As we close out 2025, talent leaders find themselves navigating a landscape marked by both constraint and opportunity. We share five themes that have shaped talent development conversations throughout 2025, and what they mean for the year ahead.
In an era of relentless disruption, shrinking investment, and high expectations from both inside and outside of organizations, today’s managers and executives are under more pressure than ever to deliver results, inspire trust, and pivot quickly. Gina Cruse shares practical insights to help you balance the roles of manager, leader, and coach to build stronger teams and drive lasting results.
Headlines ask whether AI will replace human coaches, as if one must win and the other must lose. But this framing misses the real opportunity: AI and human coaching aren't adversaries; they're collaborators in helping people achieve breakthrough growth.
The latest episode in the Breaking Through Webinar Series features Ravin Jesuthasan, renowned futurist and bestselling author of Work Without Jobs and The Skills-Powered Organization. He explores a new work operating system designed to drive performance, agility, and innovation at scale as AI, workforce expectations, and business models rapidly evolve.
As AI continues to rapidly transform work of all sorts, employee development is no longer optional—it’s a strategic imperative. Our discussion with Roni Jacknow (leadership coach and former senior people leader at Kaiser Permanente and Charles Schwab) focused on the opportunity and mind shift for elevating IDPs into inspiring, energizing growth journeys—for individuals and organizations alike.
Watch our exclusive fireside chat with Stephan Meier, renowned behavioral economist and author of "The Employee Advantage: How Putting Workers First Helps Business Thrive". Discover why forward-thinking leaders are shifting from a customer-first to a people-first strategy—and how this change is unlocking innovation, retention, and business growth.
Today's managers are asked to lead, coach, and develop people - yet few are given the training and tools to truly understand what drives each person on their team. Providing whole-person insights that detail each person's unique strengths, motivators, and desires can be a game changer.
Change happens faster today then ever before, and keeping employees engaged through times of change is essential. The whole-person insights uncovered by the tru platform equip managers to help their team members stay engaged during tumultuous times.
Today HR leaders face more pressure than ever to align people strategy with business outcomes. The rise of AI, changing employee expectations, and the need for greater agility have transformed the role of HR from administrative to strategic. Across industries, three mission-critical challenges have emerged—each demanding new thinking and bold action.
For decades, career development was seen as something a manager drove—a one-time annual conversation, often reduced to a checkbox on a performance review form. But in today’s dynamic, skills-based, and purpose-driven world of work, that model is no longer enough. To succeed in today’s talent economy, employees must be equipped with tools to take charge of their own development journeys.
Sandra Loughlin, PhD discussed "Employing a Skills-Based Model in an AI World" - what it takes to stay future-ready, from building a business case to measuring potential and unlocking internal mobility.
AI is transforming the way work gets done. But AI alone does not solve the core challenge facing today's workforce. Work alignment - connecting what the business needs to get done with each person's strengths, motivations, and aspirations - can unlock the full potential of an organization. The tru platform offers whole-person intelligence to fuel intelligent redeployment in the age of AI.
Organizations have made great strides by deconstructing jobs into core skills and moving beyond rigid job descriptions. However, human potential can only be fully accessed through whole-person intelligence, which can fuel the next evolution in workforce strategy.
While organizations rush to implement AI-driven recruitment and analytics, the most successful companies are simultaneously investing in distinctly human competencies that AI cannot replicate. The future belongs to those who can strategically redeploy employees toward these irreplaceable capabilities.
The first installment in our Breaking Through Webinar Series features Rick Mirabile, PhD discussing Anticipatory Thinking. Different than strategic thinking, this capability is one which enables leaders to see what others do not see, to imagine how unexpected events might affect plans and strategies, and to create readiness and adaptive mindsets for what might happen.
In today's competitive job market, employee retention has become a critical challenge for businesses. Modern workplace dynamics reveal a stark reality: once an employee starts looking elsewhere, it's already too late to retain them. To prevent "break-up notes" and foster a committed workforce, consider taking a different approach.
Many organizations invest in reskilling and upskilling initiatives to keep pace with change. But two people with the exact same skills may deliver vastly different results. Why? Because success at work isn’t just about what you can do—it’s about how you do it. Skills may open the door, but purpose, alignment, and inner motivation are what unlock the full potential of a person.
When employees "check out" or leave, it usually has to do with a perceived lack of development opportunities, with a big negative impact on profitability. But for many companies, Individual Development Plans (IDPs) are a “check the box” exercise that appear once a year during review season and then vanish. It's time to transform individual development from the inside out.
BPS will host a new webinar series entitled "Breaking Through - Important conversations about unlocking human potential". The series will feature thought leaders in industry, consulting, and academia to discuss critical talent management and development issues confronting business leaders.
Most companies make it a priority to invest in high-potential employees - the rising stars who promise innovation, leadership, and transformative potential. Companies pour resources into nurturing their most promising professionals, simultaneously creating value and vulnerability. This delicate balance reveals a critical challenge that's reshaping how organizations approach their rising stars.
Individual Development Plans (IDPs) often fail to deliver on their promise of meaningful employee growth and organizational capability building. To transform IDPs from administrative burdens into engines of development, we need to fundamentally reimagine their purpose, design, and implementation.
In today's competitive business landscape, organizations are discovering a powerful truth: employee development isn't just good for people—it's essential for profitability. Research consistently demonstrates that companies investing strategically in employee development outperform their competitors in key financial metrics.
The world of work is undergoing an unprecedented transformation. While most find it relatively straightforward to break down a job into tasks and requirements, the missing piece has always been the individual—their unique strengths, motivations, and aspirations.
Leadership experts have long emphasized the power of reflective thinking in personal and professional growth. Reflection plays an essential role—not just as an exercise in reminiscing but as a disciplined practice that extracts lessons, fuels progress, and cultivates deeper self-awareness.
Peter Drucker, widely regarded as the "father of modern management," had remarkable foresight about the evolving nature of work. In an era increasingly shaped by artificial intelligence (AI), the challenge is no longer just managing human capital but unlocking its full potential.