
LinkedIn, July 22, 2025
You can force people into training - but not into adaptation and learning.
I keep seeing learning hours used as KPIs in L&D - but time spent is only part of the picture. What really matters is what changes.
Hours, budgets, and licenses are important inputs IF they lead to real capability. And that’s the hard part.
Learning is a shift in how people adapt, think and act.
I’ve had people join my training on their day off. Not because they had to but because it solved their problem at work, right when it mattered. That’s what I aim for.
It’s not about offering more. It’s about offering what actually helps - fast, clear, and worth their time.
What if we focused less on activity and more on progress? That’s where the real reward is. Happy to connect if you’re navigating a transformation.

LinkedIn, July 10, 2025
If Working Feels Heavier Lately - It Might Not Be You
LinkedIn, July 10, 2025
Most people I meet are committed, busy, and trying their best. And yet, more and more say:
“It’s too much. I’m working all the time, but I don’t feel like I’m moving forward.”
When you look at workplace reports, you’ll find a long list of trends. Three of them keep showing up and they seem to fuel each other: meaning, attention, and belonging.
1. The Meaning Shift
There’s a lot of talk about moving from presence to contribution, from effort to impact. But it doesn’t feel like we’re there - yet.
Instead, I see a growing tension:
- Employees want more purpose, autonomy, and flexibility.
- Many leaders still rely on visibility, activity, and control.
The result? Environments where presence is still used as proof of performance. Activity over impact. And a quiet, growing frustration that your work doesn’t really count.
2. The Attention Crisis
We have endless tools to connect, learn, and communicate - and also endless interruptions from pings, chats, and dashboards.
Most employees aren’t unwilling to learn. They’re just overwhelmed with multitasking and reacting.
- Browsing instead of reading.
- Surface work instead of deep thinking.
And here’s the paradox: The skills we need most - like critical thinking - depend on something increasingly rare: real focus.
The cost? We don’t grow and develop as much as we want or need to.
3. The Belonging Gap
Even in well-meaning environments, many people feel disconnected from their team, their purpose, and sometimes themselves. Especially younger employees report higher levels of loneliness than ever before.
And yet, we all want the same thing: To feel seen and Included. To be part of something that matters.
The risk? Quiet withdrawal. High turnover. Work starts to feel like something to get through, not something to shape.
🔄 It’s all connected.
These trends don’t stand alone. They reinforce each other:
- When meaning is unclear, trust drops.
- When trust is low, people hold back.
- When attention is scattered, progress stalls.
- When progress feels pointless, belonging and motivation fade.
That’s what makes hard work feel heavier, not just more.
What I do with this:
I am not a fan of “10 skills for 2025” lists but I love looking at trends. Not because they predict the future, but because they reflect where people are struggling now. That’s the best place to start: What’s getting in the way?
In my work, I support people and organizations to:
- Refocus on what really deserves learning.
- Be effective and impactful.
- Create space where people feel seen, heard, and capable.
What about you?
What makes work feel hard for you or your team right now? Maybe it’s one of these signals. Maybe it’s something else entirely. I’m curious.

LinkedIn, July 2, 2025
Most people could perform at a higher level. But they don’t.
Not because they lack skills or commitment but because of what’s missing around them:
- Clarity: What matters and why? What’s expected from me?
- Culture: What’s supported, rewarded or silently punished?
- Conditions: What makes it easy - or impossible - to do my job?
I build organizational capability. That starts with understanding what’s really holding people back. I’ve seen it in every transformation I’ve supported, and it has been confirmed again in the latest white paper about high-performing teams (see below).
Want to help people move? Let’s talk!
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