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Dear Coaching Family,

I am excited to share with you some news about the future of work. I read the latest data and wanted to share with each of you. My goal is to always bring you the latest so you can be equip to make the right decisions for yourself.

As the professional landscape evolves, staying ahead requires a blend of technical expertise and human-centric skills. The World Economic Forum’s Future of Jobs Report 2025 highlights that nearly 40% of core skills are expected to change by 2030, emphasizing the importance of adaptability in the workforce.

​World Economic Forum​

Here are key insights to help you prepare for the future:

1. Embrace Lifelong Learning

With 59% of the global workforce needing reskilling by 2030,

​World Economic Forumit’s crucial to continuously update your skill set. Dedicate time each week to learning through online courses, workshops, or industry publications.

2. Develop Technological Literacy

Technological skills, including AI and big data, networks and cybersecurity, and technological literacy, are projected to grow in importance more rapidly than any other skills in the next five years.

​World Economic ForumFamiliarize yourself with these technologies to enhance your efficiency and decision-making capabilities.

3. Cultivate Human Skills

Skills such as creative thinking, resilience, flexibility, and agility are becoming increasingly important.

​World Economic ForumPractice mindfulness techniques to enhance your adaptability and maintain a positive attitude in the face of change.

4. Participate in Reskilling Programs

With 59% of the global workforce needing reskilling by 2030,

​World Economic Forum take advantage of reskilling initiatives offered by employers or educational institutions to stay competitive in the job market.

By focusing on these areas, you’ll be well-prepared to thrive in the dynamic future of work.

I look forward to 2025!

Best regards,

David

I hope you are doing well. I have been thinking about leadership and you as of late. Leadership is constantly changing and evolving in this present work environment. And so, I wanted share a few thoughts.

The best leaders don’t just adapt to change but they anticipate it.

• Focus on inspiring teams, and not just directing them. Tip: Start your next meeting by asking “ What’s one thing we can do better?”
• Build system,e that all for quick pivots without losing momentum. Tip: Dedicate time this week to review your teams flexibility.
• Think beyond quarterly goals- what impact do you want to leave? tip: Identify one long-term project that aligns with your values.

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Let’s stay ahead

Hello Coaching Partners,

I have been researching the science about work and this is what I found:

Here’s something wild: the 8-hour workday was designed in 1926 for factory workers. And yet, here we are, still pretending we’re machines.

But science says otherwise:

Our brains run in 90–120 minute cycles
We get about 3–4 hours of deep, focused work a day
We switch tasks every 3 minutes (yes, really)
After an interruption? It takes 23 minutes to refocus
So if you feel scattered or unproductive trust me it’s not you. It’s the system.

Here’s the real question:
​As a knowledge-based leader in 2025, are you leading yourself and others like it’s 1926?

This is the kind of insight I bring to coaching. Real data, honest reflection, and strategies that actually fit how we live and work today.

Want to talk about what this means for your leadership, your team, or your next move?

Just hit “Get Started”! Let’s have a real conversation, There is no pressure, just perspective.

Talk soon,

David

www.ispeaklifecoaching.com

Dear Coaching Friends,

As we approach the weekend, I invite you to consider a question that often gets lost in the weekly metrics and deliverables:

What is the one strategic insight from this week that will matter most in the quarter ahead?
​
​In the pursuit of immediate goals, the larger arc of progress can sometimes be the obscured. Carving out a moment for reflection can transform the week’s end into a powerful catalyst for what’s next.

If a compelling answer comes to mind, I’d be interested to hear it.
Otherwise, I simply wish you a restful weekend, one that provides space for both clarity and renewal. Go outside and play a little.

In today’s organizations we often hear the common term “stretch goals” but what are they really? Have they been well defined? This term is as elusive as the term “executive presence” what is it or rather what is it not?

Recently, I have been doing research on the topic of goals. In an article titled ” The Paradox of Stretch Goals: Organization in Pursuit of the Seemingly Impossible, by Duke researcher Dr. Sim Sitkins and colleagues define a stretch goal “as an organizational goal with an objective probability of attainment that may be unknown but is seemingly impossible given current capabilities (ie., current practices, skills and knowledge).”

In other words, a stretch goal then, is a seemingly impossible goal given your current knowledge and capabilities.

Today, ask yourself is the goal “seemingly impossible” if not then the goal is not a stretch goal.

Have a great Monday!!