10 Essential Skills To Help People Leaders Develop In 2025

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by Chelsea C. Williams

At Reimagine Talent Company, we upskill people leaders for the constantly changing workplace environment. In 2024, I worked with thousands of global professionals to help them evolve their impact in support of their teams and as a driver of business performance and impact.

In thinking back on the year’s encounters, I identified 10 essential skills that HR teams will need to help people leaders cultivate. Whether you’re working with a first-time people leader or a seasoned leader, these skills will help them connect, empower and retain a multigenerational, inclusive workforce.

1. Managing Change

In a time of rapid technological transformation and societal shifts, the ability to manage change effectively is crucial. People leaders must navigate organizational shifts and guide their teams through uncertainty. Developing their change management skills, such as communicating, building support, addressing resistance, planning and implementing, will empower them to help teams adapt and thrive.

2. Collaborating

Facilitating collaboration among team members will be essential for innovation and problem-solving, especially for remote and hybrid teams. People leaders should create an environment where everyone feels empowered to contribute, regardless of their work location. You must ensure your company’s leaders can establish clear communication and foster spaces for creative brainstorming and idea sharing. Continue reading →

5 Leadership Trends From 2024 That Should Be Left Behind

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Leadership in the Workplace: Examples of Leaders With Initiative by Sherzod Odilov

 

Leadership in 2024 was dynamic, demanding and at times, exposed a few cracks —some new, others stubborn holdouts from the past. But not every trend deserves to follow us into the new year. We face a pivotal question as we move into 2025—are we bold enough to acknowledge what isn’t working and leave outdated practices behind? Growth requires evolution and it’s time to close the chapter on leadership behaviors that do more harm than good.

Here’s what we need to say goodbye to and why doing so will open doors to greater success.

1. Ignoring Mental Health Is Not an Option

How can we expect teams to perform when we refuse to acknowledge their humanity? One of the most concerning trends of 2024 was leaders turning a blind eye to mental health. Reports from Gallup show that only 21% of employees strongly agree their organization cares about their well-being—a record low tied at the start of the year. Even worse, research from the Global Business Collaboration for Better Workplace Mental Health reveals that nearly a third of employees fear disclosing mental health challenges due to discrimination.

What does this mean for us as leaders? Ignoring mental health isn’t just a personal failure—it’s a strategic one. When employees don’t feel safe or supported, it directly impacts productivity, retention and innovation. If we’re serious about building successful organizations, mental health can no longer live on the back burner.

2. The Trust Crisis

Trust has become a rare commodity in many workplaces. Data from Korn Ferry paints a grim picture—senior executives distrust the C-suite, managers struggle to trust their subordinates and entry-level workers feel watched and doubted. This isn’t just a “soft” issue. Lack of trust is poison to collaboration, creativity and growth. Continue reading →

What HR leaders can learn from Taylor Swift

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by Wendy Hanson

 

Those in HR leadership can learn a thing or two from musician Taylor Swift, especially when looking at how she built and evolved her brand, image and reputation.

“What do I/we want to be known for?” permeates every action and corporate decision Swift makes, and it’s something every business leader should consider. This approach enabled her to push boundaries and explore new musical styles while seamlessly transitioning from teen country singer to global pop sensation and businesswoman who earned nearly $2 billion in 2023.

3 ways HR leadership can take the Taylor Swift approach

1. Make key stakeholders feel heard

By careful design, think how Swift’s strong, relatable messaging makes her target audience of young girls feel more “heard from,” more hopeful, stronger and more confident. These attributes further strengthen her brand—and are very much not to be underestimated or taken lightly nowadays amid what seems like a constant barrage of negative headlines and bad actors.

Swift demonstrates executive presence while projecting as an extremely positive, high performer who is always present and builds her network. She appears to listen carefully to what other people say, surrounds herself with high-quality advisors with whom she collaborates, and then executes what she wants to do—or, more precisely, what she needs to do. Do you have allies and advisors you can lean into in your role?

As an HR leader, your “audience” isn’t exactly a stadium full of screaming fans or the hundreds of people involved in making a pop star’s music and marketing machine work. But your employees deserve to feel just as “heard” as the Swifties do.

As an HR leader, you want your team and employees to feel more hopeful, stronger and confident. What can you do from your vantage point to do this in your company? Continue reading →

4 Rules for Going from Small to Big

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BY STEVE STRAUSS

Thinking big isn’t enough. You need to plan and act big as well

Back when I was an anonymous young grunt associate lawyer at a big law firm, I had big dreams. I wanted to be an author. That I had never even had a letter to the editor published should have stopped me, but it didn’t. It took a lot of perseverance, and striking out, and planning big, but eventually I was able to make the leap.

Many small businesses face similar dilemmas. Stuck in a rut, they want to grow, get bigger, make more money, make a difference. The question is, how do you go from small to big?

As a small business owner, you are likely very comfortable with the way you do things. But, if you feel like you’re ready to grow and take your business to the next level, the first thing to understand is that it’s time to get uncomfortable; bigger business do things differently. Indeed, to play in the big(ger) leagues, you will need to let go of your old ways, and learn some new tricks and rules.

What are they? Here are four of the most important small-to-big strategies to prepare you for that next step:

1. Have a growth strategy.

The first thing you should do is compile a list of various ideas for growth that make sense for your business:

  • spend more money on marketing,
  • open another location,
  • or create an additional profit center.

There is no shortage of ideas and strategies out there that can help you grow your business. Indeed, here at Inc. you can find scores of articles on the subject. The important thing is to come up with, and commit, to a few strategies that make sense for your business.

2. Create a team that is bigger than you.

Trying to do everything yourself is one of the most common mistakes among small business owners. And, while it is easier than ever to do more because of tech, apps, the internet, and other tools, it is also true that doing it yourself is unwise.

Indeed, if growth is your game, then teamwork must be your name. To grow your business, it is essential that you pull together a team—employees, contractors, consultants, a board of advisers, partners, or investors. People invested in your dream and strategy. 

This is how bigger businesses are run—with a division of labor. More people provide a system for instant feedback that many small businesses don’t typically enjoy. Having a diverse array of opinions is crucial for growth—two heads are better than one and all. In addition, it follows that having more assistance, more contacts, and more expertise, will only help you to accomplish more than you could by yourself.

3. Be unique.

To grow your business, you should be thinking practically and strategically, yes, but you should also be brainstorming to find that one thing that makes your business stand out from the crowd. Think about businesses you like and patronize. Isn’t it true they do something unique, different, special, and better?

So that is the question you must answer: What is it that you offer that is different and better? You need to figure out your unique take if you want to go from small to big.

4. Plan big.

Planning big is different from thinking big although thinking big is for sure a part of it. All entrepreneurs think big, but growth companies plan big. McDonald’s was a single Southern California restaurant until Ray Kroc showed up with and developed a plan to franchise it.

Each of these four steps is part of the growth process. After you’ve created a great team, decided on some growth strategies, determined how you are or will be different, and planned your world dominance, you will then be ready to go from small to big.

 

Source: Inc.com

Mastering Leadership: Essential Tips for Success at Work

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by Diego Pérez Morales

 

Leadership is a skill that transcends job titles and positions. A good leader is not just someone who manages tasks but inspires and motivates their team to achieve collective goals. The foundation of effective leadership lies in understanding the strengths and weaknesses of your team members and leveraging them to create a harmonious and productive work environment. By fostering open communication and trust, leaders can cultivate a culture of collaboration and innovation.

One of the most critical aspects of being a successful leader is the ability to adapt to changing circumstances. The business world is constantly evolving, and leaders must be flexible and open to new ideas and approaches. This adaptability not only helps in navigating challenges but also sets an example for the team, encouraging them to embrace change and think creatively. A leader who is willing to learn and grow alongside their team is more likely to earn respect and loyalty.

Empathy is another cornerstone of effective leadership. Understanding and addressing the needs and concerns of your team members can significantly impact their motivation and performance. By showing genuine care and consideration, leaders can build strong relationships and foster a supportive work environment. This emotional intelligence enables leaders to connect with their team on a deeper level, enhancing communication and collaboration.

Decision-making is a crucial skill for any leader. The ability to make informed and timely decisions can significantly influence the success of a project or initiative. Leaders must weigh the pros and cons, consider the potential impact on the team, and be prepared to take responsibility for the outcomes. By involving team members in the decision-making process, leaders can ensure diverse perspectives are considered, leading to more comprehensive and effective solutions.

Effective leaders also prioritize personal development and continuous learning. By staying informed about industry trends and best practices, leaders can provide valuable insights and guidance to their teams. Encouraging team members to pursue their own professional growth not only enhances their skills but also contributes to the overall success of the organization. A leader who invests in their own and their team’s development is more likely to drive long-term success.

Ultimately, the essence of good leadership lies in the ability to inspire and empower others. By setting a positive example and creating an environment where team members feel valued and motivated, leaders can unlock the full potential of their teams. Whether through effective communication, empathy, or adaptability, the qualities of a good leader are integral to achieving both personal and organizational success

Source: MSN