By Yael Tangir, Business Editor
The future of work is here, and changes are coming fast. The job market fluctuates almost every day, and if you’re an employee or someone looking for a job, you can no longer assume that the skills that land you a job today will keep you employed in five years. The truth is, the skills that companies want and the ones people actually have do not always align, creating what’s known as a “skills gap.” A recent McKinsey survey found that 87% of companies already have a skills gap or expect one soon. But here’s the good news: that gap is a prime opportunity for anyone willing to keep learning.
It may seem that relevant skills all revolve around coding or data science. While those technical skills are important, companies are realizing that the abilities that really move the market are deeply human. In fact, when LinkedIn asked companies what they needed most, the top answers were things like communication, creativity and problem-solving. Why? Because technology can crunch numbers, but it can’t replace the spark of a new idea or the judgment and empathy needed to lead a team. These so-called “soft skills” might not sound very serious, but they are now what companies pay the most attention to. The World Economic Forum predicted that by this year, the most important skills in any career will be analytical and creative thinking, as well as the ability to solve problems and come up with fresh ideas.
Soft skills are no longer optional; they’ve become the foundation of long-term career success. At the very top of the list is critical thinking. With so much information flying around, the ability to tell fact from fiction is invaluable. According to Deloitte, businesses that encourage smart, critical decision-making are more likely to outperform their competitors financially.
Equally important is adaptability. The past few years have taught us that things can change overnight, and businesses that survived the pandemic were those that could adapt quickly. The same is true for employees: flexibility isn’t just nice to have, it’s a survival trait.
Another central skill is communication. Having the best idea in the world won’t get a person anywhere if they can’t explain it effectively. Listening matters just as much. When Google studied what made its teams successful, it found that the best ones weren’t the most technically brilliant; they were the ones who listened and created an environment of trust.
Finally, there’s emotional intelligence, which is about knowing yourself and understanding others. Psychologist Daniel Goleman, who popularized the term, called it a “different kind of smart.” Teams led by people with high emotional intelligence are more trusting, loyal and creative, and Gallup research shows that companies with engaged, emotionally connected employees earn 23% higher profits.
While being human is a superpower, you still have to keep up with technology. Artificial intelligence, for example, isn’t just hype. Generative AI is already changing how people write, brainstorm, and analyze data. Soon, knowing how to use it will be as normal as knowing how to use Excel. Similarly, while you don’t have to be a data scientist, you should be comfortable looking at a chart and understanding what the numbers mean. And with everything being online today, even non-tech jobs require a basic sense of how information is stored and kept safe.
According to LinkedIn’s economists, by 2030, the skill sets needed for the same job will have changed by more than 70%. That’s not just a warning; it’s a call to action. For both employers and employees, learning can’t stop once you get the job. The life of a skill is now about five years, meaning what you know today may be outdated by the end of the decade. Companies that invest in employee learning see higher profits, more engagement and significantly less turnover. In fact, Gallup found that businesses that help their employees develop are 11% more profitable and keep employees nearly twice as long. This means workers need to embrace upskilling (getting better at their current job) and reskilling (learning something new entirely). For leaders, it means creating a culture where learning isn’t a perk but a core part of the daily work. The best companies don’t just send employees to the occasional workshop. They make learning a continuous process through short online courses, mentorship programs or by simply encouraging curiosity. The key to making this work starts at the top: leaders who admit they don’t have all the answers make it safe for others to learn, too.
In a work environment where people feel comfortable taking risks, teams are more innovative, more engaged, and more profitable. The future of work will belong to those who balance human strengths with technological skills and who see learning not as a phase but as a lifelong habit. For employees, that means staying curious and adaptable. For leaders, it means facilitating cultures where growth is encouraged every day. The future is an opportunity to thrive if we’re willing to keep learning.
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