Trends in Professional Development

I’ve had quite a few HR/People professionals reach out for career advice over the past year, and there’s one tip in particular that comes to mind every time. So for anyone thinking about how to grow their HR/People career more intentionally, here it is: Don’t pigeonhole yourself into one area of expertise. I’m not saying you can’t specialize. If L&D is your thing, go for it. But make sure you’re picking up and fine tuning other skills along the way. What do I mean? If you’re a recruiter, don’t just recruit. Dip your toes into the world of L&D by creating and leading interview trainings. Step into the world of analytics by running data reports on time to close, pipeline demographics, source of hire — go wild! If Learning & Development is more your jam, don’t just train. Build on your coaching skills by setting up office hours for any training attendees who need more 1:1 support. Spread your wings into the world of HRBP-ing by meeting with team leads to explore growth opportunities, develop metrics to track progress over time (i.e. are the trainings working?), etc. If you live in the world of Payroll & Benefits, take a trip over to Employee Engagement Avenue. What surveys could you run to assess whether or not your benefits are equitable, competitive, and easy to leverage. Are employees even aware of the full slate of benefits on offer? Here's why: 1. Increased stability. If you can only do one thing and your company decides that one thing is no longer in the budget or in line with company strategy, you run a far higher risk of losing your job. 2. More growth opportunities. Sure, recruiting might be your passion today, but what happens if you get bored 5 years down the line? What if there’s another field within the People space that you could love even more? What if a more senior position on your team opens up, but it requires a more diverse set of skills and experience? Exploring multiple areas within the HR space will broaden your opportunities tenfold. 3. Ability to combine and leverage different skill sets and perspectives. I am constantly impressed by the benefit that comes from a fresh perspective. Applying your Employee Engagement eyes to a recruiter problem could provide a creative solution to improving candidate experience. Putting on your DEI hat to tackle an L&D problem could identify a gap in accessibility for different learning styles and abilities. The possibilities are endless. What are your top tips for growing professionals in the HR/People space? #hr #peopleandculture #careerdevelopment

The Most Valuable Career Skill for 2025 Isn't What You Think FACT: Today we are all drowning in data but starving for insight. While AI dominates the headlines, I've observed something far more fundamental separating those who thrive from those who merely survive in today's workplace: "The fusion of critical thinking with emotional intelligence" ➖ Here's why this combination will be career currency in the year ahead: Anyone can access information, but few can effectively: analyze it, identify patterns, and make sound decisions while understanding the human impact of those choices. I've witnessed brilliant technical minds fail because they couldn't navigate the emotional landscape of change. And I've seen supposed "soft skill experts" become irrelevant because they couldn't critically evaluate facts from fiction. ➖ The consistently rising professionals aren't just technically proficient or emotionally savvy – they are BOTH. Critical thinking paired with EI creates the ability to: ↳ Question assumptions while respecting diverse perspectives ↳ Make data-driven decisions without losing sight of human impact ↳ Communicate complex ideas in ways that resonate and inspire action ↳ Navigate organizational politics without compromising integrity According to LinkedIn's skills forecast, AI, data analysis and cloud computing remain in high demand, alongside communication and critical thinking. However, the real differentiator is INTEGRATION, which is the application of technical knowledge WITH emotional awareness. What skills are you prioritizing this year? And how are you balancing the analytical with the emotional? Stay inspired, and follow Joshua Miller for more. #SkillsOnTheRise #CareerDevelopment #FutureOfWork #LeadershipSkills #JoshuaMiller #ExecutiveCoaching #CoachingTips #LitredningTopics

I recently mentored a new Head of HR at a 1,200-person tech company to build her first People Ops dashboard. Not a PowerPoint. Not a vibes report. A real dashboard that said: “I know how this company makes money, and how my team helps it grow.” First, we clarified her goals: ✅ Understand what drives revenue and retention ✅ Make people strategy a lever for innovation, not just operations ✅ Reset how HRBPs see themselves - from support function to business collaborator Her exact words: “I want to build the muscle to operate like any other exec on the team, while teaching my team to embrace a ‘biz-first’ mindset.” Then we built a dashboard to match. 📈 Revenue per Employee 💡 Why: Shows workforce productivity + ROI on talent 🎯 Target: $250K+ (varies by industry); improve quarter-over-quarter Tip: Segment by GTM, R&D, G&A to spot optimization opportunities 📈 Profitability per Employee 💡 Why: Growth is great. Profit funds the future. 🎯 Target: $50K–$150K per employee (varies by stage/directionally, aim up). Tip: Segment by function or team to see who’s building vs. burning value. 📉 Voluntary Attrition (Regrettable + Non) 💡 Why: Attrition is culture + leadership feedback in disguise 🎯 Target: Regrettable <7% annually Tip: Cut by: Team, tenure, manager to reveal hotspots 🌟 Top Talent Retention 💡 Why: Losing high performers = losing velocity 🎯 Target: >90% annual retention of top 10–15% Tip: Track: Internal mobility + development investments 💬 Employee Engagement (eNPS + Pulse) 💡 Why: Engagement predicts performance, CX, and attrition 🎯 Target: eNPS >30; Pulse up trending Tip: Segment: Trust, DEI, belonging, confidence in leadership 🧑💼 Manager Effectiveness Index 💡 Why: People don’t quit companies, they quit managers 🎯 Target: 85%+ favorable across feedback, clarity, support Tip: Sources: Pulse, 360s, retention by manager 🎯 Goal Alignment Rate 💡 Why: Strategy without execution = wasted time 🎯 Target: 95% with 3-5 measurable goals aligned to OKRs Tip: View: By team and level 🚀 Time to Productivity (New Hires) 💡 Why: Faster ramp = faster ROI 🎯 Target: <60 days to first impact deliverable Tip: Benchmarks: Sales ramp, engineer first ship, CSAT lift 🪜 Leadership Bench Strength 💡 Why: You can’t scale what you haven’t built for 🎯 Target: 75% of key roles with 2+ ready successors Tip: Cut by: Function, level, diversity 💵 Compensation Equity + Transparency 💡 Why: Trust starts with fairness 🎯 Target: 100% pay equity audits + 100% manager training in comp philosophy Tip: Overlay: Gender, race, tenure, role 🔧 People Ops Health Score 💡 Why: Broken processes break trust 🎯 Target: <5 days to close HR tickets, 80%+ system adoption, 90%+ hiring manager satisfaction Tip: Layer in: “Do internal systems help or hinder your work?” Now she, nor her HRBPs are waiting to be brought in. They’re co-pilots at the table, with the data to match. Because great HR doesn’t just build culture, it builds companies.

While career advice consistently pushes specialization, I'm seeing a fascinating shift in hiring patterns.   Companies are increasingly valuing generalists - professionals with broad, adaptable skill sets who can navigate complexity.   Here's why the jack-of-all-trades mindset has become a competitive advantage:   Rapid Adaptation: When industries pivot quickly, generalists adjust faster than specialists who are deeply entrenched in specific methodologies or technologies.   Cross-Functional Value: They naturally bridge gaps between departments, translating needs and solutions across different business functions.   Resilience During Uncertainty: Economic shifts and technological disruption impact specialists more severely than professionals with diversified capabilities.   Problem-Solving Perspective: Their varied experience allows them to apply solutions from one domain to challenges in another, creating innovative approaches.   Resource Efficiency: Organizations can accomplish more with fewer hires when individuals can competently handle multiple responsibilities.   The modern workplace rewards adaptability over deep expertise in increasingly narrow fields.   While specialization still has value, the ability to learn quickly and apply knowledge across contexts has become incredibly valuable.   If you've felt pressure to narrow your focus, consider that your diverse background might actually be your greatest professional asset in an unpredictable market.   How has being a generalist helped or hindered your career progression?   Sign up to my newsletter for more corporate insights and truths here: https://lnkd.in/ei_uQjju   #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #generalist #adaptability #crossfunctional #careerstrategist

Leader development doesn't happen just because they show up in an office. Leadership development is a key challenge for many firms, including a lot of hybrid and remote-first organizations that I work with. Managers don't know how to lead distributed teams, leaders who are under pressure to deliver and don't have time to learn, and gaps in who gets mentored -- and who doesn't. Michael Hudson and a team from Hudson Institute of Coaching have a case study on how they helped a global consulting firm build an environment that drove development into how people worked. Highlights below, and you should really read the details -- it's well structured and thought through: 🔸 Structured peer learning: Curated 6 person groups, diverse in experiences, backgrounds, and perspectives; "learning pods that might never have formed organically in a physical office." 🔸 Embedded development: Weekly 15 minute practices to build habits, continual learning and reinforcement. 🔸 Expert-facilitated sessions: Monthly structured forums for group learning and peer conversations. Expert coaches can help you get deeper, faster. 🔸 Competency-Focused Curriculum:  Targeted specific leadership skills, especially around issues like belonging among diverse populations and in distributed teams. Check out the article, linked in comments. Also, I'd personally recommend Hudson Institute of Coaching. I found their LifeForward program to be immensely impactful, and know a number of incredible certified coaches who have been through their program. #Leadership #Development #Coaching #Coach #FutureOfWork

Collaborating on Credentials The future of the workforce and the future of education lie in collaborative models where industry and academia work together to create relevant, practical learning experiences. Whether through advisory boards, design challenges and projects, or comprehensive microcredential programs, these partnerships are reshaping how we prepare talent for tomorrow's workforce. On a recent podcast, sie.ag/443UxN, I connected with Michael J. Readey and Christy Bozic, PhD, PMP, CPEM to discuss the transformative power of industry-academia partnerships. Together, we have been collaborating on credentials and sustainability to improve the circular economy digital mindset. Here are some insights we discussed that every education and industry leader should consider: The Traditional Model is Evolving: The "degree-only" mindset is shifting as we recognize the growing importance of continuous, skills-based learning. With the majority of credential-seekers being full-time professionals, the demand for flexible, targeted upskilling is clear. Industry-Academia Partnerships Matter: We must continue to invest in partnerships that bridge the critical gap between classroom theory and rapidly changing workplace demands. Together, we can enable faster identification of emerging skill needs and create timely real-world learning opportunities through immersive experiences. This provides learners with early and direct industry exposure. The Rise of Microcredentials: We're seeing a trend of professionals who actively seek, learn, and collect badges and microcredentials for career progression. Agile learning formats offer just-in-time education and experience for quick adaptation to industry needs, and flexible learning paths can address immediate and targeted skill application. Learn more about what hiring managers look for, how to build industry-relevant learning pathways, and what the future holds for collaborative academic-industry relations. I remember when I started in this industry, the focus was on how we could break down the walls between CAD and CAM. There are still walls between academia and industry we must break down. The collaboration we experienced with Michael, Christy, and the University of Colorado Boulder gives me hope for a new path forward. Listen to the full episode and share your perspective below: sie.ag/443UxN.

Applying online is one of the slowest ways to land a job, so try this instead: Digital Proximity. This means being virtually near people at companies you want to work for and getting to know them. It's about building genuine connections in the digital space where these professionals spend their time. Here's how to leverage Digital Proximity: 🍊 Identify your target companies and the key people within them. 🍊 Research which online platforms these individuals frequent - whether it's LinkedIn, Slack, Discord, industry forums, or niche Facebook groups. 🍊 Engage meaningfully with them. Ask questions, share insights, and contribute to discussions. 🍊 Gradually build authentic relationships through thoughtful interactions and direct messages. Your next job is more likely to come through a person than a database. So by focusing on building relationships, you're not just seeking a job - you're creating a network that can propel your entire career forward. This approach requires more creativity and initiative than traditional job hunting, but is faster. You'll gain industry insights, expand your professional network, and position yourself for opportunities that may never be publicly advertised. And if you're ready to land more job offers your job search, I've created a free Job Shopping class that dives deeper into this strategy and other innovative job-seeking techniques. You'll find the link in the comments below! Have you ever used this type of strategy before? #Networking #JobSearch #CareerTips #Inspiration

It’s not the corner office or free snacks. This is what Employees Stay for: What Employees Don’t Care About: (Even If It’s Dressed Up Nicely) Fancy offices ⚜️ ↳ That feel more like showrooms than safe spaces Loud parties 📣 ↳ That end up being just another obligation Free snacks 🍕 ↳ That distract from bigger issues What Employees Actually Need: (And Talk About Quietly) ✅ Great Leadership ⤿ The leader who sees the real work behind the scenes. ⤿ Who protects their team’s energy, not just their deadlines. ⤿ The one who says: “Let’s cut the noise so you can do your best work.” ✅ Fair Pay ⤿ A paycheck that respects the effort they bring. ⤿ Clear paths for raises that aren’t based on empty promises. ⤿ Fair compensation, so they don’t have to work two jobs to keep one afloat. ✅ Recognition ⤿ A quiet “I see you” in a place of empty praise. ⤿ A simple thank-you that says: “Your effort matters here.” ⤿ Not performative shout-outs, but connected words that reflect the person behind the work. ✅ Growth Initiatives ⤿ A leader who asks: “What’s next for you?” and means it. ⤿ Real learning opportunities that aren’t another checkbox. ⤿ Coaching and mentorship that unlock the next chapter, not just more work. ✅ Life-Work Balance ⤿ The understanding that real life is bigger than the office. ⤿ Respect for the school runs, the caregiving, the pause to breathe. ⤿ Boundaries that let them show up fully at work because they’re supported beyond it. ✅ Flexibility ⤿ Options to design how, when, and where they work best. ⤿ Support for unique rhythms – not just one-size-fits-all hours. ⤿ Leaders who say: “Let’s find what works for you and the team,” and follow through. ✅ Empowerment ⤿ Trust in their decisions, not just tasks assigned. ⤿ Space to bring ideas, shape projects, and challenge old ways. ⤿ A voice at the table that says: “Your input drives what we build here.” Great leadership is the pulse of it all. It’s not a perk. It’s a daily practice: ⁉️ The leader who asks: “What would make this work better for you?” – and listens for actions 🛡️ The leader who shields their team from burnout and confusion 🎙️ The leader who shares credit and shoulders blame Here’s the part to remember: 🧠 People don’t remember the snacks or the games. 🧠 They remember the live moments of respect. 🧠 They remember how you made them believe. If you’re leading, consider - What’s one small move you made that brought your team relief, growth, or recognition? 💬 Share your thoughts on this in comments below. image credit: www ♻️ Repost to help others lead and work better together. 🔔 Follow me Ronnie Kinsey, MBA for more like this. 📥 Get more of my tools for leadership, business, and personal development here Free: ➤ https://lnkd.in/dkagD_Wp <+>

AI isn’t just transforming how work gets done, but how people grow throughout their careers (https://deloi.tt/44qMFZb).     As foundational tasks become increasingly automated, young professionals are missing out on hands-on experiences that traditionally built confidence and developed proficiency. Meanwhile, tenured professionals are being asked to embrace new technologies that feel unintuitive.     This isn’t just a two-way learning curve, but a huge human capital opportunity.     Evolving our development strategies to meet people where they are means moving beyond traditional mentorship into something more dynamic. More reciprocal. More relevant to today’s rapidly evolving workforce.     Two-way mentorship brings together the AI fluency of early-career professionals and the leadership experience of those with more tenure. As emerging professionals help their senior colleagues build AI literacy, their counterparts can provide general guidance on topics like communication and navigating ambiguity.     This drives more than just individual progress – it creates org-wide workforce transformation. 

A lot of time and money goes into corporate training—but not nearly enough comes out of it. In fact, companies spent $130 billion on training last year, yet only 25% of programs measurably improved business performance. Having run countless training workshops, I’ve seen firsthand what makes the difference. Some teams walk away energized and equipped. Others… not so much. If you’re involved in organizing training—whether for a small team or a large department—here’s how to make sure it actually works: ✅ Do your research. Talk to your team. What skills would genuinely help them day-to-day? A few interviews or a quick survey can reveal exactly where to focus. ✅ Start with a solid brief. Give your trainer as much context as possible: goals, audience, skill levels, examples of past work, what’s worked—and what hasn’t. ✅ Don’t shortchange the time. A 90-minute session might inspire, but it won’t transform. For deeper learning and hands-on practice, give it time—ideally 2+ hours or spaced chunks over a few days. ✅ Share real examples. Generic content doesn’t stick. When the trainer sees your actual slides, templates, and challenges, they can tailor the session to hit home. ✅ Choose the right group size. Smaller groups mean better interaction and more personalized support. If you want engagement, resist the temptation to pack the (virtual) room. ✅ Make it matter. Set expectations. Send reminders. And if it’s virtual, cameras on goes a long way toward focus and connection. ✅ Schedule follow-up support. Reinforcement matters. Book a post-session Q&A, office hours, or refresher so people actually use what they’ve learned. ✅ Follow up. Send a quick survey afterward to measure impact and shape the next session. One-off training rarely moves the needle—but a well-planned series can. Helping teams level up their presentation skills is what I do—structure, storytelling, design, and beyond. If that’s on your radar, I’d love to help. DM me to get the conversation started.