Workforce Insights from the Future: What 2026 Leaders Can Expect

It may seem early to talk about 2026 but the strongest signals shaping the future of work are already visible. From global skill disruption to changing workforce expectations, organizations that wait until 2026 to adapt will be too late. At C-Suite Coach, we see our role as translating those signals into clear, actionable strategies, and the time to prepare is now, while there is still a full runway to build the workforce capabilities leaders will need tomorrow.

Here are three key trends, supported by leading research, with practical steps you can act on today.

Your talent strategy timeline: Prepare in 2025 so you can thrive in the execution year of 2026.

Trend 1: Role Disruption and the Acceleration of Skill Churn

According to the World Economic Forum’s Future of Jobs Report 2025, technological and macroeconomic shifts could eliminate approximately 92 million jobs globally, even as they generate around 170 million new ones by 2030. This represents a historic level of role churn and reallocation of talent across industries. The same report finds that nearly 39% of core skills in organizations will change in the next five years; this means that what is considered a critical competency today may become irrelevant in the near future. McKinsey also reinforces this trend, highlighting that by 2030, “roughly 10 percent of the American workforce may need to switch occupations,” a sharp rise compared to pre-pandemic forecasts.

How to prepare: Forward-thinking companies are beginning skills forecasting workshops this year to identify the roles most at risk. Rather than waiting for 2026, L&D leaders should pilot reskilling training in vulnerable areas such as administrative, operational, or support functions. Building agility into your learning culture today will reduce the scramble to reskill at scale later.

The scale of change is historic: 39% of skills will change by 2030. The net result? $170M in new jobs vs. $92M displaced. Talent development is the growth strategy.

Trend 2: The Workforce Mindset is Shifting to Purpose, Learning, and Agency

In Deloitte’s 2025 Global Human Capital Trends, learning and development is identified as the talent process most urgently in need of reinvention in the age of AI disruption. Employees are moving away from repetitive, generic training; they value ongoing, tailored development that reflects their goals and connects to meaningful impact. At the same time, the 2025 Deloitte Gen Z and Millennial Survey reports that 74% of Gen Z and 77% of millennials believe generative AI will significantly affect their work within the next year. These generations now make up nearly half of the global workforce, and their top reasons for joining or staying with an employer include the ability to learn and develop. Employers who cannot meet their expectations for growth and purpose will risk retention challenges.

How to prepare: Instead of waiting for engagement scores to dip, organizations should start redesigning talent development to emphasize learning agility and values alignment now. Managers should be trained as coaches who enable employees to connect daily tasks with broader organizational purposes.

Trend 3: Talent Models are Shifting from Jobs to Skills and Human-AI Collaboration

The traditional model of fixed job descriptions is being replaced by skills-based operating models that match talent to evolving business needs. Deloitte emphasizes that this shift will define how organizations attract and retain talent in the coming decade. Furthermore, McKinsey’s analysis of the agentic workplace argues that the future is one where humans and AI agents work side by side, requiring new forms of coordination and leadership. Early research suggests that blended workflows, where humans and AI each play to their strengths, are reshaping productivity and redefining how L&D prepares employees for evolving roles. 

How to prepare: L&D leaders can start with low-risk experiments by encouraging teams to co-design workflows that combine human expertise with AI augmentation. Training programs should move beyond “AI awareness” and equip employees with practical skills to work alongside digital agents.  In addition, companies can also experiment with skills-based job descriptions in one department this year, creating a model that can scale. By 2026, organizations that have already piloted these models will be positioned far ahead of peers.

2025 is your runway. Don't wait until the future of work arrives to start preparing—waiting until 2026 is like studying for the exam after the test has begun. The time for strategic action is now.

From Insights to Strategy: Preparing Now for 2026

These insights are not speculation, they are backed by global data and are already visible in leading organizations. The question is not whether these trends will arrive but whether companies will be prepared when they do. At C-Suite Coach, we recommend treating 2025 as the final runway year, the last full year to prepare before these shifts accelerate. Building readiness for 2026 requires deliberate planning, early experimentation, and strong leadership support; companies that wait until 2026 to (re)act are essentially studying for the exam after the test has already begun. That’s why we partner with organizations to turn foresight into action.

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C-Suite Coach is the preferred strategic partner in talent development and business solutions. We are dedicated to helping your organization build a trusted workplace while cultivating a thriving culture. Submit a consultation request here to learn more about our services.