Breaking Age Barriers: How CliftonStrengths, Fluid and Crystallized Intelligence, and AI Can Help Us Rethink Age in the Workplace

We’ve all heard it before—“You can’t teach an old dog new tricks,” or “Only the young can keep up with new technology.” But in today’s fast-paced world, where AI and tech are reshaping everything, these old ideas about age and ability just don’t hold up. In fact, they’re not only outdated—they’re holding us back.

As a Strengths-led CxO coach, I’ve seen firsthand how powerful it can be when we stop looking at age as a limitation and start focusing on people’s strengths. One of the biggest myths I’ve encountered is that only Millennials and Gen Zers are naturally good at navigating AI and technology. But that’s far from the truth. And I’ve got a story to prove it.

In this article, I want to share how using CliftonStrengths, combined with an understanding of fluid and crystallized intelligence, can help us shatter the stereotypes about age and ability in the workplace. Businesses can thrive when they embrace a more inclusive, strengths-based approach in the age of AI. And considering Singapore’s ongoing struggle with low Total Fertility Rates (TFRs), this conversation couldn’t be more important—there’s a vast, underutilized pool of talent right in front of us, waiting to be tapped.

What Are Fluid and Crystallized Intelligence, and Why Do They Matter?

Let’s start with a quick breakdown of fluid and crystallized intelligence—two concepts that explain a lot about how our cognitive abilities evolve over time.

Fluid intelligence is our ability to solve new problems, think on our feet, and adapt to unfamiliar situations. It’s like being able to figure out a new tool or app without any prior experience. This type of intelligence peaks in our early adulthood and gradually decreases as we age.

On the flip side, crystallized intelligence is all about accumulated knowledge—what we’ve learned from our experiences, education, and work. Think of it as a treasure chest of wisdom that keeps growing as we get older. Unlike fluid intelligence, crystallized intelligence doesn’t decline; in fact, it often gets stronger with time.

So, while younger people might be faster at picking up new tech (thanks to their fluid intelligence), older folks bring depth, context, and seasoned decision-making into the mix (thanks to their crystallized intelligence). The key is recognizing how these different strengths complement each other.

The Case of a 60-Year-Old Tech Innovator

One of the most eye-opening experiences I had as a coach involved a sales leader I was working with. She had a 60-year-old team member who completely shattered every stereotype about older workers and technology.

This man wasn’t just keeping up with his younger colleagues—he was leading the charge in tech and innovation. He had both Futuristic and Analytical as his top CliftonStrengths themes, and these talents were driving him to always stay ahead. He had mastered an AI-driven sales prospecting platform, and was constantly fine-tuning how his team used it. Not only did he create the most efficient workflows, but he also shared his insights about conversation sequencing with his younger teammates, mentoring them to improve their own processes.

So here’s the twist: this 60-year-old team member was teaching the Millennials and Gen Zers on his team how to use these tools more effectively! The myth that only young people are tech-savvy? Totally debunked. His crystallized intelligence—all those years of experience combined with a constant desire to innovate—made him a key player in the team’s success.

Ageism and AI: Time to Rethink the Rules

In the age of AI and exponential change, businesses can’t afford to hold on to biases like ageism. We’re moving into a future where adaptability and experience both matter—where we need people who can not only learn quickly but also bring deep expertise and mentorship to the table.

There’s this notion that AI is for the young, but it’s just not true. What we need are diverse teams where younger workers with high fluid intelligence can bring fresh ideas and energy, while older employees with strong crystallized intelligence can offer strategic thinking and leadership.

This is essential for Singapore, where Total Fertility Rates (TFRs) have been persistently low for years. Now and increasingly, there simply aren’t as many young workers to fill the gaps. The reality is we can’t rely on a constant influx of younger employees to drive innovation. The numbers just aren’t there. Meanwhile, we have a large segment of the workforce—experienced, capable, and often underutilized due to ageism—that can be the key to bridging this gap.

Ageism in the workplace isn’t just a moral issue; it’s a missed opportunity. Right now, businesses that hold onto ageist biases are missing out on a golden opportunity to tap into a wealth of knowledge, experience, and leadership potential from older employees. These “hidden gems” aren’t just capable—they’re eager to contribute and lead, especially in areas like AI and technology, where experience and foresight can be invaluable.

What CliftonStrengths Teaches Us About Combating Ageism

One of the things I love most about CliftonStrengths is how it helps people understand their own natural talents, regardless of age. When you focus on what people do best, you realize that strengths aren’t confined to any specific generation. Whether someone is 25 or 65, they have unique talents that can be harnessed to create high-performing teams.

The sales leader I worked with used CliftonStrengths to tap into the potential of her entire team. By focusing on their strengths, she saw that age didn’t matter—what mattered was how each person could contribute in their own way. And her 60-year-old team member, with his Futuristic and Analytical strengths, became a tech mentor and an innovation leader, dispelling any myths about age and technology.

The Real Impact of Ageism in Singapore

In a country like Singapore, where TFRs have been falling for decades, we’re facing an aging workforce, and businesses can’t afford to leave older workers on the sidelines. Yet, despite the demographic reality, ageism remains a real but undocumented problem. It’s not that these issues don’t exist—they just aren’t being talked about enough.

Too often, I’ve seen highly capable, experienced workers underemployed simply because they’re considered “past their prime.” But the truth is, these individuals are sitting on a treasure trove of crystallized intelligence, honed over years of problem-solving, leading teams, and navigating industry changes. They have the strategic thinking, mentorship abilities, and context that younger workers may not have developed yet.

When companies continue to ignore this talent pool, they miss out on the opportunity to leverage both fluid and crystallized intelligence. And in a time when AI and exponential change are transforming the business landscape, having a mix of both is exactly what companies need to thrive.

How to Build an Age-Inclusive, Strengths-Based Culture

So, how do we create workplaces where everyone—regardless of age—can thrive? Here are a few ideas:

1. Focus on Strengths, Not Age: Using tools like CliftonStrengths helps leaders understand what each team member does best. When you focus on strengths, you start to see people for their abilities, not their age.
2. Promote Cross-Generational Mentorship: Older employees with more crystallized intelligence have a wealth of knowledge to share. Create opportunities for them to mentor younger colleagues, and watch as both groups benefit from the exchange of ideas.
3. Invest in Lifelong Learning: Make sure that all employees, regardless of age, have access to learning and development opportunities. Just because someone has been in the workforce for decades doesn’t mean they should stop learning new tools and technologies.
4. Challenge Age Stereotypes Openly: Leaders should address ageism head-on. Share stories like the one I’ve shared here, and challenge the idea that only the young can lead in technology or innovation.
5. Embrace Diversity of Thought: Recognize the value of both fluid and crystallized intelligence. Younger employees can bring adaptability and new ideas, while older employees can provide context, experience, and leadership.

Thriving in a Future of Exponential Change

As businesses adapt to a future shaped by AI, automation, and rapid technological change, we need to rethink how we approach talent. Age shouldn’t be a barrier to success—if anything, it should be seen as an asset.

The companies that will thrive in this new era will be the ones that embrace diversity in all its forms, including age. They’ll be the ones that recognize the strengths of each individual, regardless of how old they are, and create environments where everyone can contribute to innovation and success.

The future isn’t just about who can keep up with AI—it’s about who can leverage their unique strengths to drive progress. And when we stop seeing age as a limitation, we open the door to incredible possibilities.

Final Thoughts

Ageism in the workplace is a missed opportunity, plain and simple. When we let go of outdated assumptions and start focusing on what people can do—whether they’re 25 or 65—we create teams that are more innovative, more collaborative, and ultimately, more successful.

In Singapore, where the reality of low TFRs is pushing us toward an aging workforce, the stakes are even higher. There are countless underemployed gems out there—experienced professionals who are eager to contribute, innovate, and lead. By focusing on strengths rather than age, we can turn this hidden talent pool into a driving force for the future.

The future of work isn’t about age—it’s about strengths. And when we lead with that mindset, there’s no limit to what we can achieve.

Are you sitting on Hidden Talent? Take the FREE Dig Deep: Talent Reveal Quiz now!

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