A number of factors and trends contribute to an increase in older adults in the workforce including demographics, financial concerns, changing concepts of retirement, longer and healthier life spans, and demand for the knowledge and skills possessed by the current generation of older workers. Careers are now considered to be more fluid, nonlinear and unstable and the later career stage can be a period of growth, maintenance, or decline. Adults in late midlife are a diverse group with varied career development needs such as the opportunity to change jobs within an organization, learn new skills or use their skills in different ways. These five suggestions can provide some direction both to older adults and to those assisting them with their career development: (1) acknowledge that careers belong to individuals; (2) learn how to find and use career information; (3) prepare for unplanned disruptions in careers; (4) provide role models for older employees; and (5) view career from a holistic and connected perspective. More research and theory development are needed to understand fully what career development interventions are appropriate for older adults. (Contains 15 references.) (CG)