When I talk with business leaders about Gen Z, the same frustration often bubbles up: "They won't stay." It's said with a kind of bewildered shrug, as if the younger generation has suddenly rewritten the rules out of thin air. I heard it again last week during a radio segment I did about generational dynamics at work. The host asked why Gen Z feels so comfortable moving on so quickly.
The learning curve is a graph depicting the rate of acquiring new knowledge, skills, or competencies of a learner over time. It shows the gradual improvement of proficiency through repeated exposure and practice. Corporate training using the learning curve allows us to figure out: The duration needed by learners in order to reach competency. The level of steepness of the learning progression. How to design training to obtain mastery in less time.
When I started off as a software engineer, my dad, who also works in tech, kept telling me to get into AI. I brushed it offbecause I was just starting off my engineering career, and no one was really talking about AI in 2019, unless they were getting a PhD. Then in 2023, the tech industry changed and everyone started going into AI. That led me to want to start pursuing AI as a job, and alsocreating content about it.
"Since 2015, about 25% of essential skills have changed," Heath said. "By 2023, 78% of the skills in the same roles evolved. Even if you're sitting in the same team, in the same job, 70% of what you know today might not be relevant tomorrow." For comms pros, this means past playbooks no longer guarantee success. "Twenty years ago, we had comfort in knowing exactly what to do. Today, we're operating in a world of uncertainty," Heath said.
I was always interested in the medical field. Unfortunately, I didn't get into medical school, so I thought traditional Chinese medicine was the best alternative. It offered me a chance to practice as a clinician, but in a different role and setting. During my studies, we had a biostatistics computational module. That's where I realized that programming and computational work can be quite interesting.
These courses enable you to learn specific high-income skills that are in strong demand in the job market and business world, such as: Digital marketing (digital marketing manager's average salary is $115,281) Web development (senior web developer's average salary is $117,821) App development (mobile app developer's average salary is $105,982) Google Analytics (product analyst's average salary is $106,532) Gen AI (Gen AI skills boost the salary potential of any role by up to 47%)
According to a new report from Boston Consulting Group, only 5% of companies in its2025 study of more than 1,250 global firms are seeing real returns on AI. Meanwhile, 60% of companies have seen little to no benefit, reporting only minimal increases in revenue and cost savings despite making substantial investments. BCG said that industries like software, telecommunications, and fintech have the highest levels of "AI maturity," which the firm defines as "the ability to create value at scale."
With the tech skills gap showing no signs of closing, very few IT and business professionals believe they're getting enough support for tech learning. A survey of 1,500 tech executives, IT professionals, and business professionals in the US, UK, and India from tech workforce development firm Pluralsight has revealed that while 95% say building a culture of learning is a priority at their organization, the same number believe they need more support to learn tech skills.
Trending Skills insights will help organizations understand the skills that their employees have, so they can identify gaps, and track emerging trends across industries. "It combines internal data from employee LinkedIn profiles with external benchmarks to support smarter learning and talent decisions." help connect employees with internal career opportunities. LinkedIn will highlight the skills needed for these roles and suggests relevant courses users can take to enhance their skills.
The future of work is no longer on the horizon - it's being redefined in real time. On the AI StageatTechCrunch Disrupt 2025, Mercor co-founder and CEO Brendan Foody will break down how artificial intelligence is transforming not just how we work, but also who gets to work in the first place. From talent access to hiring pipelines to the rise of AI-augmented teams, it's a conversation that could reshape the way you think about your next hire.
The workplace has undergone a dramatic transformation in the last few years. What began as a temporary response to global disruptions has now become a long-term operating model for many organizations: remote and hybrid work. With employees scattered across locations, Learning and Development (L&D) functions have taken center stage. Upskilling and reskilling employees is no longer optional-it's vital for productivity, adaptability, and long-term success.
When asked about their plans for the rest of 2025, just under half (48%) of SMEs leaders revealed they are looking to upskill their current team, by far the most popular answer. This compares to 29% who plan on expanding their leadership team and a quarter (25%) who plan to hire new staff. This strategic focus on developing internal talent reflects wider concerns about recruitment challenges.
For L&D leaders, the question is not whether employees need to keep learning but how to create an environment where learning never stops. Lifelong learning in the workplace has shifted from a nice-to-have initiative to a competitive advantage that determines the survival and growth of a business. Modern learning tools, such as AI-powered LMSs, are making this easier, enabling employees to learn at their own pace and stay updated.
According to a recent FlexJobs survey, the top three industries offering remote, part-time jobs are education and training; medical and health; and project management. Taking on a part-time role is a great way to upskill and explore your career options, says FlexJobs career expert Toni Frana. "If you want to build skills, or if you're interested in trying something new, a part-time job can really give you the opportunity to try that without fully committing to a full-time role," she says.
And yet, between several meetings, projects, and your personal priorities (including, of course, the binge-watching), professional development and career growth often sinks to the bottom of your to-do list. But you cannot afford to let your upskilling endeavors suffer. In 2025, high-income skills are the very currency of your career success. You could afford to switch off the TV for just a couple hours a week.
In boardrooms worldwide, one theme dominates: how can organizations keep pace with relentless technological and market change? At Davos and beyond, CEOs are calling for skills-first, agile learning approaches-programs designed to build workforce resilience while delivering measurable business outcomes. This shift signals a departure from traditional training models. Instead of focusing on roles or credentials, the emphasis is on skills: what employees can actually do today, and what they must learn quickly to thrive tomorrow.
"Nothing feels predictable anymore. I think we've moved from a VUCA world to a TUNA world; it's turbulent, it's uncertain, it's novel - and the biggest is ambiguous," said Rupen Desai, CMO and venture partner at Una Terra.
