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Welcome to the Bringing the 
human back to human Resources 

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podcast. 
I'm Tracy Chernoff, and I've 

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spent my entire professional 
career in. 

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HR each week. 
We'll explore the delicate 

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balance between people and 
business with the aim to 

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reconnect the two and create 
meaningful outcomes. 

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Listen in as I share my own 
experiences, challenge the 

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status quo, and chat with guests
from various industries about 

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our mission to bring the human 
back to human resources. 

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Hi, everyone, welcome back to 
the Bringing the human Back to 

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Human Resources podcast. 
Thank you so much for being here

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for another week. 
And by the way, not to get 

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everyone, you know, 
disappointed, but this week is 

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the last episode of 2024. 
Maybe that makes you excited. 

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Maybe that makes you 
disappointed. 

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I hope if you've been like, you 
know, unable to listen to some 

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episodes that that means that 
you now have a few weeks to 

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catch up and listen to some 
episodes that have come out 

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recently that maybe you weren't 
able to dive into. 

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I, you know, if you've been here
a while, you know that I 

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generally take the last couple 
of weeks of the year off and I'm

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elongating it just a bit because
now I'm a mom and I need a 

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little bit more time than just 
like 2 weeks. 

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So without, you know, doing 
anything actively for the 

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podcast, even though I am still 
kind of recording for 2025, but 

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nevertheless, this is the last 
episode of 2024. 

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Break out the tiny violin, which
doesn't exist post editing, I 

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don't think, but just imagine it
in your minds. 

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And the good news is, however, 
that the podcast will be back 

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the second week of January. 
And if I quickly look at my 

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calendar here, that makes 
January 7th the week that the 

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episode of the the podcast will 
be back, which is very, very 

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exciting. 
So just mark your calendars. 

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You get the first few days of 
January off. 

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And actually, I will be taking a
much needed respite trip. 

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Hopefully everything works out. 
So that'll be really nice that I

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can actually unplug and 
literally unplug before 

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returning to work and returning 
to the podcast on January 7th. 

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So, you know, of course I'm 
going to wrap up our episodes 

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for this year with, you know, 
kind of like a summary of what's

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to come in 2025. 
And so I have a number of of 

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topics here, or I should say 
trends, I'll say that I think 

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are going to be super prevalent 
in 2025. 

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I'm not going to go into them 
too deeply. 

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And I should have started this 
episode by saying that I have a 

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cold. 
And so if I sound congested, 

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it's because I am and I'm really
sorry. 

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But nevertheless, I'm going to 
spend time talking about the all

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of these trends that I'm 
predicting will continue to be 

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prevalent if they're not already
or or if they are already or if 

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they're not prevalent already, 
that they will become prevalent 

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in 2025. 
S before jumping into that, I 

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just want to, you know, start 
off by saying, well, I've 

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already started off, but you get
what I'm saying. 

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I want to continue by saying 
thank you because this is the 

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fourth year of the podcast, and 
this is this episode 

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specifically is episode number 
two O 8. 

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And I really, truly could not 
have 208 episodes without you, 

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without my assistant, without my
editor. 

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I mean, I'm just so, so grateful
to all of the listeners and all 

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of the people in the background 
who helped me make this podcast 

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what it is. 
So thank you, thank you, and 

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thank you once again. 
Without further ado, let's jump 

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into the trends for 2025. 
Drum roll please. 

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The first is that human centric 
leadership will continue to 

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evolve. 90% of HR leaders 
believe human centric leadership

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is crucial for success. 
And the key here is that we're 

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going to see a shift in moving 
from command and control to 

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empathy driven leadership, which
we kind of have already seen, 

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right? 
Like we're, we've talked a lot 

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about this over the last 12 
months, so to speak, even though

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technically my podcast was on 
maternity leave with me, but you

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get what I'm saying. 
The last calendar year. 

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The second trend that we really 
need to see, and we've talked 

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about this before, is the 
balance between AI and the 

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human. 
And again, as you know, there 

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have been a number of episodes 
where I've highlighted either on

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my own or with a guest, the 
importance of seeing AI as a 

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tool rather than a takeover. 
And you know, the, the theme 

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here is that AI is an 
enhancement. 

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It's a tool, it's a resource. 
It's not intended to replace 

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what humans do. 
Maybe in some areas we're going 

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to see AI replace people. 
Like for example, if I don't 

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know, if we think about like an 
Amazon storefront, like there 

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are no people in that store in 
those stores. 

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And it's just like the computers
and the technology and AI that 

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run that that store 
logistically. 

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So maybe we will see AI as a 
replacement there. 

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But generally speaking, the 
trend or the focus for 2025 here

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is that we need to strike a 
balance between technology and 

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AI technology and human 
interference or interaction or, 

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you know, involvement. 
AI should be for routine tasks, 

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while humans should be focused 
on strategic thinking. 

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And there also needs to be 
literacy surrounding AI across 

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all organizations. 
When we think about not only how

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people use AI, but also the 
security that concerns that 

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could come into question with 
improper use or set up of AI 

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technology. 
It's really important that 

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there's a a focus on literacy 
and regulation around AI. 

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And also, there is an emphasis 
that we need to place on ethical

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and responsible use for AI. 
For example, companies that deal

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with confidential information 
should make sure that their 

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employees are not entering 
confidential information into AI

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tools unless they are. 
There's some proprietary 

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technology that enables them to 
do so. 

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But you know, for example, if 
you're using ChatGPT, you might 

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not want to put your Social 
Security number in there. 

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Just just going to go ahead on a
limb and say that, but this is 

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just a very specific example, 
but if you're dealing with like 

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customer data or financial data,
there has to be an awareness and

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understanding of what 
responsible use looks like. 

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Our role as HR practitioners is 
to support the transition and 

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the collaboration between AI, 
technology and human 

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interaction. 
Also, we have to have to have to

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reduce fear and build confidence
around this because there is 

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nothing to be afraid of. 
If you are afraid that AI is 

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going to take over your job, you
are not focused on the right 

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things. 
Focus on what you can control. 

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AI is here to stay, technology 
is here to stay. 

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No one is complaining about 
having a cell phone, right? 

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But 30 years ago or so when cell
phones first hit the scene, try 

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to think of like the very first 
handheld cell phone that made of

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maybe that was in the 80s or 
90s. 

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Anyway, I digress. 
Like people might have had some 

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fear around it, but at the end 
of the day, like it's technology

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and it's allowed us to move 
society forward in many ways. 

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So we have to reduce that sense 
of fear and help to build 

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confidence around what a 
collaborative, balanced approach

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to technology combined with 
human interaction, what that 

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looks like. 
You know, I, I think I did an 

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episode on AI and job 
replacement and stuff like that.

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There are ways that you can 
hopefully future proof your 

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jobs. 
And you know, when especially in

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HR, we deal with a lot of people
and we deal with things that are

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nuanced, like are probably a 
little bit more complex than 

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just an, something in that that 
an algorithm can solve for. 

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And so, you know, those are 
things that you have to think 

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about in terms of like where 
you're spending your time. 

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Let technology and AI help you 
with mundane things so that you 

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can spend the bulk of your time 
on things that are more 

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strategic and more impactful on 
your organization. 

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And then finally, in this, you 
know, balance between AI and 

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human interaction, consider 
upskilling programs. 

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Like when we think about how we 
build confidence, we do have to 

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help people see where they can 
invest in themselves or be 

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invested in by their companies 
in order for their skills to be 

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fine-tuned and made more strong 
so that they can hopefully 

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again, future proof their 
careers. 

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Another trend here in reading 
through my notes. 

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Let me see which one. 
I think, you know, there's some 

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trends here that I think we've 
kind of covered, but you know, 

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I'm going to read it anyway. 
Personalization of work 

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experience and, you know, moving
away from these outdated 

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workplace trends. 
I at first I was like, should I 

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even talk about this? 
Because we've talked about it a 

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lot. 
But you know, at the end of the 

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day, I think it's probably still
going to be a trend because 

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there are still so many outdated
workplace like workplace 

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instances. 
They're like rigid schedules, 

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one-size-fits-all approaches, 
performance metrics that are 

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like, you know, antiquated. 
And we had to move forward. 

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And like, the company that I 
work for is in workforce 

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management, and we talk a lot 
about this with scheduling and 

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automation. 
And turning hourly jobs into 

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good jobs is our mission. 
And so when we think about 

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moving forward in this trend, 
there has to be customization 

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and personalization around 
working hours, schedules, 

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development and individual 
development plans and paths, you

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know, how we evaluate 
performance. 

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And of course, that is kind of 
like always something that we're

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talking about in HR. 
But you know, a lot of this is 

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really like thinking about the 
individual, which I think is 

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something that will will 
probably always and hopefully 

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always be a trend. 
Another trend here, something 

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again that we talk a lot about 
is employee well-being an 

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engagement. 
And you know what? 

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Again, I think this will 
continue to be a trend until 

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workplaces get it right. 
And the reality is, is that 

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there's always gonna be a 
workplace out there that isn't 

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getting it right. 
The challenge here is addressing

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this term, the great detachment 
where people are basically not 

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creating that sense of belonging
within their organizations for 

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themselves. 
Like, they just do not attach to

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their organizations. 
They detach, dissociate and are 

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not like super committed and 
invested. 

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And so some focus areas to 
improve that are around focusing

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on mental health opportunities 
or options for people in terms 

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of benefits outside of the 
traditional employee assistance 

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program or EAP, integrating a 
work, the work and personal life

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rather than just striking a 
balance. 

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You know, we heard from Megan 
Grace last week on Gen. 

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Z and what they want in the 
workplace. 

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And this kind of continues in 
this same focus area that there 

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has to be this harmony and 
integration between our work and

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personal lives because there 
isn't a separation as much as 

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there used to be, at least. 
And then meaningful fulfilling 

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work and purposeful work has to 
continue to be the focus. 

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If someone is not feeling 
fulfilled in their work, that's 

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going to very significantly 
impact not only their happiness,

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but their well-being, their 
engagement, and their success 

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and achievement at work and in 
the workplace. 

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So some strategies here are to 
focus on two way communication, 

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really having discussions with 
people and not just telling 

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people, but really offering up 
the opportunity to have 

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conversations, rebuilding or 
having a renaissance on the 

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culture of the organization. 
There are some things that I'm 

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doing in my role now that are 
certainly with the effort not 

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only to refocus, but maybe in 
some ways to rebuild and have a 

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renaissance on our culture. 
And even if it's redundant for 

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some people, it's really 
meaningful because culture is so

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impactful on people's 
experiences at work. 

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And then finally, I, I know 
you've probably heard me say it 

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a million times, especially if 
you've been here since the 

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beginning, but I always like to 
say we bring our whole selves to

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work. 
So in that same breath, we have 

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to focus on the whole person 
when we are developing them, 

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when we're, you know, helping 
them to move forward in their 

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careers. 
The entire person has to be part

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of that rather than Tracy at 
work versus Tracy at home. 

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This is we are developing Tracy 
or we are developing Susie 

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salesperson, right? 
So bringing that whole self to 

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work and developing that whole 
self at work. 

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Three more trends for you all to
think about and digest here. 

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Skills and development evolution
is one of them. 

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We've already kind of touched on
this topic of upskilling, but 

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here's a statistic for you. 6 in
10 employees will need skill 

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based training by 2027. 
And you know what? 

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00:14:05,520 --> 00:14:08,760
I wouldn't be surprised if that 
statistic was low because if you

229
00:14:08,760 --> 00:14:12,360
think about the number of 
layoffs, the number of 

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organizational changes, the 
number of people who have gone 

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without training to begin with 
in the last, I don't know, four 

232
00:14:22,120 --> 00:14:25,680
or five years. 
I think it goes without saying 

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that there are a lot of people 
working today or, or who will be

234
00:14:29,840 --> 00:14:33,520
working who have not had any 
kind of skills based training at

235
00:14:33,520 --> 00:14:36,920
all. 
And you know what, if that's 

236
00:14:36,920 --> 00:14:39,920
the, the statistic, let's just 
get everybody's upskilled. 

237
00:14:40,000 --> 00:14:42,840
Let's get everyone trained on 
the things that they need within

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00:14:42,840 --> 00:14:45,400
their roles or within their 
careers, professions, whatever. 

239
00:14:45,880 --> 00:14:48,920
And let's get them to be as 
close to 100% as possible. 

240
00:14:49,320 --> 00:14:52,080
You know, some shifts that I 
think we'll see or that we're 

241
00:14:52,600 --> 00:14:56,840
the there will be a shift from 
tenure based to skills based 

242
00:14:56,840 --> 00:14:59,480
evaluations. 
So, you know, we've seen a lot 

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of companies unfortunately 
layoff very tenured or senior 

244
00:15:03,520 --> 00:15:06,520
members of their team. 
So skills are going to be very, 

245
00:15:06,520 --> 00:15:09,640
very, very important. 
Transferable skills as well as 

246
00:15:10,360 --> 00:15:12,560
skills that are acquired 
overtime. 

247
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I mean, these things are super 
important. 

248
00:15:15,680 --> 00:15:18,520
Continuous learning will need to
become essential. 

249
00:15:18,520 --> 00:15:22,280
If we know that 6 and 10 
employees will need this skill 

250
00:15:22,280 --> 00:15:26,560
based training in the next 
basically two years, then we 

251
00:15:26,560 --> 00:15:30,920
know that learning has to be a 
part of the framework and the 

252
00:15:30,920 --> 00:15:35,480
fabric of an organization. 
And by the way, hopefully this 

253
00:15:35,480 --> 00:15:40,440
goes without saying, skills are 
both are, are both technical and

254
00:15:40,440 --> 00:15:44,680
the power skills, as my friend 
Erin Deal likes to say. 

255
00:15:44,680 --> 00:15:48,480
And rather than soft skills and 
those skills, the technical and 

256
00:15:48,480 --> 00:15:52,240
the power are, are really 
important because when working 

257
00:15:52,240 --> 00:15:55,400
in tandem, you have some magic 
that's happening there. 

258
00:15:56,200 --> 00:15:59,360
And you know, when we think 
about how we make all of this 

259
00:15:59,760 --> 00:16:04,840
happen, we have to look at some 
learning platforms probably. 

260
00:16:04,840 --> 00:16:09,240
We need to think about how we 
teach adaptability and agility 

261
00:16:09,240 --> 00:16:15,400
so that people can kind of move 
and ebb and flow with the change

262
00:16:15,480 --> 00:16:21,000
in approach to skills and, and 
training and learning and things

263
00:16:21,000 --> 00:16:23,440
like that. 
And there will have to just 

264
00:16:23,440 --> 00:16:27,120
continue to be development of 
obtaining new skills, 

265
00:16:27,240 --> 00:16:30,760
transferring skills across 
departments, across careers. 

266
00:16:30,760 --> 00:16:34,280
Like things are not stagnant 
anymore. 

267
00:16:34,280 --> 00:16:37,960
They're not static either. 
You know, I would say 

268
00:16:37,960 --> 00:16:40,840
organizations require a lot of 
agility from people. 

269
00:16:41,160 --> 00:16:44,320
And I think the people who are 
able to be the most agile and 

270
00:16:44,320 --> 00:16:49,480
the most adaptable are the ones 
who tend to continue to kind of,

271
00:16:49,800 --> 00:16:54,480
you know, shed their skin and 
find new ways to remain really 

272
00:16:54,480 --> 00:16:58,400
important to organizations. 
So something we'll probably 

273
00:16:58,400 --> 00:17:02,320
continue to see. 
And the second to last trend 

274
00:17:02,320 --> 00:17:07,079
here is that businesses will 
hopefully focus on 

275
00:17:07,079 --> 00:17:10,200
sustainability and being eco 
conscious. 

276
00:17:11,200 --> 00:17:14,480
And so some emerging trends that
we see around or that we're 

277
00:17:14,480 --> 00:17:18,960
seeing around this are booms, a 
boom I should say, in green 

278
00:17:18,960 --> 00:17:23,800
jobs, a focus on the 
environmental elements and 

279
00:17:23,800 --> 00:17:30,000
stewardships of stewardship, 
excuse me, of these types of 

280
00:17:30,000 --> 00:17:33,560
jobs. 
And then very conscious best 

281
00:17:34,000 --> 00:17:35,960
best practices within 
businesses. 

282
00:17:37,120 --> 00:17:40,960
And I would imagine that remote 
work continues to emphasize this

283
00:17:40,960 --> 00:17:44,120
sustainability. 
I, I think many companies 

284
00:17:44,120 --> 00:17:48,200
continue to offer remote or 
hybrid work options for some of 

285
00:17:48,200 --> 00:17:49,800
these reasons, which is great to
see. 

286
00:17:50,120 --> 00:17:54,520
And you know, certainly from a 
human element of things, people 

287
00:17:54,520 --> 00:18:00,320
will have to continue to align 
their work with personal values.

288
00:18:00,320 --> 00:18:04,440
And we've talked about it before
that when people are working in 

289
00:18:04,440 --> 00:18:08,520
organizations where they feel 
alignment on their values, there

290
00:18:08,520 --> 00:18:16,640
is a huge awakening for a person
and a a sense of really like 

291
00:18:16,640 --> 00:18:20,360
belonging and, and community for
that person, because there's a 

292
00:18:20,360 --> 00:18:22,920
values alignment and a values 
match there, which will continue

293
00:18:22,920 --> 00:18:26,960
to be really important. 
Also, companies, especially 

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00:18:26,960 --> 00:18:30,600
those within these emerging 
trends, will and should create 

295
00:18:30,600 --> 00:18:33,480
purpose driven roles and build 
sustainable careers. 

296
00:18:33,880 --> 00:18:36,280
You know, the things are always 
changing. 

297
00:18:36,280 --> 00:18:40,840
I mean, even when we think about
10 years ago, like what the way 

298
00:18:40,840 --> 00:18:45,800
that social media wasn't 
necessarily like a business and 

299
00:18:45,800 --> 00:18:49,840
now you have like thousands, 
hundreds of thousands, maybe 

300
00:18:49,840 --> 00:18:52,720
millions of people who are 
content creators and 

301
00:18:52,720 --> 00:18:54,880
influencers. 
I mean, when we think about 

302
00:18:54,880 --> 00:18:59,280
sustainability, my question for 
them is how do you future proof 

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00:18:59,280 --> 00:19:03,600
your jobs? 
Because that job is a product of

304
00:19:03,880 --> 00:19:10,680
this massive progressive 
innovation that didn't exist 

305
00:19:10,680 --> 00:19:14,920
before, like content creation in
this way, like with social media

306
00:19:14,920 --> 00:19:17,840
and like buying and selling on 
an app. 

307
00:19:18,240 --> 00:19:21,600
These are all like super, super 
new innovations. 

308
00:19:21,600 --> 00:19:25,520
And while they probably are here
to stay at least for a 

309
00:19:25,520 --> 00:19:29,240
significant period of time, just
like anything else, there's the 

310
00:19:29,240 --> 00:19:31,760
potential for it not to be 
sustainable. 

311
00:19:32,240 --> 00:19:35,200
Like I always bring it back to 
Blockbuster. 

312
00:19:35,320 --> 00:19:39,840
Blockbuster probably thought 
that they had it made for 

313
00:19:39,840 --> 00:19:43,720
eternity. 
And then here comes Netflix 

314
00:19:43,720 --> 00:19:48,840
jumping on the scene, right? 
So how do these people in these 

315
00:19:49,240 --> 00:19:52,920
jobs, even for ourselves, we 
might not be content creators or

316
00:19:53,240 --> 00:19:58,240
you know, on social media and we
still have this call to action 

317
00:19:58,240 --> 00:20:01,400
to focus on the sustainability 
in our careers. 

318
00:20:01,680 --> 00:20:06,600
How do we future proof our our 
careers from emerging 

319
00:20:06,600 --> 00:20:09,680
technologies that could 
otherwise really challenge the 

320
00:20:09,680 --> 00:20:12,800
landscape for us? 
Now we talk about this a little 

321
00:20:12,800 --> 00:20:15,760
bit in AI. 
And I would imagine that with 

322
00:20:15,760 --> 00:20:19,440
the right responsibilities and 
regulations applied within 

323
00:20:19,440 --> 00:20:23,480
organizations that there won't 
be this replacement effect as 

324
00:20:23,480 --> 00:20:26,280
we've talked about before. 
But there's a really big 

325
00:20:26,280 --> 00:20:32,040
emphasis I think and and we'll 
see this I, I believe in 2025 on

326
00:20:32,040 --> 00:20:35,440
the sustainability. 
And I think one of the best 

327
00:20:35,440 --> 00:20:39,320
things that people can do is 
acquire transferable skills, 

328
00:20:39,720 --> 00:20:44,280
diversify themselves, do what 
you can to invest in yourself. 

329
00:20:44,280 --> 00:20:46,160
And you're learning and you're 
growing. 

330
00:20:46,600 --> 00:20:48,440
All of those things are 
investments. 

331
00:20:48,560 --> 00:20:53,120
Like you're never going to waste
time when you're focusing on 

332
00:20:53,240 --> 00:20:55,360
upskilling your own skills, 
right? 

333
00:20:55,360 --> 00:20:57,960
You're never going to waste your
time if you're finding ways to 

334
00:20:57,960 --> 00:21:00,720
invest in yourself. 
So do more of that. 

335
00:21:01,000 --> 00:21:07,200
And then the last, I think key 
trend for 2025 is on workplace 

336
00:21:07,200 --> 00:21:10,920
connection. 
And I talked about it in an 

337
00:21:10,920 --> 00:21:12,640
episode. 
I think that's coming out in 

338
00:21:12,640 --> 00:21:14,520
2025. 
I don't think it came out yet, 

339
00:21:15,040 --> 00:21:18,800
but yeah, I think it's coming 
out in toward the end of 

340
00:21:18,800 --> 00:21:20,800
January. 
But it's about connection and 

341
00:21:20,800 --> 00:21:24,520
connectivity at work. 
So you'll hear more about this 

342
00:21:24,520 --> 00:21:27,400
already in one of the first 
episodes of the new year from 

343
00:21:27,400 --> 00:21:29,960
me. 
So this is a last but not least 

344
00:21:29,960 --> 00:21:33,440
trend for 2025. 
Like this is going to continue 

345
00:21:33,440 --> 00:21:37,680
to be very, very important. 
You know, we'll continue to see 

346
00:21:37,680 --> 00:21:41,080
hybrid work evolve. 
We'll also continue to see 

347
00:21:41,080 --> 00:21:44,680
remote work evolve. 
People are not giving up on the 

348
00:21:44,680 --> 00:21:47,040
remote life. 
People are also not giving up on

349
00:21:47,040 --> 00:21:50,160
the hybrid life. 
I think that the hybrid work 

350
00:21:50,160 --> 00:21:54,040
methodology is probably what's 
going to end up being the 

351
00:21:54,040 --> 00:21:57,720
reigning champion for most 
companies because it kind of is 

352
00:21:58,320 --> 00:22:01,840
where this balance is struck 
between business needs and 

353
00:22:01,840 --> 00:22:05,840
employer employee demands. 
At the same time, I think remote

354
00:22:05,840 --> 00:22:08,280
work, I don't think they're 
going to be so far away from one

355
00:22:08,280 --> 00:22:09,720
another. 
I think hybrid and remote are 

356
00:22:09,720 --> 00:22:13,440
going to be like top 2 and then 
full in office is going to be 

357
00:22:13,920 --> 00:22:20,360
last in in the top three. 
I don't, I know very few people 

358
00:22:20,800 --> 00:22:22,960
who want to be in the office 
full time. 

359
00:22:23,440 --> 00:22:27,600
And I think that's for a very 
good reason because people want 

360
00:22:27,600 --> 00:22:31,480
flexibility and they want to 
have more time in their busy 

361
00:22:31,480 --> 00:22:35,480
weeks and remote, I mean, in 
person work, excuse me, doesn't 

362
00:22:35,480 --> 00:22:37,880
really offer that compared to 
remote or hybrid work. 

363
00:22:37,880 --> 00:22:40,160
So we'll continue to see more on
on that. 

364
00:22:41,120 --> 00:22:47,480
However, what we do plan to see,
and Megan mentioned this a 

365
00:22:47,480 --> 00:22:52,400
little bit last week also that 
people want and they do value 

366
00:22:52,400 --> 00:22:54,600
very deeply in person 
connection. 

367
00:22:54,920 --> 00:22:56,920
And we talked about this with 
regard to Gen. 

368
00:22:56,920 --> 00:23:00,480
Z last week, because it's kind 
of like you want to have the 

369
00:23:00,480 --> 00:23:03,960
remote work flexibility and you 
also want to have the 

370
00:23:03,960 --> 00:23:07,120
opportunity and the option of 
meeting in person. 

371
00:23:07,120 --> 00:23:09,160
And so we'll probably continue 
to see that. 

372
00:23:09,800 --> 00:23:13,680
And then, of course, because of 
these demands and the way that 

373
00:23:13,680 --> 00:23:18,400
connectivity and connection in 
general have changed and will 

374
00:23:18,400 --> 00:23:22,560
continue to evolve, we'll 
probably see new technologies 

375
00:23:22,560 --> 00:23:27,760
that are more immersive, excuse 
me, that drive this, you know, 

376
00:23:28,040 --> 00:23:32,440
very unique type of connection 
and hopefully foster more 

377
00:23:32,440 --> 00:23:35,120
collaboration as well. 
But it would be really 

378
00:23:35,120 --> 00:23:39,720
interesting to see what 
technologies come out of this 

379
00:23:40,120 --> 00:23:44,280
very significant demand and push
from both employees and 

380
00:23:44,280 --> 00:23:48,160
employers. 
Culturally speaking, we know 

381
00:23:48,160 --> 00:23:52,640
it's very difficult to build 
community across time zones and 

382
00:23:53,440 --> 00:23:57,800
geographies and countries. 
And so that will continue to be 

383
00:23:57,800 --> 00:24:03,640
a major topic in 2025 while also
maintaining a human connection 

384
00:24:03,640 --> 00:24:07,240
in this digital age. 
I think I might have mentioned 

385
00:24:07,240 --> 00:24:10,000
that this, it seems like the 
pendulum is swinging a little 

386
00:24:10,000 --> 00:24:12,160
bit. 
It was like fully swung into 

387
00:24:12,160 --> 00:24:16,480
being 100% or 100% digital and 
social in the last like 20 

388
00:24:16,480 --> 00:24:18,760
years. 
And now it's kind of like, well,

389
00:24:18,760 --> 00:24:22,040
maybe not even the last twenty, 
maybe in the last like 10 or 15.

390
00:24:22,360 --> 00:24:25,760
And then now it's kind of like, 
well, we want less of that 

391
00:24:25,840 --> 00:24:28,360
actually and we want a little 
bit more of that in person 

392
00:24:28,360 --> 00:24:29,800
connection. 
So it'll be interesting to see 

393
00:24:29,800 --> 00:24:33,160
that as well. 
And then of course, we hopefully

394
00:24:33,160 --> 00:24:39,600
this goes without saying, but 
all of this requires inclusive 

395
00:24:39,600 --> 00:24:43,640
environments and that the places
and the environments in which 

396
00:24:43,640 --> 00:24:49,120
people are working foster 
inclusivity and belonging and 

397
00:24:49,120 --> 00:24:53,000
diversity and equity because all
of those things matter. 

398
00:24:53,320 --> 00:24:58,120
And so with that, you know, the 
common thread here across all of

399
00:24:58,120 --> 00:25:01,360
these sources, which by the way,
all of these articles where I 

400
00:25:01,360 --> 00:25:07,360
kind of pulled these 2025 trends
from looking ahead, all of these

401
00:25:07,360 --> 00:25:10,920
links will be in the show notes.
But the common thread here, the 

402
00:25:10,920 --> 00:25:15,160
invisible string if you will, is
the need to balance both the 

403
00:25:15,160 --> 00:25:18,480
technological advancement with 
the human connection. 

404
00:25:18,840 --> 00:25:24,040
And I believe that successful 
organizations in 2025 will be 

405
00:25:24,040 --> 00:25:29,480
the the those who can leverage 
new technologies while 

406
00:25:29,480 --> 00:25:32,000
strengthening human 
relationships and personal 

407
00:25:32,000 --> 00:25:34,600
development. 
The companies that can do that 

408
00:25:34,760 --> 00:25:39,120
are going to be on top in 2025. 
So you heard it here first. 

409
00:25:39,360 --> 00:25:43,400
Those are my predictions, but 
also these are borrowed from 

410
00:25:43,680 --> 00:25:46,720
many articles, which again, will
be LinkedIn, the show notes. 

411
00:25:46,720 --> 00:25:50,080
So I think it probably won't 
even come as a surprise any of 

412
00:25:50,080 --> 00:25:53,560
these to you because they are, 
you know, already being talked 

413
00:25:53,560 --> 00:25:58,200
about. 
So with that said, I, again, I'm

414
00:25:58,200 --> 00:26:01,560
so grateful that you have been 
here for another year in its 

415
00:26:01,560 --> 00:26:03,320
entirety. 
I can't believe we're already at

416
00:26:03,320 --> 00:26:08,320
the end of 2024, but I wish you 
a very healthy, happy, quiet, 

417
00:26:08,400 --> 00:26:15,000
relaxing, successful, peaceful, 
and meaningful holiday season. 

418
00:26:15,000 --> 00:26:16,800
Like, how many more adjectives 
can I come up with? 

419
00:26:17,560 --> 00:26:20,360
But yes, please, I hope it's a 
wonderful holiday season for 

420
00:26:20,360 --> 00:26:23,280
everyone. 
I will of course still be 

421
00:26:23,280 --> 00:26:27,240
reachable on Instagram and 
LinkedIn and e-mail. 

422
00:26:27,240 --> 00:26:30,040
So if you want to continue to 
connect, please feel free. 

423
00:26:30,320 --> 00:26:35,560
Otherwise, I will see you 
January 7th, 2025 for the next 

424
00:26:35,560 --> 00:26:38,080
episode. 
And in the meantime, catch up on

425
00:26:38,080 --> 00:26:39,600
some episodes you haven't 
listened to. 

426
00:26:39,600 --> 00:26:44,120
Share this podcast with a 
friend, rate 5 stars if you feel

427
00:26:44,120 --> 00:26:46,640
so inclined, leave a review, 
whatever you can do. 

428
00:26:46,640 --> 00:26:51,560
I really appreciate it because 
your dedication to listening to 

429
00:26:51,560 --> 00:26:55,560
these episodes really matters a 
lot to me and I deeply, deeply 

430
00:26:55,720 --> 00:26:58,000
appreciate it. 
So without that, without further

431
00:26:58,000 --> 00:27:02,160
ado, without taking you on a 
longer journey than I've already

432
00:27:02,160 --> 00:27:07,160
taken you on, I bid you adieu. 
2024 Thank you for everything 

433
00:27:07,600 --> 00:27:10,040
and I will see you in the new 
year. 

434
00:27:10,440 --> 00:27:12,200
Thanks everyone. 
Bye. 

435
00:27:12,520 --> 00:27:14,560
Hey. 
Just before you go, don't forget

436
00:27:14,560 --> 00:27:17,600
to subscribe to the show so that
you are the 1st to hear when an 

437
00:27:17,600 --> 00:27:21,240
episode drops each week and 
maybe leave a five star review 

438
00:27:21,240 --> 00:27:23,360
and a comment about how much you
loved this episode. 

439
00:27:23,560 --> 00:27:25,320
Plus. 
If you have someone in mind who 

440
00:27:25,320 --> 00:27:27,480
would really enjoy this episode.
Make sure you share it with. 

441
00:27:27,480 --> 00:27:30,400
Them thank you so much for 
tuning in and I'll see you next 

442
00:27:30,400 --> 00:27:30,600
week.