Ryan Consulting, LLC

Major area cut is middle management & the impact will be felt by all as those left have increased their direct reports "anywhere from 20% to 40% since the end of the pandemic" & the result will be simply to stay afloat. Teams need people & connections. https://zurl.co/LSO38

The 2026 Trends Playbook: L&D Strategies for Thriving in the Flow of Work I’ve been thinking about what the next few years mean for those of us in learning and development — especially for the support we provide to the operational workers who keep organizations moving every single day. The way we support people in the flow of work will look very different. And that’s a good thing. Here are 7 trends I believe will have the biggest impact. 1. AI-Driven Augmentation AI is no longer just a back-office tool. It’s becoming a performance partner. Imagine a worker receiving real-time coaching prompts or decision support right inside their workflow. Our role in L&D is to help people build confidence in collaborating with AI, not fearing it. 2. Leadership Development at All Levels Frontline supervisors, peer influencers, and even individual contributors are making decisions that shape safety, quality, and customer experience. We need to equip them with empathy, coaching skills, and adaptive communication so leadership becomes a shared responsibility. 3. Managing Skills Debt Time pressures mean workers often sprint through tasks without reflection, leaving gaps in capability. This “skills debt” compounds quickly. Embedding bite-sized learning moments connected to assessments centered on proficiency directly into workflows is how we prevent those gaps from widening. 4. Data-Driven Learning Impact Budgets are tight, and leaders want proof that learning drives results. AI driven analytics dashboards will become our new scorecards. 5. Microlearning in the Flow of Work Operational workers need quick, role-specific resources that personalize content to each worker’s context. I also expect more user-generated content. 6. Mentoring Ecosystems Formal training is shrinking but mentoring and peer learning are expanding. Digital platforms now make it possible to scale mentoring across teams, pairing workers with experienced peers for real-time guidance. 7. Resilience-Focused Training Technical skills matter, but resilience, adaptability, and emotional intelligence are what sustain performance in volatile environments. 🚀 Action Steps --> Audit where skills debt is building in your teams. --> Embed AI literacy and micro-coaching tools into daily systems. --> Develop frontline leaders with human-centric skills. --> Build mentoring networks that scale peer learning. --> Measure learning impact with operational KPIs, not just completion rates. I’d love to hear your perspective: Which of these trends feels most urgent in your organization? Where do you see the biggest opportunities to support workers in the flow of work? Drop your thoughts in the comments — and if you’re looking for help designing strategies around these trends, I’d be glad to explore how we can work together. #LearningAndDevelopment #FutureOfWork #LeadershipDevelopment #AIInWorkplace #Trends2026

The moment I asked what we could stop doing, the room went silent—and that silence spoke volumes. True power is when we can let things go. In this post I share 4 steps to create space for growth & allow people to succeed - subscribe & share! https://zurl.co/WFYCM

Coaching isn’t about having the answers—it’s about asking the right questions. My new eBook on the GROW Framework helps leaders guide with clarity, not control. Download your free copy: https://zurl.co/bVWmo & ask about 4-hour workshop! #Leadership #CoachingCulture

Rethinking the “First 100 Days” for New Leaders I recently listened to the story of a leader who arrived with great fanfare, eager to prove themselves by chasing “low-hanging fruit.” The intent was to show quick wins, but the result was unintended: several clients left. That moment made me pause. Have we, as organizations, created this problem ourselves? We’ve built an imaginary “100 days of grace” for new leaders—a window where we expect them to learn the organizational structure, strategic objectives, and key connections. Yet when you ask seasoned performers how long it truly takes to feel grounded in a role, most will say 12–18 months. So why do we impose this artificial limit? It’s time to move beyond onboarding and embrace placement. Placement means expanding networks, building relationships, and creating coaching opportunities that blend culture, objectives, and strategic plans. Successful leaders don’t change things just for the sake of change—they seek to understand practices, processes, and people already in place, then build on that foundation while creating space for thoughtful improvements. Action Steps for Organizations --> Shift the mindset: Replace the “100-day clock” with a longer horizon of 12–18 months. --> Invest in relationships: Encourage leaders to spend time listening, observing, and connecting before acting. --> Create coaching networks: Pair new leaders with mentors who can help them navigate culture and strategy. --> Value insights over speed: Celebrate thoughtful observations and shared learning, not just quick wins. When we reframe expectations, we empower leaders to succeed sustainably—not just symbolically. How has your organization supported new leaders beyond the first 100 days? What practices have helped leaders thrive in the long run? Share your insights—I’m always eager to learn from real-world experiences. And if you’re looking to design frameworks that help leaders transition with clarity and confidence, I can help. #LeadershipDevelopment #Onboarding #OrganizationalCulture #StrategicLeadership

End of year idea I wasn't in favor of focused on handwriting appreciation notes to members of the team & I dreaded it. That all changed when I was on a field visit & saw my notes on cubicle walls - I started carrying cards daily. Invest in your people. https://zurl.co/qgHbw

End of year for many brings performance reviews & the dreaded conversation yet the key is to connect & communicate more thru the year (no surprises for anyone now!) & to use feedback as a strategic developmental tool, focus on helping them succeed. https://zurl.co/B3o9h

Let's be clear, speed without a plan is just busyness & that's not a long-term success strategy. Describe what success looks like, define how it will be measured, & then align people & processes to the purpose to drive performance. Need help? Let's talk. https://zurl.co/Q05ig

Your Next Big Initiative? Don’t. As we look toward the new year, I have a proposal for leadership teams gathering in conference rooms, whiteboarding the next “transformational initiative”: stop. I say that with care and conviction. I know the intent is to lead boldly, but too often these efforts add layers of complexity, siphon resources from innovation, and drain the energy of the very people you need to succeed. Instead of launching something new, what if we made space to honor what’s already working? Let’s use the coming year to review existing practices—identify those that are thriving, those that need refinement, and those that have run their course. Let’s measure success not by the volume of new initiatives, but by engagement, retention, and the KPIs already in place. Action Steps for Leadership Teams 🔍 Audit what exists: Ask teams to evaluate current processes—what’s effective, what’s outdated, what’s duplicative. 🔄 Modify with intention: Encourage thoughtful adjustments that align with strategy and reduce friction. 🧭 Build internal agility: Empower teams to create models that respond to change locally, without disrupting the entire organization. 🛠️ Reward steady impact: Recognize those who reduce “firefights” and strengthen the business through integrated, strategic adjustments. This isn’t about resisting change—it’s about making change sustainable. Let’s stop chasing transformation for transformation’s sake and start cultivating resilience, clarity, and trust. How is your team approaching the new year? What practices have helped you strengthen performance without burning out your people? If you’re looking to design frameworks that support strategic clarity and team-led innovation, let’s talk. #LeadershipStrategy #OrganizationalResilience #ChangeManagement #TeamEngagement

From IBM, a report on 5 #Trends2026 they're looking at. One, "Uncertainty will be your greatest asset" reminds me of being told to embrace ambiguity & I'll still focus on planning as a strategic tool & looking at shorter sprints to learn & grow. https://zurl.co/F5KOm