In very significant ways, the past year has changed the way we work.  If you’re among the crowd approaching traditional retirement age – 60 to 65-ish – how have the shifts affected your sense of relevance, work-life balance, and plans to retire?

A recent Korn Ferry article discusses the notion that remote work arrangements may make working longer more attractive to some older workers.  

Despite the challenges involved in adjusting to digitization, as well as heightened expectations of 24/7 accessibility, staying engaged in work they love, doing it from the comfort of home, all absent the burden of a tough daily commute or added complexity of rigorous business travel, some companies may notice a growing number of executives interested in delaying retirement.  

How might such an emerging pattern impact your organization and shape discussions of talent development and succession?