As an L&D consultant and coach, Martina combines a background in tech and data science with a passion for the creative world to deliver full-circle growth, insight-driven learning and high-impact leadership programmes.
Looking back over the past year, what key shifts have you observed in how organisations approach people development and leadership?
“Change is the only constant”: we have known that for a while. This year we have learnt that the speed of change is now exponential, demanding that we all dive deep into our own resources not only to adapt, but to leap forward creatively as we imagine the future. AI is the driving force, unlocking opportunities that seemed impossible. While we witness this, it remains true that humans need human connection to reflect, learn and grow. 86% of employees say generative AI has increased their need for human collaboration*1.
Leaders are being asked to navigate digital and societal change. To survive, they are to focus on strategy and commercial growth. To thrive, they must prioritise nurturing culture as the established path to meaningful impact. Leadership is focusing on creating psychological safety so that everyone has a voice in building the future together.
AI is not replacing us but amplifying our human potential*3; critical thinking, creativity, empathy, and the art of questioning are driving our growth.
Effective people development encourages a culture of experimentation and skills to pivot swiftly while learning on-the-go*4. L&D is adapting just as fast to meet individual needs to ensure collective evolution.
How can organisations ensure that their learning and development strategies remain relevant and impactful in a rapidly changing workplace?
The access to knowledge has changed with AI. Therefore, only learning experiences that unlock authentic transformation stay relevant.
L&D support organisations accelerating a process for employees to reach their potential in a fast-evolving landscape. As leaders build inclusive cultures and adapt, a true partnership with L&D ensures individuals find their personalised path to grow and evolve.
Learning and development is not a one-size-fits-all and the future belongs to flexible, personalized, and truly impactful learning journeys*2. Adaptability is needed more than ever and so is the resilience to maintain it. L&D should therefore be centred around nano-learning that unlock behaviour shifts and self-reflection. Focusing on transformative experiences and reflection enables real-time learning. A coaching mindset is the driving force of this transformation especially in an ever evolving fast-paced workplace. By fostering psychological safety and trust, coaching leaders create environments where innovation flourishes and collaboration thrives. Each individual owns a unique value and will shape the success of the organisation: a coaching culture encourages actively listening to that value and meeting its full potential.
What mindset or habits do you believe leaders should adopt going into the new year to foster more inclusive and growth-oriented teams?
Leaders that will successfully unlock growth will be the ones who don’t approach learning as one-off initiatives, but that truly make it everyday practice: an ongoing empathy-first approach to cultivating potential. Leaders should be the role model of a coaching mindset in partnership with L&D to create an environment where everyone is building the future of work together.
A mindset of curiosity over fear and openness over certainty will move organisations away from rigid playbooks that won’t have impact today. Active listening and openness to all unheard voices, will spark innovation and creativity.
Curiosity is practiced through daily reframing and questioning: by looking for ideas and creative solutions instead of seeking perfection. It is practiced by keeping in mind these coaching questions: “What stories am I holding onto that may not serve us well anymore?” and “what am I assuming and how do I know if it’s true?”.
In an era where we all chase the quickest way to be right - and as humans, we seldom are - retrospective and reflections are revolutionary habits. Leaders should normalise discussing lessons learned and modelling vulnerability to open the door to sustainable growth. This will form the foundation of psychological safety and well-being and will spark a sense of togetherness and collective learning.
Read more about Designing Work for What Comes Next: From Flexibility to Intentional Design
*1: https://kpmg.com/us/en/media/news/friends-at-work-2025.html
*2: https://businesscloud.co.uk/news/how-digital-learning-is-transforming-education-in-2025/
*3: https://brandonhall.com/2025-a-transformative-year-for-learning-development/
*4: https://www.linkedin.com/pulse/seven-key-leadership-trends-shaping-70fae/