Evolving Career Pathways

India’s green economy is growing fast but LinkedIn data suggests green talent is growing even faster. The LinkedIn Hiring Rate (LHR) for green talent — defined as professionals with green skills, green job titles, or both — is now 59.7% higher than for the overall workforce. This means green-skilled professionals are significantly more likely to be hired than their peers, underscoring the growing demand for sustainability-focused roles. “The prioritisation of green talent by Indian companies is being fuelled by an interplay of policy reforms, rising consumer consciousness, and the need for deep business transformation,” says Neelima Burra, Chief Strategy, Transformation, and Marketing Officer at Luminous Power Technologies. “Government initiatives like the PM Suryaghar Yojna, National Solar Mission, and Smart City Mission, combined with the growing mandate for ESG reporting — are also pushing companies to recruit sustainability experts, carbon auditors, and ESG strategists to meet regulatory and investor expectations,” she adds further. Operational efficiency has emerged as the top skill across the top five industries increasingly hiring for green skills, as per LinkedIn data. In contrast, precision agriculture skills lead in farming, ranching, and forestry — highlighting how sector-specific green skills are evolving. “Operational efficiency offers the fastest route to tangible returns. It moves the conversation beyond regulatory compliance to net profitability, ensuring we can do more with less energy and fewer materials,” says Venu Nuguri Managing Director and CEO at Hitachi Energy. This surge in demand aligns with broader economic trends. Green jobs in India have grown over 10 times in the past five years, with Gen Z accounting for 63% of applicants, reports The Economic Times, citing a report by WeNaturalists. The projections are equally ambitious. India’s green economy will generate 7.29 million jobs by FY28 and 35 million by 2047, as the sector scales toward a $1 trillion valuation by 2030 and $15 trillion by 2070, suggests another report by The Economic Times, citing a report by NLB Services. The message is clear: green skills aren’t just good for the planet — they’re becoming essential for employability. As India accelerates its climate and economic goals, the workforce is already adapting. The question now is whether education, training, and policy can keep pace. Read the full report here: https://lnkd.in/g873CzHT #COP30 #GreenerTogether Source: The Economic Times: https://lnkd.in/d-3bShQP  The Economic Times: https://lnkd.in/dSUMFS58 

It's a good time to go green. Globally, the hiring rate for those with previous sustainability-related job titles or skills is 46.6% higher than the hiring rate for the workforce overall, according to new data from LinkedIn's Economic Graph. This means green talent is far more likely to secure a job these days, and honing specific skills could be a competitive advantage for job seekers. That includes responsible sourcing, resource efficiency, corporate sustainability and energy management, which is the fastest-growing green skill worldwide. In the U.S., strategic program planning is the fastest-growing green skill. What's more? These skills are helpful to professionals who aren't even in traditionally green roles. For the first time, the strongest growth in green hiring is occurring in roles that previously required no green expertise, suggesting these skills are becoming mainstream. What's your best advice for workers looking to grow their green skills — and leverage them on the job hunt? Weigh in below. And see more LinkedIn data on this topic here: https://lnkd.in/g873CzHT.

𝗧𝗵𝗲 𝗛𝗥𝗕𝗣 𝗠𝗼𝗱𝗲𝗹 𝗜𝘀 𝗗𝗲𝗮𝗱. 𝗛𝗲𝗿𝗲’𝘀 𝗪𝗵𝗮𝘁 𝗥𝗲𝗽𝗹𝗮𝗰𝗲𝘀 𝗜𝘁 Almost 8 years ago, I sat across the table from a senior leader of a global firm, interviewing for the Head of HR role. The discussion veered toward the future of HR.  I laid out my vision: 𝗞𝗶𝗹𝗹 𝘁𝗵𝗲 𝘁𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 #HRBP 𝗺𝗼𝗱𝗲𝗹.  It had become a process-heavy, compliance-first function, losing sight of what truly matters - #people and #business impact.  Instead, I proposed a radically different approach: Hire a Data Scientist, a Design Thinker, and a Product Leader.  A HR function built around three pillars most HR departments had never considered: 1. #DataScience: To uncover the hidden patterns of organizational behaviour 2. #Design: To craft meaningful employee experiences at every touchpoint 3. #Product Leadership: To scale these experiences through innovative solutions The interview ended cordially. The offer never came. 😀 Then I joined Fractal.  A year in, I reimagined HR, not in theory, but in action. We built four core teams to redefine HR's role as a true business driver: 1. 𝗣𝗲𝗼𝗽𝗹𝗲 𝗔𝗱𝘃𝗶𝘀𝗼𝗿𝘆 F͟o͟c͟u͟s͟: Building exceptional managers and leaders M͟i͟s͟s͟i͟o͟n͟: Identify improvement areas, implement targeted interventions, and serve as culture evangelists G͟o͟a͟l͟: Create and retain great leaders who drive organizational success 2. 𝗣𝗲𝗼𝗽𝗹𝗲 𝗚𝗿𝗼𝘄𝘁𝗵 F͟o͟c͟u͟s͟: Organizational performance excellence M͟i͟s͟s͟i͟o͟n͟: Design systems that elevate both individual brilliance and collective excellence G͟o͟a͟l͟: Make performance management effortless and impactful 3. 𝗣𝗲𝗼𝗽𝗹𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 F͟o͟c͟u͟s͟: Human-centered design M͟i͟s͟s͟i͟o͟n͟: Apply the EACH model (Employees as Clients and Human beings) G͟o͟a͟l͟: Deliver consumer-grade experiences throughout the employee lifecycle 4. 𝗣𝗲𝗼𝗽𝗹𝗲 𝗢𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝘀 F͟o͟c͟u͟s͟: Technology enablement and data insights M͟i͟s͟s͟i͟o͟n͟: Build CMMi level 5 processes to manage employee data and lifecycle events G͟o͟a͟l͟: Ensure smooth global operations that scale with growth 𝗧𝗵𝗲 𝗹𝗲𝘀𝘀𝗼𝗻: #HR 𝗶𝘀𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗮𝗯𝗼𝘂𝘁 𝗽𝗼𝗹𝗶𝗰𝗶𝗲𝘀, 𝗽𝗿𝗼𝗰𝗲𝘀𝘀𝗲𝘀, 𝗮𝗻𝗱 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲. 𝗜𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗱𝗲𝘀𝗶𝗴𝗻𝗶𝗻𝗴 𝗮 𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻 𝘁𝗵𝗮𝘁 𝘂𝗻𝗹𝗼𝗰𝗸𝘀 𝗽𝗲𝗼𝗽𝗹𝗲 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹, 𝘀𝗰𝗮𝗹𝗲𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽, 𝗮𝗻𝗱 𝗱𝗿𝗶𝘃𝗲𝘀 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀. 𝗧𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝗛𝗥 𝗶𝘀𝗻’𝘁 𝗰𝗼𝗺𝗶𝗻𝗴. 𝗜𝘁’𝘀 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗵𝗲𝗿𝗲. What outdated models are you still clinging to in your organization? And what might be possible if you had the courage to reimagine them entirely? #HRTransformation #FutureOfWork #EmployeeExperience #OrganizationalDesign #DataDrivenHR #HRReimagined #PeopleFirst #HRInnovation

The Class of 2025 faces unprecedented challenges—but your greatest asset isn't just your degree, it's your capacity for transformation. Research consistently shows that sustainable career success emerges from internal motivation: ↳ 68% higher employment satisfaction when work aligns with personal values, according to Workforce Analytics ↳ 2.9x greater career resilience when skills development is self-directed, according to Harvard Business Review ↳ 81% improved interview performance when candidates articulate authentic purpose, according to PSYCHOMETRIC RECRUITMENT LIMITED To activate your career transformation engine, master these five essential components: 🔹 Design your "Skills Acceleration System": Map your learning against emerging industry needs. Graduates who dedicate 5 hours weekly to strategic upskilling secure roles 40% faster (LinkedIn Workforce Report). 🔹 Craft your "Rejection Resilience Protocol": Convert interview feedback into growth opportunities. Candidates who implement structured feedback review processes receive 3x more follow-up interviews. 🔹 Develop your "Network Cultivation Rhythm": Create systematic touchpoints with industry connections. Professionals with consistent relationship-building practices receive 57% more unsolicited opportunities. 🔹 Create your "Opportunity Visibility Framework": Establish daily practices that position you where serendipity happens. Graduates in 3+ industry communities encounter 4x more "hidden market" roles. 🔹 Formulate your "Professional Identity Narrative": Craft and practice your unique value proposition until it becomes second nature. Candidates with coherent personal narratives advance 2.5x faster in early career stages. That's how you become career-resilient in a competitive landscape—by systematically building the professional identity that creates opportunities where others see only obstacles. What's one step from this framework that sparks your curiosity? Share below. Coaching can help; let’s chat. Joshua Miller #Classof2025 #CareerAdvice #Executivecoaching

"The current approach to the employee experience simply doesn’t work." Employee experience often gets treated as a comp exercise, fixes to onboarding, maybe a revised perf process -- often built "one size fits all." Companies invest heavily in customer experience. Research, data science, human-centered design and product management creates massive results through personalization, loyalty and deep understanding of emotional drivers. What if we applied a lot of the same tools to employee experience? What if we thought of employee experience through the lens of product management? Great #EX boosts retention and drives great #CX. Visibly in retail: Trader Joe's and Costco have excellent EX, strong financials and very loyal customers. This movement is growing. It will get larger because the demographics of labor are changing: slow growth, more diversity, tradeoffs well beyond comp and benes. Here's some faves, 🔗 in comments: follow them all if you don't already! ⭐ Samantha Gadd and Kalyn (KP) Ponti have been leading with their EX Manifesto and focus on human-centered design. How to work directly with employees to understand needs, and build together. Which leads to... ⭐ The top quote from "Reimagining Work as a #Product" by Dart Lindsley & Eric Anicich brings product design thinking to life with stories from Eli Lilly, Shopify and Dropbox where the Melanie / Alastair / Allison trifecta are re-imagining #EX. They share a framework that breaks down a job into tasks, understanding what's rewarding vs drudgery. Work that ... ⭐ Debbie Lovich & Rosie Sargeant quantified: increasing joy boosts retention by almost 2X, and that you can't make assumptions about what brings someone joy: a break where you write notes might be joyful. Debbie and I just talked about how Clay Christensen's "Jobs to Be Done" (JTBD) framework applies to employees. Why the job someone takes often has less to do with comp and title than a broader set of tradeoffs. "JTBD" shows in Dart & Eric's work, and is central to... ⭐  Ethan Bernstein, Michael Horn & Bob Moesta's "What Companies Get Wrong About Employee Experience" which breaks down four typical quests of people taking on a new role -- what are they "hiring" that role to do? Understanding the emotional context of leaving or taking a new job and the desires and tradeoffs of individuals boosts outcomes -- especially retention. Emotional context also shows up in #AI adoption... ⭐ Christina Janzer & Lucas Puente's work on AI personas, which I recently shared -- how might those personas overlap with someone's "JTBD" of their role? ⭐ Rodney Evans knows this is a major transformation, and one group who needs help changing how they work is #HR. Rodney and team do work with people who want to do the work... Which leads to one last quote: ⭐ "Let the work do the work" Iain Roberts, taking a design-centered approach to improving EX by working on it directly with the team. Who am I missing? #FutureOfWork #retention

After 15 years working in careers and 8 years as a Career Coach, here’s my advice to anyone wanting to change career: ➡️ If you’re not happy in your current job, don’t pretend you are ➡️ If you don’t know why you’re unhappy, spend some time working this out ➡️ If you ever get glimmers of motivation and inspiration at work, take note, because they’re the things that light you up and you need to do more of them ➡️ Not everyone needs a complete career change. Sometimes you just need to fall back in love with what you’re doing and refocus ➡️ If you’re completely stuck and clueless about what you want to do, experience new things - eg voluntary work, courses, work shadowing, volunteer for projects at work ➡️ If you’re not sure what your strengths are, ask your friends, family and work colleagues. They often see things you just can’t ➡️ If you are ready for a full change, look before you leap! Take time to research and consider your options before making a move ➡️ Most of us know, deep down what we want to do but are too afraid to say it out loud. Don’t do that! Let it out and explore it! ➡️ And finally, if you think you’re too old to make a change, think again! It’s not over ‘til it’s over! What else would you add for someone wanting to make a change in their career?

LinkedIn's #GreenSkills report shows surging demand for green talent. Yet experienced sustainability professionals I know, can't find work. The disconnect? It's not about skills. It's about systems. Three reasons LinkedIn data misses this gap: 1. Hiring systems haven't evolved. Companies want "green talent" but recruit through industrial-age filters. They ask for credentials that don't exist yet. Scope that doesn't match reality. Linear experience in non-linear roles. The result is that qualified people are stuck outside locked gates. 2. Green roles sit in the wrong place. Most sustainability positions hover at the organisational periphery; advisory rather than authoritative. But real transformation needs these roles at the decision making core. This sees inexperienced internal hires being moved incrementally, rather than outside experience brought in for strategic senior roles. 3. We're misreading the market. "Demand" isn't just open positions. "Supply" isn't just available people. The real gaps exist where job titles don't map to systems-level work. Companies seek green "generalists" when they need systems architects. Accountability structures neutralise green roles before they start. We need to stop adding green people to beige systems. Start redesigning systems for the green economy. The talent is ready. The systems aren't.

One of the key takeaways from last month's IIA conference was the future evolution of internal auditors into strategic advisors. With evolving stakeholder expectations and new risks on the horizon, the agility and adaptability of internal audit are more important than ever. But how do we get there? According to a report by The Institute of Internal Auditors Inc., one critical step is embracing a growth mindset. This brings to mind several key areas: 1️⃣ Embracing challenges and persevering in the face of setbacks:  By closely observing and understanding rapidly changing trends, we can anticipate and address challenges that may disrupt our business. This insight allows us to develop effective strategies to protect our businesses from such uncertainties. We can enhance the operational resilience of our organisation by providing independent advice on robust crisis management and business continuity planning. 2️⃣ Learning from criticism:  Asking for regular feedback from all our stakeholders is invaluable for continuous improvement. It should be seen as a tool for growth rather than a personal attack. Embracing this dynamic approach fundamentally transforms our role as advisors, moving beyond the outdated perception of auditors merely as watchdogs. 3️⃣ Drawing inspiration from successful audit practices:  As internal auditors, we can learn from the successes of our peers and benchmark ourselves against industry best practice. Studying successful audit functions, following successful audit leaders on LinkedIn and their innovative approaches can inspire us to adopt new methodologies and improve our own practices. This perspective encourages continuous improvement and helps us stay at the forefront of our field. 4️⃣ Effort as a path to audit excellence:  Operational excellence in internal audit is achieved through diligent effort and continuous upskilling. By consistently investing in our professional growth, whether through certifications, training, research, reading, or learning new technologies, we strengthen our ability to deliver high quality, value-added audits. This commitment to excellence is essential to maintaining the trust of our stakeholders. By providing strategic, independent and objective assurance, we're not just adding value - we're innovating decision making and safeguarding stakeholder interests. I'm really excited about the future and how, together, we can help our internal audit community thrive in this ever-changing world. If you haven't already, I encourage you to read the Vision 2030 report: https://ia-vision2035.org/   #InternalAuditing #FutureOfWork #IIAIC

Today I have been asking myself the question: What if we're solving the wrong problem - chasing AI disruption while the real opportunity for human flourishing lies in the green economy? AI is getting all the headlines, but here's what the data actually shows: 🔹 AI impact: Creates 11M jobs, displaces 9M → Net gain: 2M jobs 🔹 Green transition: Creates 34M jobs with minimal displacement That's a 17:1 ratio in favor of green jobs. 🤯 Yet 90% of workforce discussions focus on AI disruption while climate jobs barely make the news. Why this massive disconnect? ✅ AI grabs attention - ChatGPT created immediate, visible change ✅ Green jobs seem gradual - but they're happening faster than we think ✅ Tech giants drive the narrative - while green jobs are distributed across industries ✅ 40% of employers expect AI workforce reductions - creating immediate anxiety The reality check: 1.2 billion jobs depend on healthy ecosystems Green jobs are harder to automate Climate action is literally existential Green skills show 22% growth in job postings vs 12% in available workers. Our future depends on our ability to close this gap. For professionals: While everyone's learning prompt engineering, there's a massive opportunity to apply YOUR existing skills to green roles: 🌱 Accountants → Carbon accounting & green finance 🌱 Teachers → Sustainability training & green skills education 🌱 IT professionals → Energy management systems & smart grids 🌱 Recruiters → Green talent acquisition (fastest growing field!) 🌱 Project managers → Renewable energy projects 🌱 Sales/Marketing → Clean tech & sustainable products ... and many more Maybe we should focus our upskilling efforts where the real job growth is happening? What do you think - are we chasing AI shiny objects while missing the green goldmine? Data sources: World Economic Forum Future of Jobs Report 2025, International Labour Organization, Manpower Global insights sustainability and the rise of green and turquoise jobs

�� 🌱 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻’𝘀 𝗻𝗲𝘄 𝗚𝗹𝗼𝗯𝗮𝗹 𝗚𝗿𝗲𝗲𝗻 𝗦𝗸𝗶𝗹𝗹𝘀 𝗥𝗲𝗽𝗼𝗿𝘁 𝗵𝗮𝘀 𝗹𝗮𝗻𝗱𝗲𝗱! For years, we have turned to LinkedIn’s rich skills data to power our green skilling programs, and every year, the insights are eye-opening! Here’s what really stuck out to me: ❌ By 2030, nearly 20% of jobs requiring green skills might remain unfilled due to a shortage of qualified talent, potentially rising to 50% by 2050 without urgent upskilling. ✨ Job seekers with green skills are hired at a rate 54.6% higher than the overall average. 💻 The tech sector saw a 60% jump in demand for green skills. It’s clear, sustainability is becoming as crucial as software!  🌍 Renewable energy is booming, making the utility sector a hotbed for green jobs - nearly a quarter of roles are calling for green skills. 🏗 In construction, 1 in 5 job posts now seek green skills. It’s not just about building structures, but about shaping a sustainable world. At INCO, we’re dedicated to facilitating a just transition to a low-carbon economy - one that generates vital economic opportunities where they are most needed. That’s why our teams have rolled out initiatives like our Green Digital Skills Certificate, developed in collaboration with LinkedIn and Microsoft. This program has empowered over 40.000 individuals with the skills needed to make their digital lives more sustainable. In the utilities sector, our renewable energy courses are paving the way for job seekers in Africa and Asia to launch careers in the solar industry. The takeaway? Green skills aren’t just nice to have; they’re a must-have. As we charge towards our climate goals, let’s make sure everyone’s equipped for the journey. 🔗 Link to the full report in the comments #GreenSkills #Sustainability #RenewableEnergy #ClimateAction #InclusiveGrowth 🙌 Karin Kimbrough, Piper Sutherland, Efrem Bycer, Julia Cabrales Senne, Jessica White, Kate Behncken, Naria Santa Lucia & Gregory Bianchi