Evolving Career Pathways

Freelancing is often romanticized as a lifestyle of freedom and flexibility. But the reality is, it's not all sunshine and rainbows. Here are 9 harsh truths nobody told me about freelancing: 1. Your income can be feast or famine, with periods of high earnings followed by dry spells. Be prepared to budget carefully and have a financial safety net. 2. You're the CEO, janitor, and everything in between. You'll be responsible for everything from marketing and sales to project management and bookkeeping. 3. Staying motivated and productive can be a challenge. Develop strong time management skills and create a work routine that works for you. 4. Not everyone gets it. Explain to friends and family that freelancing is a real job, even if it doesn't look like a traditional 9-to-5. 5. Not every client will be a good fit, and you'll hear "no" more often than you'd like. Learn to handle rejection gracefully and move on. 6. The line between work and life blurs. Set boundaries and make sure you schedule time for rest and relaxation. 7. You need to be your own biggest advocate. Invest in building your online presence and networking with potential clients . 8. Working solo can be isolating. Join online communities or co-working spaces to connect with other freelancers. 9. Despite the challenges, freelancing can be incredibly rewarding. The freedom, flexibility, and sense of ownership you gain are unmatched. Freelancing is not for everyone, but if you're willing to put in the hard work, it can be an incredibly rewarding experience. #freelancer #business #coaches

Demand for green talent is outstripping supply. According to new data from LinkedIn's Economic Graph, green demand surged by 11.6% last year, while supply only grew by 5.6%. To put that another way, by 2030, nearly one in five jobs requiring green skills could go unfilled. By 2050, that figure could balloon to one in two jobs. This means it’s a great time to go green — worldwide, the hiring rate for job seekers with green skills is 54.6% higher than the rest of the workforce. In the U.S., that figure jumps to 80.3% higher. Some of the fastest-growing skills for these workers include building performance, responsible sourcing and environmental due diligence. Sectors welcoming workers with such skills at higher rates include the utilities industry, driven by the rapid expansion in renewable energy, along with the construction and manufacturing industries. What’s your best advice for workers looking to break into these roles? Weigh in below. And see more LinkedIn data on this topic here: https://lnkd.in/d8NSZXqA ✍: Taylor Borden 📊: Akash Kaura, LinkedIn's Economic Graph

Inclusion isn’t a one-time initiative or a single program—it’s a continuous commitment that must be embedded across every stage of the employee lifecycle. By taking deliberate steps, organizations can create workplaces where all employees feel valued, respected, and empowered to succeed. Here’s how we can make a meaningful impact at each stage: 1. Attract Build inclusive employer branding and equitable hiring practices. Ensure job postings use inclusive language and focus on skills rather than unnecessary credentials. Broaden recruitment pipelines by partnering with diverse professional organizations, schools, and networks. Showcase your commitment to inclusion in external messaging with employee stories that reflect diversity. 2. Recruit Eliminate bias and promote fair candidate evaluation. Use structured interviews and standardized evaluation rubrics to reduce bias. Train recruiters and hiring managers on unconscious bias and inclusive hiring practices. Implement blind resume reviews or AI tools to focus on qualifications, not identifiers. 3. Onboard Create an inclusive onboarding experience. Design onboarding materials that reflect a diverse workplace culture. Pair new hires with mentors or buddies from Employee Resource Groups (ERGs) to foster belonging. Offer inclusion training early to set the tone for inclusivity from day one. 4. Develop Provide equitable opportunities for growth. Ensure leadership programs and career development resources are accessible to underrepresented employees. Regularly review training, mentorship, and promotion programs to address any disparities. Offer specific development opportunities, such as allyship training or workshops on cultural competency. 5. Engage Foster a culture of inclusion. Actively listen to employee feedback through pulse surveys, focus groups, and open forums. Support ERGs and create platforms for marginalized voices to influence organizational policies. Recognize and celebrate diverse perspectives, cultures, and contributions in the workplace. 6. Retain Address barriers to equity and belonging. Conduct pay equity audits and address discrepancies to ensure fairness. Create flexible policies that accommodate diverse needs, including caregiving responsibilities, religious practices, and accessibility. Provide regular inclusion updates to build trust and demonstrate progress. 7. Offboard Learn and grow from employee transitions. Use exit interviews to uncover potential inequities and areas for improvement. Analyze trends in attrition to identify and address any patterns of exclusion or bias. Maintain relationships with alumni and invite them to stay engaged through inclusive networks. Embedding inclusion across the employee lifecycle is not just the right thing to do—it’s a strategic imperative that drives innovation, engagement, and organizational success. By making these steps intentional, companies can create environments where everyone can thrive.

Today I have been asking myself the question: What if we're solving the wrong problem - chasing AI disruption while the real opportunity for human flourishing lies in the green economy? AI is getting all the headlines, but here's what the data actually shows: 🔹 AI impact: Creates 11M jobs, displaces 9M → Net gain: 2M jobs 🔹 Green transition: Creates 34M jobs with minimal displacement That's a 17:1 ratio in favor of green jobs. 🤯 Yet 90% of workforce discussions focus on AI disruption while climate jobs barely make the news. Why this massive disconnect? ✅ AI grabs attention - ChatGPT created immediate, visible change ✅ Green jobs seem gradual - but they're happening faster than we think ✅ Tech giants drive the narrative - while green jobs are distributed across industries ✅ 40% of employers expect AI workforce reductions - creating immediate anxiety The reality check: 1.2 billion jobs depend on healthy ecosystems Green jobs are harder to automate Climate action is literally existential Green skills show 22% growth in job postings vs 12% in available workers. Our future depends on our ability to close this gap. For professionals: While everyone's learning prompt engineering, there's a massive opportunity to apply YOUR existing skills to green roles: 🌱 Accountants → Carbon accounting & green finance 🌱 Teachers → Sustainability training & green skills education 🌱 IT professionals → Energy management systems & smart grids 🌱 Recruiters → Green talent acquisition (fastest growing field!) 🌱 Project managers → Renewable energy projects 🌱 Sales/Marketing → Clean tech & sustainable products ... and many more Maybe we should focus our upskilling efforts where the real job growth is happening? What do you think - are we chasing AI shiny objects while missing the green goldmine? Data sources: World Economic Forum Future of Jobs Report 2025, International Labour Organization, Manpower Global insights sustainability and the rise of green and turquoise jobs

Workplace flexibility is more than a four day working week, remote work or nine-day fortnight. What are the options and exactly how personalised can flexible work arrangements become? Thanks to the Geraldton Guardian newspaper for publishing my piece on this topic. Working remotely, hybrid work arrangements, and the four-day workweek are among the smorgasbord of flexible work treats now available at an increasing number of workplaces. While these options have been gobbled up by some workers, they might not satisfy everyone's appetite for workplace flexibility. The growing demand for flexible work arrangements is about to get a whole lot more personal, with an increasing number of options being put on the table for workers to choose from. The modern workplace is made up of individuals with widely varying personal situations, yet too often they are served a one-size-fits-all menu when it comes to flexible work arrangements. Consider remote and hybrid work arrangements. While many workers enjoy these flexible options, others prefer to keep their personal and work lives separate and do not find these arrangements appetising at all. This emphasizes the need for workplaces to dish up a more varied menu of flexible work options, catering to the diverse tastes and needs of their employees, ensuring everyone can find an arrangement that suits their unique lifestyle. They are plenty of flexible work options that can be put on the table many of which have been on the menu for some time, although we’ve yet to truly dish them out. Many workers prefer the flexibility of part-time work but are locked into full-time roles. There is often hesitation to convert these roles, fearing reduced employee dedication. When converting full-time roles to part-time is not feasible, job sharing—where two or more part-time employees share the responsibilities of a single full-time position—can be a viable alternative. Staggered start and finish times allow employees to adjust their working hours to better fit their personal lives, such as starting earlier or finishing later. Split schedules allow employees to divide their work hours into segments, such as working 8 am to 12 noon in the office, taking a break, and then working 4 pm to 8 pm from home. Purchased leave allows employees to buy additional leave days beyond their standard entitlement, enabling them to take extended time off for personal needs, vacations, or other commitments by deducting the cost from their salary. A deferred salary leave plan lets employees work for several years at 80% pay, saving the deferred portion to fund an extended break while still receiving a reduced salary. The variety of options on the menu means that while some employees savour a four-day week, others will relish staggered hours, and still others will opt for split schedules or time banking. #flexibleworkarrangements #flexibility #workplace #management #job #humanresources #leadership #AIMWA

𝐅𝐞𝐞𝐥𝐢𝐧𝐠 𝐬𝐭𝐮𝐜𝐤 𝐞𝐱𝐩𝐥𝐚𝐢𝐧𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐜𝐚𝐫𝐞𝐞𝐫 𝐬𝐡𝐢𝐟𝐭? Here’s how to own your story. Ever been in a situation where it feels challenging to explain your career shift? Sometimes, it’s hard for others— for people reviewing your resume—to fully understand how your past experiences translate into your new role. They might focus on job titles or specific skills, but there’s so much more beneath the surface. I recently had a conversation with Abhijit Bhaduri, and his perspective really stood out: "𝐂𝐚𝐫𝐞𝐞𝐫 𝐭𝐫𝐚𝐧𝐬𝐢𝐭𝐢𝐨𝐧𝐬 𝐚𝐫𝐞 𝐥𝐞𝐬𝐬 𝐚𝐛𝐨𝐮𝐭 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮’𝐯𝐞 𝐝𝐨𝐧𝐞 𝐚𝐧𝐝 𝐦𝐨𝐫𝐞 𝐚𝐛𝐨𝐮𝐭 𝐰𝐡𝐨 𝐲𝐨𝐮’𝐫𝐞 𝐛𝐞𝐜𝐨𝐦𝐢𝐧𝐠." That line made me pause. It’s not just about switching roles or industries—it’s about who you’re becoming in the process. Here’s what Abhijit shared, and I think it will resonate with anyone navigating a career transition. 1. 𝐀𝐫𝐞 𝐘𝐨𝐮 𝐂𝐨𝐦𝐟𝐨𝐫𝐭𝐚𝐛𝐥𝐞 𝐒𝐡𝐢𝐟𝐭𝐢𝐧𝐠 𝐘𝐨𝐮𝐫 𝐈𝐝𝐞𝐧𝐭𝐢𝐭𝐲? Before making a career move, take a moment to ask yourself: Am I ready to shift my professional identity? Career changes force us to step outside our comfort zones and reimagine who we are. If you’re comfortable with that shift, it can open doors you never thought possible. 2. 𝐆𝐞𝐭 𝐂𝐥𝐞𝐚𝐫 𝐨𝐧 𝐖𝐡𝐚𝐭 𝐘𝐨𝐮 𝐓𝐫𝐮𝐥𝐲 𝐂𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐞 It’s easy to get caught up in the daily grind, but career shifts demand clarity. What is it that you really contribute? Beyond the job title or tasks, what’s the real impact you make? This clarity gives you the confidence to tell your story in a compelling way. 3. 𝐅𝐫𝐚𝐦𝐞 𝐘𝐨𝐮𝐫 𝐒𝐤𝐢𝐥𝐥𝐬 𝐢𝐧 𝐓𝐞𝐫𝐦𝐬 𝐨𝐟 𝐎𝐮𝐭𝐜𝐨𝐦𝐞𝐬 When you explain your career shift, it’s not just about listing your skills. The real question is: How has your work driven results? Frame your experience in terms of the impact you’ve had. Show how your skills have shaped outcomes, and people will see your value in a new light. Every career shift is an opportunity to redefine not just what you do but who you are. It’s about taking ownership of your story and framing it in a way that highlights your growth and contribution. So the next time you’re explaining a career shift, remember—it’s about your identity, your contribution, and your impact. 🎯 What’s been your biggest learning from your own career shifts? Catch the full episode through the link below and dive deeper into the conversation! #CareerShifts #Leadership #TransferableSkills #IdentityShift #Growth

The Henley Development Framework is a contemporary view of Personal Development in business and management education. Forged on the Henley Executive MBA, its nine aspects are arranged in three sub-groups in a circular relationship with each other: 🏛 ‘Foundations’ are the pre-conditions for sustainable personal development, often hidden or taken for granted. 1. Self-awareness Understand your biases and limitations to unlock personal growth. Reflect on experiences, learn from mistakes, and adapt to a changing world. 2. Self-accountability Own your actions and outcomes. Embrace self-honesty to set meaningful goals and foster personal growth, leading to greater empowerment and responsibility. 3. Sustainable Health and Well-being Prioritise your physical and mental health. Balance self-care with professional development to boost productivity, job satisfaction, and overall quality of life. 👩🎓 ‘Readiness’ covers key mental and material resources needed to understand and operate in a changing and complex world of work. 4. Emotional Resilience Adapt to stress and challenges with a positive attitude. Develop a growth mindset and practise self-care to enhance mental health, confidence, and relationships. 5. Being Resourced Equip yourself with updates to tools, knowledge, and support to tackle challenges effectively. Through continuous learning and networking, stay prepared and confident in your role. 6. Lifelong Learning and Creativity Foster a mindset of curiosity and innovation. Engage in lifelong learning to stay adaptable, improve performance, and find fulfilment in your career and organisation. ☯ ‘Integration’ develops skills and attitudes for advancing personal development, more effective and mindful problem-solving, and building stronger businesses or communities. 7. Critical and Strategic Thinking Evaluate information objectively and make informed decisions. Anticipate changes, identify opportunities, and align your actions and organisational goals with reality for more effective and long-term problem-solving. 8. Open Communication Proactively share information freely to promote transparency and trust. Foster collaboration and innovation through active listening and open dialogue within your organisation. 9. Purpose Find meaning in what you do, in the present. Align your actions with positive societal impact and integrate self-awareness and development to stay true to your principles and goals.

🙏 A pleasure to be invited by Special Broadcasting Service (SBS) Australia, to share some advice for Australians hoping to make their work more flexible in 2025, alongside the likes of Mary Wooldridge (Workplace Gender Equality Agency), David Alexander (Australian Chamber of Commerce & Industry (ACCI)) and Melissa Wheeler (RMIT University). According to the Australian Fair Work Commission, anyone can request flexibility — but some employees have a legal entitlement to request an arrangement under the Fair Work Act. However, an employer can refuse a request "if they have reasonable business grounds and have taken certain steps". Reasonable grounds may include cost, capacity, practicality, inefficiency or customer service impact. My key advice to any employee, who wishes to make a request for a flexible work arrangement, is to also look at that request from the perspective of their employer - will there be any costs associated with accommodating the request, will there be capacity or practicality constraints if it is approved, or will that arrangement result in lower productivity or efficiency? If the answer to these questions is 'no,' there is probably a better chance of your request being approved. ❓ Do you have any advice for employees hoping to request flexible work arrangements in 2025? As always, keen to hear your thoughts and ideas. The full article is available via the link below 👇 https://lnkd.in/gdwRTaJj WorkFLEX-Australia #hybridwork #worklifebalance #workflex Author: Emma Brancatisano Swinburne University of Technology

A topic of conversation the last week or so that's come out consistently amongst the HR fraternity in Singapore has been around Tripartite Guidelines on FWA requests. 🇸🇬 is taking a significant step forward in promoting work-life balance and inclusivity with the introduction of the Tripartite Guidelines on Flexible Work Arrangement Requests (thanks to the robust work by Tan See Leng and his team at the Ministry of Manpower, National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF)). These guidelines will revolutionize how employees and employers approach flexible work arrangements. 💭 So what is the TG-FWAR? ✨ The TG-FWAR is a framework designed to facilitate a more structured and transparent process for FWA requests and discussions. It encourages open communication, mutual understanding, and collaboration between employers and employees 💭 What are some of the key highlights for employees? ✨ Right to Request: All employees with at least 26 weeks of service will have the right to request FWAs ✨ Reasoned Response: Employers are obligated to provide a reasoned response to FWA requests within a reasonable timeframe ✨ Appeal Mechanism: An appeal mechanism is in place for employees who are unhappy with their employer's decision 💭 What are some of the key highlights for employers? ✨ Structured Process: The guidelines provide a clear and structured process for handling FWA requests, reducing ambiguity and potential conflict ✨ Business Considerations: Employers can assess FWA requests based on legitimate business considerations and are not obligated to grant all requests ✨ Enhanced Employer Branding: Embracing FWAs can enhance employer branding and attract top talent who value work-life balance 💭 Why is this important? The TG-FWAR is expected to have a transformative impact on the Singapore workforce : ✨ Increased Employee Satisfaction: FWAs empower employees to better manage their work and personal lives, leading to improved morale and productivity ✨ Talent Attraction and Retention: Companies that embrace FWAs can attract and retain top talent who prioritize flexibility and work-life balance ✨ Diverse and Inclusive Workplace: FWAs promote inclusivity by accommodating the diverse needs of employees, including parents, caregivers, and individuals with disabilities ✨ Evolved Workplace Culture: The guidelines will foster a more open and collaborative workplace culture where flexibility is valued and encouraged The Tripartite Guidelines on Flexible Work Arrangement requests mark a significant milestone in Singapore's journey towards a more progressive and inclusive workplace. By empowering employees and providing a structured framework for employers, these guidelines are poised to reshape the way Singaporeans work and live. Excited to see workplaces embrace this new era of flexibility that works for everyone! Share your thoughts below👇 #Singapore #FWAs #TripartiteGuidelines #FutureOfWork #WorkLifeBalance

10 practical freelancing tips that actually lead to long-term growth (And it has worked 100% for me) 1. Position before pitch → Most freelancers rush to pitch before they’re positioned. → Build your online identity like a brand before you send cold messages. → People research you. Be worth finding. 2. Create a ‘freelancing’ origin story → Your why is your weapon. → Most freelancers only talk about what they do and not why they do it. → Write a short story: What made you choose freelancing? → This builds emotional connection and helps potential clients remember you. 3. Screenshots brings trust more than testimonials → Client wins in DMs > polished testimonials. → Start collecting raw proof: WhatsApp, Slack, emails. → Authentic > aesthetic. 4. Create ‘client kits’ → Most freelancers don’t think like businesses. → Design a kit: onboarding doc, SOPs, pricing, delivery timeline. 5. Don’t market like a freelancer. Market like a category → E.g. You’re not a content writer; you’re a conversion partner for SaaS → Rename your role → Rewire how you're seen. 6. Public wins = Private leads → Post your process. → Your before-after results. → Even your thought experiments. → Being “seen working” drives DMs more than being “perfect and silent.” 7. Ask your client what made them choose you → Then use their actual language in your next LinkedIn bio/intro line → No copywriter knows your client like your client. 8. Never negotiate deliverables in DMs → DMs are for intent. Send a “calm confidence” proposal after. → Looks more pro. Makes them 𝘱𝘢𝘶𝘴𝘦 before ghosting you. 9. Show proof of personality → People work with humans, not PDFs. → Share your quirks, principles, values. → It builds invisible loyalty even before the first call. 10. Build a ‘Brand Bank’ Start a folder with: → Wins → Failures → Client quotes → Story prompts → Hooks you wrote It’s your personal brand library. Every post = a deposit.