“Old enough to know…  Better!”

The InternShop
© By  Julie Lopp

Editor's note: Julie Lopp was raised in Minnesota, taught Language Arts in California, worked in public relations and advertising, and enjoyed a minor career in theater, radio, and TV. She is currently the owner of JoMax Property Management Co. and founder of Grandma’s Enterprises, specializing in candy manufacturing in high-volume tourist retail stores. Her own career transition was as the Executive Director of Life Plan Center in San Francisco, the first national non-profit offering career and life-planning services for men and women over 50. She currently lives in Santa Barbara, CA, where she consults and provides workshops dealing with Internships for men and women in mid- and later life.

"At every stage in our journey through work, we need to be in conversation
with our desire for something suited our individual natures."
— David Whyte, Crossing the Unknown Sea: Work as a Pilgrimage of Identity

Internships?  Aren’t they for students and young people?

Not any more! Just as we need new language to describe the Third Age as a new, vital stage of mid- and later life, we also need to remodel some of our traditional ways of thinking about working.  Internships for men and women at this mature stage of life are ideally suited for a win-win for individuals and organizations.

An internship is a temporary position with the purpose of providing hands-on work experience to see if there’s an interest in a particular field, to create a network of contacts, and possibly to gain access to full-time employment.  An internship is generally designed for a college student; unpaid or partially paid, sometimes with course credit; and it is usually offered to fit within a student’s schedule, i.e., either full-time summers or part-time in the school year. 

The difference in emphasis between the student intern and the midlife intern is that students primarily draw on the talent of the organization, while mature interns contribute the talent of their experience, contacts, and expertise.

The InternShop© program takes the traditional internship and tweaks it to address the current needs of adults in midlife transition. These internships are short-term, part-time, and project oriented. They are initiated by the Internshop© in either of two ways:  “Outside In” or “Inside Out.”

“Outside In” Approach

The “Outside In” approach takes internships that are already out there and modifies them to suit the midlife population. 

	The first step is to research some of the thousands (yes, thousands) of current internships published every year, by using the internet, library, bookstore, or career center, to look up internships of interest.
	The second step is to select up to four or five actual internships and remodel them to suit the specifics of the mature intern.
	The third step is to apply and propose the remodeling to the organizations. An application package can include a resumé, application information, and a list of accomplishments. In the cover letter, special attention needs to be paid to highlighting skills and what age and experience can offer to the organization. According to William Bridges, an earnest desire will often trump all other considerations. This is also a perfect laboratory to practice negotiation skills, e.g., “I don’t need a salary, but how can we be creative with health benefits (or transportation, expenses, etc.)?”

“Inside Out” Approach

The “Inside Out” method is a “tailor made” approach.  It’s more work, often more satisfying, and more likely to land an actual job.  This approach comes from a personal need to explore or grow that tends to arise from deep inside.

	The first step begins with self-exploration using a life review process which pays special attention to secrets, dreams, desires, and work fantasies.  Is there something you’ve always wanted to do or a work adventure that you’ve always wanted to have?  What cause do you truly care about?  Where would you like to make a contribution or leave a legacy?  What’s missing that could offer a greater sense of meaning or that you’d be proud to accomplish?
	The second step is to get as specific as possible. This is an “inside job” and doesn’t depend upon anything except creativity. YOU design the internship. What does the project look like? What purpose is it going to serve? What is the organization you’d like to work for? What is your particular personal situation and how does it apply to your project? How many hours, days, or weeks are you willing to commit? How will you measure your accomplishment?
	The third step is to thoroughly research organizations where you’d like to intern. Learn who’s who and what the organization (or person in charge) NEEDS. The one universal is usually money, which translates to sales for companies, and fund-raising for nonprofits; but there are lots of other unmet needs in both the expansion and conservation phases of an organization. What contribution will the internship make to the organization? How can you save them time or money? What is the need for which this internship is the answer? The design can be as limited or as extensive as you choose. Basically, what’s in it for them as well as for you?
	The fourth step is to write a mini proposal or plan for the project. Include a bio or resumé, why you’re interested, and what you can do for the organization. The proposal should include what you want to accomplish, how many hours you’re willing to devote, how much time you’d like in review or discussion of the project, what resources of materials, space, and people are needed, how to fund it, and finally, when periodic evaluation meetings are to be scheduled.

While facilitating adult internships for the last several years, I’ve been surprised by the receptivity of the workplace.  I had expected to have to “pitch” the overwhelming talents and skills of the experienced worker to overcome resistance.  What I heard was, “You’ve got someone who’s got the values, skills and work ethic of the older generation? I’d love to have that kind of an intern!”  Mature interns come “pre-packaged” and have done all the work.  They’ve learned about the organization; they bring an experienced set of skills, are self-directed, and can generate their own reporting and accountability standards.  It’s a great deal for an organization.

There are many advantages to a midlife internship, not the least of which is trying out workplace conditions that match shifting perspectives about time.  There is a reluctance to spend time doing unchallenging projects, or with people or values that aren’t compatible.  Interests such as travel, visiting, or caring for family, attending workshops, classes, and conferences all beckon.  The InternShop© process responds to David Whyte’s admonition:  “At every stage in our journey through work, we need to be in conversation with our desire for something suited our individual natures.”  You can try out your dream — with confidence that there is an escape clause!