Many businesses are going through a period of transformation right now, with dramatic changes in the way we work, the way we hire, and the way we plan for the future. But what about the way we lead? Are we doing everything to ensure that managers have the tools they need to guide their teams into the future?

A practical, people-first career development strategy is one of the most effective ways to close today’s AI-era skills gaps while boosting retention and performance. By building and maintaining a clear skills library, conducting regular skills audits, and creating individualized development plans supported by multimodal learning options, HR and business leaders can provide employees with a transparent path to growth. When all of this is reinforced with thoughtful change management and continuous employee feedback, career development becomes a true competitive advantage.

Last year, Gallup conducted a major survey on the obstacles that hinder professional development. Employees, leaders, and HR professionals were all in agreement about the number one problem: time.

When it comes to investing in employee development, the stats speak for themselves:

There’s truth to the old saying, “People don’t leave bad jobs; they leave bad bosses.” According to LinkedIn’s research, seven in ten workers would quit their current job if they had a bad manager.

We're living through an exciting age, where new technologies such as Artificial Intelligence offer a new world of opportunities. However, adapting to change isn't always easy. Organizations require the right strategy, the right team, and the right skills.