living and Working in an Age of Longevity, a groundbreaking exploration of longevity’s impact on careers and society.
Gratton is a Professor of Management Practice at London Business School and founder of the advisory practice HSM, combining decades of research on work and innovation. Scott, an economics professor at the same institution, brings expertise in global trends and policy.
Their collaboration blends psychological and economic insights to address themes like multi-stage careers, lifelong learning, and societal adaptation to extended lifespans. The duo also co-wrote The New Long Life: A Framework for Flourishing in a Changing World, expanding on strategies for individuals and institutions navigating technological and demographic shifts.
Gratton’s other works, including Redesigning Work and The Shift, cement her status as a leading voice on the future of work, while Scott’s research informs global policy discussions.
Translated into 15 languages and selling over one million copies, The 100-Year Life remains a seminal text for professionals and policymakers worldwide.
The 100-Year Life explores how increased longevity will revolutionize work, education, and retirement. Lynda Gratton and Andrew J. Scott argue that traditional three-stage lives (education, work, retirement) will vanish, replaced by multi-stage lives with periodic reskilling, career shifts, and leisure. The book offers strategies for managing finances, health, relationships, and lifelong learning to thrive in a century-long lifespan.
This book is essential for professionals, policymakers, and anyone planning long-term careers or retirement. It’s particularly relevant for mid-career individuals navigating career changes, young adults designing flexible life paths, and organizations adapting to longer employee lifespans.
Yes—it’s a research-backed guide to rethinking life planning in an era of extended longevity. The authors blend economics and psychology to provide actionable insights on finance, education, and well-being, making it a vital resource for personal and societal adaptation.
The multi-stage life replaces the traditional three-stage model with alternating phases of work, education, and leisure. For example, individuals might freelance, take sabbaticals for reskilling, or switch careers entirely, ensuring adaptability across a 100-year lifespan.
The book advises balancing savings with investments in “intangible assets” like health and relationships. It emphasizes flexible financial planning, longer working years, and avoiding over-reliance on pensions or fixed retirement timelines.
Intangible assets include friendships, family networks, physical/mental health, and skills. Gratton and Scott argue these are critical for longevity, as they provide resilience during career transitions and enhance life satisfaction beyond financial security.
It distinguishes “re-creation” (time for reskilling and self-reinvention) from leisure. For instance, a career break might involve learning AI tools instead of vacationing, ensuring competitiveness in a dynamic workforce.
Critics note that 100-year lifespans aren’t yet universal and question whether corporations/governments will adapt policies (e.g., healthcare, education) quickly enough to support multi-stage lives. Some argue the book’s optimism underestimates systemic barriers.
The authors urge companies to abandon rigid HR models and offer flexible career paths, sabbaticals, and lifelong learning opportunities. Firms that fail to adapt risk losing talent to more agile competitors.
Strong relationships are framed as “intangibles” that provide emotional support during transitions. The book suggests prioritizing family and friendships to sustain well-being across decades of change.
Unlike purely financial guides, it integrates psychology, sociology, and economics to address holistic life design. Its focus on multi-stage flexibility sets it apart from retirement-focused works like Die Broke or The Longevity Economy.
Yes—it provides frameworks for leveraging experience while acquiring new skills. For example, a 45-year-old might transition from marketing to data analytics via a “re-creation” phase, aligning with future job markets.
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Here's a startling truth: if you're reading this and were born after 1997, you have better than even odds of blowing out 105 candles on your birthday cake. This isn't a futuristic fantasy-it's demographic reality backed by decades of data. For Jack, born in 1945, reaching 70 was a solid achievement. For Jane, born in 1998, stopping at 70 would be tragically premature. Yet most of us are still planning our lives, careers, and finances as if we'll follow Jack's timeline. This disconnect between our expected lifespan and our life structure creates what might be the defining challenge of our era: how do we design a life worth living when it stretches across an entire century?