Most people aren’t ready for what’s next...

I’ve been thinking a lot about how much the world of work has changed.

There was a time (not that long ago) when the career playbook was pretty straightforward.

You picked a path, learned how to do it, and stayed in that lane. You got better at it over time. Maybe moved up. Maybe stayed steady.

But the expectation was: learn once, and you’re set.

That’s just... not true anymore.

And I don’t say that to be dramatic.

I say it because so many of our clients are still operating as if that model still applies.

And it’s holding them back.

If you're coaching people through career shifts right now, you’ve probably seen it too.

They think they just need to tweak a resume or learn a new platform. But what they really need?

A second learning cycle.

Not a workshop.
Not a newsletter article.
A real, from-the-ground-up skill rebuild.

That might mean certification.
That might mean going back to school.
It might mean starting something completely new, built on top of what they already know.

Most of our clients know they need to learn and grow and the data backs it up. Reports from JFF and American Succeeds both point to the same thing: workers understand the shift, but many employers aren’t set up to support it.

The expectation is there: stay current, stay competitive.

But the support in terms of time and funding are not always part of the deal.

So our clients are navigating this in-between space. 

They’re being asked to evolve, but they’re not being given the resources to do it.

Which means part of our work as coaches is helping them figure out what’s possible within those constraints and how to advocate for what they need to grow.

And we can’t ignore it.

Boomers make up about 15 percent of the workforce. Many are still employed by necessity or purpose. They’re not just coasting into retirement. For them, reinvention might mean shifting roles or staying updated in their field just to remain relevant.

Gen Xers are probably the most at risk of getting caught off guard.
They’ve got time left in the workforce to make it worth it but not enough time to wait it out.

Millennials are already in motion. But they’re going to hit this more than once. They need support building long-term adaptability.

And Gen Z? They’re not surprised by any of this. They already expect to pivot. They just need a framework that keeps them grounded through it.

This is where we come in at all levels.

We need to guide them through these changes in a way that doesn’t feel like everything’s falling apart.

Start close to what they already do
Help them build a bridge, not burn it down.

Someone in education? Maybe it’s time to supplement their skills in an area of edtech.
Someone in HR? Maybe it’s keeping up-to-date in AI or skills-based hiring.
Someone in marketing? It might be time to get fluent in automation and data.

We’re not telling them to become someone new.
We’re helping them become a more enhanced version of who they already are.

The second learning cycle is here.
We can either help our clients get ahead of it or watch them get swept up in it.

I know which one I’d rather do.

What do you think? I would love to hear from you.

I’ve been thinking… maybe next week we flip this. Same conversation, but through our lens as coaches.

How are we adapting to all this change? What are we doing to keep growing, so we can keep serving our clients at the level they need?

Feels like there’s a Part 2 coming next week!

Best,

Heather

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