If you’re responsible for developing talent right now, you’ve probably felt it:

Things are changing fast.

A recent report from Deloitte highlights a reality many leaders are already experiencing:

The way we develop people is no longer keeping pace with how work actually happens.

And that gap? It’s growing.

 

The Experience Gap Is Real

We used to rely on experience as the primary teacher:

• Entry-level roles
• Stretch assignments
• Learning by doing over time

But those opportunities are shrinking, especially as AI automates foundational work.

At the same time, leaders are saying new employees aren’t ready.

That’s not a people problem.
It’s a development problem.

 

Coaching Isn’t a “Nice to Have” Anymore

Here’s the shift I’m seeing (and Deloitte reinforces it):

We can’t wait for people to gain experience over time.
We have to accelerate it on purpose.

That’s where coaching becomes essential.

• Helping leaders think through real challenges in real time
• Building confidence before the stakes get higher
• Developing judgment—not just skills

Coaching fills the gap that experience used to.

 

Managers Need to Lead Differently

Most managers are still stuck in:

• Problem-solving
• Firefighting
• Administrative work

Very little time is spent actually developing their people.

But the future manager?
They’re a coach first.

That means:

• Asking better questions
• Creating space for growth
• Letting people think, not just execute

 

What This Means for You

If you’re leading or developing others, here’s the opportunity:

• Be more intentional about development (don’t leave it to chance)
• Build coaching into your leadership approach
• Focus on growth in the flow of work—not just training events

Because in today’s world…

Development doesn’t happen over time.
It happens on purpose.

 

Ready to Accelerate Your Leaders?

If you’re seeing these gaps in your organization, you’re not alone, and you don’t have to solve them on your own.

I partner with organizations to:

• Design leadership development programs that actually stick
• Equip managers to lead as coaches (not just problem-solvers)
• Provide coaching that accelerates growth in real time

If you’re ready to be more intentional about developing your people, let’s talk.