Due to a generation of baby boomers living and working longer, there is an increase of older adults working later in life. Older workers are defined as those 55 years and older still employed in the workforce. Traditional retirement age is changing because older adults are living longer, healthier lives causing some to extend their working careers. This new paradigm is not readily accepted, as some people believe older workers are expected to end their careers at a certain age; thereby, forcing strong ageist attitudes and barriers against older workers desiring career movement. In this action research study, I examined definitions of thriving and current practices as a socially embedded theory. The research question focused on how I could support older staff workers to thrive at work. Eight themes emerged describing the thriving experiences of participants, all of whom were older workers in a university environment. I identified several implications for policy and practice, including recommended educational training that could benefit all university personnel. Through the research, I identified ways to help older working adults thrive and gained insight into the kinds of strategies and actions necessary for thriving in the workplace. I also identified implications for my continuing personal development as a leader. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]