The top 2025 career & leadership trends — and how to stay ahead
February marks the REAL start of the year for many leaders, making it the perfect time to explore the key career and leadership trends defining 2025.
Because here’s the thing: The pace of change isn’t slowing down. We’re experiencing major global shifts — economically, politically and socially — which are reshaping the workplace in real time.
So, let me ask you: Are you ready for what’s coming?
In my recent conversations with senior leaders and executives, one challenge keeps surfacing…
Many have been so focused on leading their teams and delivering results that they haven’t had time to think about their own career direction. One leader shared they’ve spent YEARS in reactive mode — without intentionally planning where they want to go next. Now, they’re at a point where they know it’s time for a change, but they’re unsure what that looks like.
Another executive put it perfectly when they said, “I’ve spent years setting career goals and developing plans for my team, but I’ve never actually done it for myself.”
And this is something I see all the time. As an ambitious leader, it’s easy to focus on external priorities — like leading your team or driving business outcomes — while putting your own career on autopilot. But with so much change happening, taking ownership of your career and leadership development is more critical than ever.
Read on to learn the top 4 career and leadership trends for 2025 — and how YOU can stay ahead. Whether you’re an individual looking to future-proof your career or leader in an organisation wanting to build a high-performing team, I’ve got actionable insights to help you navigate these shifts!
TREND #1 — THE GROWING AI ADOPTION
Change isn’t coming — it’s already here and happening faster than ever. Companies are rapidly adopting AI and automation to boost efficiency and reduce costs. But here’s the even bigger challenge: the skills needed for success today look very different from even 5 years ago.
Our education and workforce systems were built for the industrial age. These outdated structures are crumbling and no longer serve the digital era. By the time my 7-year-old nephew enters the workforce, the jobs available will be unrecognisable, making many of the skills kids are learning today obsolete.
Outside of tech, LinkedIn’s latest Top Jobs on the Rise list includes roles in hospitality, customer service, and travel. So even though my husband recently had his dumplings delivered by a robot (true story!), demand for in-person, human-centric roles remains strong! While digital literacy is important, the greater need is for the critical human skills AI can’t yet replicate — like emotional intelligence, creativity and complex problem-solving.
For individual leaders, long-term career success depends on adaptability. Those who continuously learn, upskill and reskill will thrive. Ask yourself: What do I need to stay relevant in 2025?
With technology reshaping jobs at a rapid pace, companies must prioritise succession planning and talent mapping over short-term hiring. Rather than just filling jobs now, it’s about identifying high-potential employees and developing them for future leadership.
As a leader, start career development conversations NOW and create internal career pathways — before your high-performers walk out the door.
When you embrace change and leverage human skills, you will remain competitive and lead a future-ready team in the age of AI!
TREND #2 — FROM RECRUITMENT TO RETENTION
With unemployment rates at historic lows (around 4% in Australia as of December), competition for top talent remains fierce. One growing trend I’ve noticed — and have advocated for YEARS — is the shift in focus from recruitment to retention.
Instead of constantly searching for external candidates, the smartest organisations are focusing on developing and retaining their top performers.
For individual leaders, this means your employer may support you in upskilling, redesigning your role — or even exploring new career pathways internally.
Many leaders I work with feel stuck in their current position and assume there’s no room for growth. So, they start looking externally — without ever discussing their aspirations with their employer! If you’re considering your next career move, don’t overlook opportunities within your existing organisation.
From an organisational perspective, companies that fail to prioritise career development, mentorship and internal mobility risk losing their best people.
Teams are already stretched thin from the rapid pace of change in recent years. Staff shortages have left them under-resourced, leading to increased workloads. Losing top talent not only impacts performance — it increases the risk of further attrition.
As a leader, regular career development conversations with your team are essential to prevent unnecessary turnover. And when it comes to your career, don’t forget to take charge of your own development too.
Ask yourself: What are the gaps between where I am now — and where I want to go next? Identify ways to close them, schedule a conversation with your manager and create a development plan together.
When you drive your own development and invest in your people, you will future-proof your career and team!
TREND #3 — BALANCING REMOTE & IN PERSON WORK
The remote work debate is back in the spotlight with Trump ordering all government employees to return to the office. While the impact on corporate America remains to be seen, in Australia, the conversation is shifting.
Flexibility is no longer a ‘nice to have’ — it’s an expectation. The era of Elon Musk-style demands for long, intense hours is over and new employment laws are reinforcing the right to flexible work. The discussion has moved from whether flexible work is possible to how to balance flexibility with in-person collaboration.
As AI automates more tasks, human connection is becoming even more crucial — especially in roles which rely on in person relationships with clients and key stakeholders. Remote work also reduces opportunities for on the job learning, feedback and building your network — which can limit career progression.
For individual leaders, taking ownership of your career development and personal brand is vital. If you work remotely more often, be intentional about networking, strengthening relationships with senior leaders and securing high-visibility projects.
From a company standpoint, employees expect more choice about how, when and from where they work. Generic office mandates — such as requiring staff in the office 2 days a week or on set days — don’t suit everyone. Some value the social aspect of the office or want to avoid distractions at home, while others prefer working remotely more often.
Organisations that lean too heavily on rigid return to office policies office will struggle to retain talent. Instead, a trust-based approach — where employees have autonomy over their schedules while being encouraged to engage in-person — will be far more effective.
As a leader, consider the nature of your work, client needs and business model. But where possible, move away from a one-size-fits-all approach to giving your team more autonomy, while still fostering meaningful connection.
Because when you strike the right balance between flexibility and connection, you accelerate your career and build a more engaged, high-performing team.
TREND #4 — BECOME A KEY PERSON OF INFLUENCE
Your personal brand will be as important as your resume in 2025. In a recent The Diary of a CEO podcast episode, guest Daniel Priestly discussed the concept of being a key person of influence — and I LOVED it!
As he shared, we’re seeing a major shift from corporate-driven brands to individual leaders being recognised for their expertise and thought leadership. Whether you’re an entrepreneur, executive or emerging leader, your reputation and visibility will be critical to attracting new opportunities.
Gone are the days when climbing the career ladder depended solely on internal promotions. Today, both internal and external opportunities come to those who are visible. Whether it’s through LinkedIn, speaking engagements or industry events, positioning yourself as a trusted expert is pivotal to career growth.
As an individual leader, start sharing your insights, lessons and expertise — online, in internal committees or at company events. Not sure where to begin? Engage with content in your field before creating your own.
For organisations, employees with strong personal brands bring credibility and visibility to their companies. Forward-thinking employers embrace thought leadership rather than fearing it as a retention risk. As a leader, support your team in becoming industry voices — it enhances engagement, boost company credibility and strengthens talent attraction.
When you become a key person of influence, you will unlock new career opportunities, elevate your team and enhance your organisation’s credibility.
So there you have it. The top 4 career and leadership trends shaping 2025. No matter where you are in your career, these insights will help you stay ahead, lead with confidence and seize new opportunities this year!
Are you a leader looking for expert support to navigate these changes in 2025?
Check out the Ignite Your Career program for high-achievers who want to future-proof their careers with clarity, confidence and a strategic plan.
Book your free Career Clarity Call HERE to get started!
Stacey Back is a career planning specialist, certified career coach + speaker. She helps high-achievers at a career crossroads find the work that lights them up, increase their income, impact and create a career + life on their terms. Stacey works virtually with individuals and organisations based across the globe.