Pre-Retirement Planning Training Course

Duration 5 days 10 modules · 33 contact hours
Level Intermediate Certificate on completion
Who attends Senior managers, Public-sector employees and others
Fee from USD 1,100 KSh 95,000 for Kenyan organisations
Where 52 cities + online See dates by city
Next start 9 Nov 2026 Course code SD-PE-001

Before you join: Participants should have several years of work experience and be considering retirement, phased retirement or a major reduction in paid work within the next few years.

Dates & prices

Two start dates a month in every city, and live online on weekdays or weekends. Fees are per participant; classroom fees include tuition, materials, lunch and refreshments, and the certificate.

Suggest a date or city

Showing the next six months. Later dates, other cities and private deliveries for your team are available on request.

Course overview

Retirement is not a single financial event. It is a change in income patterns, routines, identity, relationships, health decisions and household responsibilities. Many experienced professionals approach their final working years with pension information and savings accounts but no joined-up view of how they will spend time, manage uncertainty, make family decisions or maintain purpose. Poor preparation can create avoidable stress, rushed financial choices, conflict over expectations and a difficult transition away from work-based structure.

This five-day Pre-Retirement Planning Training Course helps participants prepare a practical, personally relevant transition plan. It covers retirement income and spending assumptions, pension and employment benefits, estate and document readiness, wellbeing, health, housing, relationships, caregiving, fraud awareness and post-career work options. Participants use recognised tools including the Wheel of Life, PERMA, SMART goals and scenario planning to assess their current position, identify gaps and make informed decisions. The course distinguishes general planning education from regulated financial, legal and medical advice, showing participants when specialist support is needed.

Teaching combines short instructor briefings, realistic cases, guided planning activities, group discussion and structured reflection. Cases address situations familiar to professionals in public services, banking, multinational firms, NGOs and large employers, including phased retirement, pension choices, family caregiving and relocation. Participants leave with a retirement readiness dashboard, a 90-day transition plan, a personal document register and practical question lists for pension administrators, financial advisers, lawyers and healthcare providers. Delivery is instructor-led in classrooms across 50+ cities or live online. Participants receive a certificate of completion.

The course is suited to professionals approaching retirement, employees considering phased retirement, and managers supporting orderly workforce transitions.

What you will be able to do

  • Construct a retirement readiness plan covering finances, wellbeing, relationships, housing and work.
  • Analyse retirement spending needs using baseline budgets, inflation assumptions and longevity scenarios.
  • Interpret pension, employment benefit and nomination information for informed specialist discussions.
  • Apply the Wheel of Life and PERMA models to identify transition priorities.
  • Prepare an estate and personal document register using a structured checklist.
  • Assess housing, health, caregiving and mobility options using decision matrices.
  • Develop phased-retirement, consulting or volunteering options aligned with personal priorities.
  • Create a 90-day transition plan with SMART milestones, review dates and accountability.

Benefits of attending

For you

  • A clearer view of retirement income needs, spending choices and financial decision points
  • A written plan for replacing work-based routine, identity and social contact
  • Better preparation for conversations with partners, family members and professional advisers
  • A structured record of essential documents, contacts, benefits and personal wishes
  • A practical 90-day plan for beginning retirement preparations before leaving work

For your organisation

  • Better-informed employees approaching retirement or phased exit arrangements
  • More constructive retirement conversations between employees, managers and HR teams
  • Improved knowledge-transfer planning through clearer employee exit intentions
  • Reduced uncertainty around benefits, documentation and post-employment support questions
  • Greater employee confidence when making personal decisions that affect retirement timing

Course modules

10 modules over 5 days

Participants can identify the personal, practical and emotional changes requiring planned retirement decisions.

  • Retirement transition phases: honeymoon, disenchantment, reorientation, stability and ending
  • Role-loss analysis identifies identity, status, routine and social-contact changes
  • Wheel of Life scores reveal priorities requiring deliberate transition decisions
  • Personal values card-sort distinguishes inherited expectations from chosen retirement priorities
  • Anticipatory coping maps likely gains, losses, uncertainties and controllable actions
  • Stakeholder mapping clarifies expectations held by partners, family, colleagues and employers
  • Transition timeline sequences final-work, first-month, first-year and longer-term milestones

Participants can design routines that support wellbeing, purpose and adjustment after full-time work.

  • PERMA assessment profiles positive emotion, engagement, relationships, meaning and accomplishment
  • Behavioural activation schedules meaningful activities before workplace routines disappear
  • Sleep, movement and nutrition routines support energy during major life change
  • Stress-signature tracking distinguishes normal adjustment from persistent wellbeing concerns
  • Social convoy mapping identifies reciprocal support, weak ties and relationship gaps
  • SMART wellbeing goals convert intentions into observable weekly commitments
  • Boundary agreements protect time, privacy and recovery within shared households

Participants can create planning assumptions for retirement spending, income and short-term cash needs.

  • Retirement spending plan separates essential, discretionary, irregular and contingency costs
  • Baseline budget uses twelve months of statements and annual bills
  • Inflation assumptions test purchasing-power effects on fixed retirement income
  • Longevity scenarios compare income needs at alternative life-expectancy ages
  • Sequence-of-returns risk illustrates early withdrawal effects during market declines
  • 13-week cash forecast monitors near-term balances, bills and planned transfers
  • Decision rules define spending reductions, reserve use and adviser referral points
  • Financial decision boundaries distinguish education from regulated personal financial advice

Participants can review retirement-related benefits and prepare informed questions for providers and advisers.

  • State, employer and personal pension statements reconciled against expected retirement dates
  • Defined-benefit and defined-contribution features compared using scheme documentation
  • Benefit nomination forms reviewed for currency, dependants and intended recipients
  • Tax-withholding questions prepared for pension administrators and licensed advisers
  • Healthcare, life and disability benefits checked against post-employment eligibility rules
  • Employer exit checklist captures leave balances, shares, bonuses and notice obligations
  • Document register records policy numbers, contacts, deadlines and secure storage

Participants can organise essential estate information and recognise when legal advice is necessary.

  • Will, power of attorney and advance directive purposes distinguished clearly
  • Estate inventory lists assets, liabilities, ownership, beneficiaries and document locations
  • Beneficiary designations checked against wills, pensions, insurance and family changes
  • Joint ownership arrangements reviewed for control, survivorship and unintended consequences
  • Digital estate checklist covers passwords, devices, subscriptions and online accounts
  • Executor briefing notes record professional contacts, wishes and practical instructions
  • Licensed legal advice triggers identified for jurisdiction-specific estate decisions

Participants can assess post-career work options against financial needs, purpose and personal boundaries.

  • Phased-retirement options compared: reduced hours, consulting, mentoring and project work
  • Skills inventory translates career experience into contract, volunteer and board contributions
  • Financial independence test compares earned-income goals with personal spending requirements
  • Boundary-setting script handles requests that conflict with retirement priorities
  • Professional network map identifies referrals, communities, clients and learning contacts
  • Portfolio career criteria assess flexibility, purpose, risk and administrative workload
  • Exit conversation plan addresses knowledge transfer, relationships and future availability

Participants can establish clearer expectations with partners, family members and community connections.

  • Couples expectation dialogue surfaces differences in time, money and household roles
  • Family meeting agenda frames support, boundaries, caregiving and communication agreements
  • Ikigai reflection connects interests, strengths, contribution and sustainable daily activity
  • Volunteer role criteria assess mission fit, safeguarding, commitment and expenses
  • Caregiving contingency plan assigns contacts, limits, respite and escalation options
  • Social calendar design balances existing relationships, new groups and solitary time
  • Conflict-resolution script uses observation, feeling, need and request statements

Participants can compare health, housing and mobility choices using structured decision criteria.

  • Ageing-in-place assessment reviews access, maintenance, transport, safety and support
  • Housing option matrix compares cost, location, accessibility, community and care
  • Home maintenance calendar schedules seasonal checks, contractors and replacement reserves
  • Preventive health appointment list records screenings, medications and specialist reviews
  • Mobility plan identifies transport alternatives after driving becomes unsuitable
  • Care preferences document records treatment wishes, advocates and emergency information
  • Emergency preparedness checklist covers contacts, supplies, records and evacuation arrangements

Participants can identify key retirement risks and establish proportionate contingency actions.

  • Risk register ranks financial, health, housing, relationship and fraud exposures
  • Scenario planning tests optimistic, expected and adverse retirement assumptions
  • Fraud red flags identify impersonation, urgency, unusual payments and credential requests
  • Cybersecurity hygiene applies password managers, multifactor authentication and device updates
  • Insurance review questions address property, health, long-term care and liability
  • Contingency reserves distinguish planned replacements from genuine emergencies
  • Decision log captures assumptions, evidence, choices, reviews and adviser actions

Participants can consolidate priorities into a timed, reviewable retirement preparation plan.

  • Retirement readiness dashboard consolidates financial, legal, health, social and work actions
  • Gap analysis compares current position against chosen retirement conditions
  • SMART action plan assigns milestones, owners, dates and evidence
  • 90-day transition plan sequences urgent documents, conversations and routine trials
  • Annual review calendar schedules benefit checks, budget updates and health reviews
  • Personal advisory network maps regulated advisers, clinicians, family and trusted peers
  • Decision criteria prioritise actions by consequence, urgency, effort and dependency

Exercises and examples are adapted to each cohort's sectors and roles.

What you take back to work

  1. Retirement readiness dashboard
  2. Retirement spending and cash forecast template
  3. Pension and benefits question checklist
  4. Estate and personal document register
  5. Housing and care decision matrix
  6. 90-day retirement transition plan

Who should attend

  • Senior managers — preparing for retirement while managing significant work and family commitments
  • Public-sector employees — reviewing pension, benefit and post-service transition choices
  • Banking and insurance professionals — planning retirement income, documentation and lifestyle changes
  • Technical specialists — converting career experience into phased work or advisory roles
  • NGO and multinational staff — preparing for retirement across complex family or location arrangements
  • HR and workforce planning managers — supporting employees through planned retirement transitions

Skills and tools covered

Retirement readiness planningPersonal cash forecastingPension benefit reviewEstate document readinessWellbeing transition designScenario-based decision making

Tools and standards

Wheel of Life, PERMA model, SMART goals, Scenario planning

How the course runs

Training methodology

The course uses short instructor briefings to introduce planning methods, followed by case work, individual reflection, small-group discussion and structured planning tasks. Participants examine realistic retirement decisions involving pension statements, household spending, health changes, caregiving, housing and phased work. Simulations develop conversations with partners, managers and professional advisers. Application planning is threaded through the programme so participants progressively build their own retirement readiness dashboard, document register and 90-day action plan without needing to disclose private information.

Requirements and prerequisites

Participants should have several years of work experience and be considering retirement, phased retirement or a major reduction in paid work within the next few years. They should be comfortable reviewing personal information such as household spending, pension statements, insurance records and future goals. No financial qualification, investment knowledge, legal training or prior retirement-planning course is required. Participants do not need to disclose personal financial details during the course. The course provides planning methods and question frameworks, not individual financial, legal, tax or medical advice.

A typical training day

08:30 – 10:30First session
10:30 – 10:45Refreshment break
10:45 – 12:30Second session
12:30 – 13:30Lunch and networking
13:30 – 15:00Third session
15:00 – 15:15Refreshment break
15:15 – 16:30Workshop and daily review

Live online deliveries follow the same structure in East Africa Time, with shorter screen blocks and longer breaks.

What the fee includes

  • Instruction by a practitioner facilitator
  • Full course workbook and materials
  • Exercise files, templates and case studies
  • Refreshments and lunch on classroom deliveries
  • Certificate of completion
  • Post-course application plan

Frequently asked questions

No specialist financial, legal or investment knowledge is required. The course is designed for experienced employees who are approaching retirement, considering phased retirement or beginning structured preparation.

Bring a notebook or device for personal planning and, if you are comfortable, non-sensitive notes on your expected retirement timing and key questions. You do not need to share pension values, account details or other confidential information.

It is best suited to professionals within several years of retirement, employees assessing post-career work, and people managing family, caregiving or housing decisions alongside retirement preparation. HR managers may also attend to better support retirement transitions.

Financial planning is one part of the programme, but the course also addresses wellbeing, identity, relationships, health, housing, legal documentation and purpose. It does not provide individual investment, tax, legal or medical advice.

Participants can use the course outputs to discuss phased retirement, knowledge transfer, benefits questions and future availability with managers or HR teams. The personal action plan also identifies conversations and records to complete outside work.

Training runs from 08:30 to 16:30 each day, with about 6.5 contact hours daily. The five days cover ten teaching modules, combining instructor input, cases, discussion, planning tasks and personal application time.

Questions about this course?

Ask about dates, fees, group bookings or running it for your team. Our training team replies by email.

Ask on WhatsApp info@skillsetdevelopment.com

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