Career Decision Risks

The most important skills today and in the next years will be human capabilities: critical and analytic thinking, resilience, leadership and influence, overlaid with technological literacy and AI skills to amplify these human capacities. World Economic Forum's new Future of Jobs Report provides a deep and broad analysis of the drivers of labour market transformation, the outlook for jobs and skills, and workforce strategies across industries and nations. It's a really worthwhile deep dive if you're interested in the topic (link in comments). Here are some of the highlights from the Skills section, which to my mind is at the heart of it. 🧠 Analytical Thinking Leads Core Skills. Skills like analytical thinking (70%), resilience (66%), and creative thinking (64%) top the list of core abilities for 2025. By 2030, the emphasis shifts even more towards AI and big data proficiency (85%), technological literacy (76%), and curiosity-driven lifelong learning (79%). This shift underscores the critical role of technology and adaptability in future workplaces. 📉 Skill Stability Declines but at a Slower Rate. Employers predict that 39% of workers' core skills will change by 2030, slightly lower than 44% in 2023. This reflects a stabilization in the pace of skill disruption due to increased emphasis on upskilling and reskilling programs. Half of the workforce now engages in training as part of long-term learning strategies compared to 41% in 2023, showcasing the growing adaptation to technological changes . 🌍 Economic Disparities in Skill Disruption. Middle-income economies anticipate higher skill disruption compared to high-income ones. This disparity highlights the uneven challenges of transitioning labor forces across global regions, particularly in economies still grappling with structural changes. 🚀 Tech-Savvy Skills in High Demand. The adoption of frontier technologies, including generative AI and machine learning, is increasing the demand for skills like big data analysis, cybersecurity, and technological literacy. These trends indicate that businesses are aligning workforce strategies to integrate these advancements effectively. 📚 Upskilling Is the Norm, Not the Exception. By 2030, 73% of organizations aim to prioritize workforce upskilling as a response to ongoing disruptions. This reflects a shift in corporate investment priorities towards human capital enhancement to maintain competitiveness.

I have been freelancing for 3 years and here is the complete truth about it, without romanticising it! Sure, the idea of "being your own boss", working from the comfort of your own home, and having the flexibility to choose your own hours can be very liberating but the all that glitters is not gold! From the lack of stability and job security to the never ending pressure to find new clients - freelancing is not all rainbows and butterflies. Here are the harsh realities of being a freelancer which you should consider: - No steady pay-check: Income as a freelancer, can vary greatly from month to month. This makes it extremely difficult to plan for the future. I have had months of making INR 2 lacs and then INR 15,000, so you need to be ready with a finance cushion in case things go south. - Cycle of finding new clients: As a freelancer you need to be on your toes - networking and finding new clients all day every day. A project can last anywhere from 1-6 months and hence you need to manage your workflow in a way that you don't overwhelm yourself with work but also have enough work to sustain yourself. - Lack of work life balance: When you are your own boss - it is difficult to get track and meet deadlines because you are a wonderful boss but a sloppy employee. There's also the risk of overworking oneself and burning out, as you often work in a niche you enjoy so separating work and play often doesn't happen. All in all - while the freedom and flexibility of freelancing can be alluring, it's important to weigh the pros and cons before making the decision to become a freelancer. What are some of the challenges you have faced working for yourself? Let me know in the comments below! #freelancingtips #freelancinglife #linkedingrowth #linkedincreator

Silent Red Flags in a Contract Not all contract risks are obvious. Some don’t wave big red flags they sit there quietly, sipping coffee, waiting to ruin your day when it’s too late. Here are a few sneaky ones to watch out for: 1. Termination Notice that has a trap ex: “Either party may terminate by giving a 90-day prior written notice by registered post.” This sounds fine until the other party refuses to accept mail, leaving you stuck. Flexibility in notice delivery methods (emails, RPAD, etc.) helps avoid this. 2. Auto-Renewal that feels like some subscription you forgot to cancel ex: A contract that auto-renews unless terminated 60 days before expiry. Missed the deadline? Congratulations, you just bought another term of commitment. Always check renewal terms and negotiate flexibility. 3. ‘Reasonable Efforts’ without a guiding light ex: “The service provider shall take all reasonable steps to ensure 99.5% website up-time.” Reasonable to whom? The client? The universe? Always define obligations with measurable standards. 4. Confidentiality that lasts forever ex: “The receiving party shall never disclose or use the confidential information.” Never is a long time, longer than some companies exist. A well-drafted clause should account for practical realities (disclosures required by law, etc.). 5. One-sided dispute resolution ex: “All disputes shall be resolved by arbitration, and the Party A shall appoint the arbitrator.” Agreeing to this means you’re going to their turf every time. Always ensure jurisdiction and dispute resolution are neutral. 6. Hidden costs in referenced documents ex: The main contract looks great, but a linked “Standard Terms & Conditions” document quietly adds extra fees, penalties, and other nightmares. Always review referenced docs. for no surprises. 7. ‘Best efforts’ vs. ‘Commercially reasonable efforts (CRE)’ ex: “The contractor shall use its best efforts to complete the project on time.” Best efforts could mean working 24/7 with unlimited resources. CRE = practical, business-minded execution. Choose wisely. 8. Non-Compete clauses that overreach ex: “The employee shall not engage in a competing business at any time in the future.” is a legal life sentence. Restrictions ought to be reasonable in scope, and duration. 9. Force Majeure that helps one side ex: “In case of an unforeseeable event, Party A is excused from obligations.” And Party B? Well… good luck. Force majeure should work both ways. 10. Silent Assignment clauses ex: You sign a contract with a trusted vendor, only to realize they’ve assigned their obligations to an unknown entity. Avoid unpleasant surprise, and require written consent before assignment. A little ambiguity is unavoidable. But when vagueness creates risk, or gives one party too much control, that’s when alarms should go off. #ContractReview #InHouseCounsel

Show me the money: Skill synergy is as important as the skill itself. New research from the University of Oxford finds that the economic value of, especially Software and Tech skills, is linked to how well they complement with other competencies. For instance, skills like Data Analytics are highly valuable because they seamlessly integrate with other high-value skills, whereas more specialized skills have limited applicability and consequently lower financial value in the labor market. The research highlights the versatility of certain skills that offer high general-purpose value across various sectors. For example, proficiency in the programming language Python (a versatile coding language) can result in an 8% wage increase, emphasizing its broad applicability. In addition, the research shows that skill synergy creates more value in certain sectors. Software & Tech skills are seven times more valuable for workers in Marketing and ten times as valuable for workers in Finance & Legal than for workers from the tech domain. The study’s findings are particularly relevant in the context of a global workforce preparing for the new economy. Three fundamental principles emerge: 1. Skill Sets Most jobs require a combination of skills. Therefore, the value of a skill can only be assessed in the context of its complementary skills. 2. Reskilling Efficiency As workers adapt to new technologies, they incrementally add new skills to their existing skill sets. Maximising complementarity between old and new skills is crucial for economic efficiency in this process. 3. Strategic Value As a particular skill’s set of complementary skills becomes more diverse, the more strategic options a worker has for reskilling. This increases their resilience against unforeseen technological changes in the future. Source: https://lnkd.in/epqUXdAT Press release: https://lnkd.in/emTeMGjF

Businesses almost always overestimate short-term risks and underestimate long-term change. The biggest risks aren’t the ones making headlines today—they’re the ones quietly reshaping markets over time. Businesses fixate on immediate threats, scrambling for quick fixes, while missing the deeper shifts happening underneath. Real disruption is a long-term shift in who consumes and how. Look at how this plays out: ➡️ The alcohol industry is panicking over GLP-1s. But men drink three times more than women, and women take 80% of GLP-1s. The real risk isn’t an overnight sales drop—it’s a fundamental change in consumption patterns. ➡️ HFSS rules and UPF debates feel like compliance headaches, but they signal a bigger shift in how consumers think about food, regulation, and health. But short term sales targets cloud judgements. ➡️ Businesses treated Trump’s first presidency as a short-term shock—until it reshaped global trade, taxation, and corporate strategy. Now he’s back. How many companies are actually prepared? ➡️ Supply chain shocks, inflation, and interest rates have rewritten cost structures, yet many businesses still operate as if “normal” will return. The mistake? Thinking about risk as an event, not a system. Most businesses react to immediate threats but fail to prepare for structural change. If you're running a food business, ask yourself: ❓Are we reacting to headlines, or modeling long-term demand shifts? ❓Are we pricing in volatility, or assuming stability will return? ❓Are we playing defense against policy changes, or building a model that thrives in any environment? The companies that win aren’t the ones that avoid risk—they’re the ones that absorb it, adapt to it, and turn it into an advantage.

I have a question for my freelance friends out there: What’s something you wish more people understood about freelancing or running your own business? Ya know, over the past few weeks, I’ve had some really honest conversations with friends who freelance...the kind of conversations you don’t always see in public. And it made me realize…there’s a lot about the life of being a freelancer that we don’t talk about in the open. So, I want to talk about it. Because here’s the truth: Freelancing isn’t just a different kind of job. It’s running a business. Full stop. But I think a lot of people oversimplify what that actually means. I’ve heard things like, “Just quit your job and become a freelancer,” or “I’m burned out, so I’m thinking I’ll quit and try freelancing instead.” As if freelancing is something you can just casually fall into. As if it’s the easier path. As if all it takes is making a Canva logo and updating your LinkedIn headline to “Freelancer.” But the reality? Freelancing isn’t some carefree alternative to a 9–5. It’s a commitment. A risk. A full-time job plus a dozen other roles you didn’t ask for. And I get it! I really do. On the surface, freelancing sounds like freedom. No boss. No 9–5. Work from wherever. Take on the projects you want. But what most people don’t see is everything that sits underneath that. The mental weight. The financial risk. The constant self-promotion. The dry spells when no one’s hiring and you’re still trying to make rent. The hustle that doesn’t stop just because you’re busy...in fact, it doubles when you’re busy, because you’re already preparing for when things slow down. Freelancing means being your own sales team, your own finance department, your own legal team, your own IT, and your own project manager. You have to market yourself, pitch yourself, sell yourself..over and over and over again. You have to know what you’re good at, price your work accordingly, write your own contracts, handle your own taxes, buy your own software, drive your own professional development, and figure out your own health insurance. You don’t get to coast for a few days between projects. You don’t get paid time off. You don’t get to turn your brain off at 5pm. And even if you have savings and experience and a good reputation...it can still be scary AF. Now don’t get me wrong...I love freelancing. I chose this. I’ve worked hard to make it work. But I also spent almost a decade preparing for it. And I’ve learned the hard way that it’s not something you casually fall into. At least, not if you want to stay in it. Let’s make the conversation more honest for those who are considering this path...and a little more vulnerable for those already on it. Because if you’re out here building something on your own, you shouldn’t have to feel like you’re doing it alone. #eLearning #InstructionalDesign #LearningAndDevelopment

Don’t quit your job. Not yet. Not just because your boss annoys you or because Instagram sold you the dream of working from a beach in Bali with a laptop and a coconut. Freelancing can be freeing. But it can also be terrifying, isolating, and inconsistent. So before you make that leap, here’s what I ask people and what you should ask yourself too: 1. Do you have 6 months of living expenses saved up ? Not “some savings,” not “a few clients lined up.”   I’m talking can-you-pay-rent-eat-and-not-panic money. Because when the client ghosts, or projects stall, you’ll be glad you planned for that dry season. 2. Can you emotionally handle 0 income for a few months ? Forget the savings, what about the mental game? Can you sit with uncertainty without spiraling? This isn’t just about money, it’s about your capacity to navigate slow months without making fear based decisions. 3. Have you worked with actual clients yet ? Freelancing isn’t just "doing your craft", it’s also client calls, revisions, delayed payments, setting boundaries, managing feedback loops. Try it on the side first. See if you even like it. 4. Are you okay with uncertainty ? There are months you’ll make 3x your salary and months you’ll make nothing. Freelancing is not linear and that’s okay as long as you don’t expect it to be. 5. Can you lead yourself? There will be no manager and no one assigning tasks. The freedom is great  until you realise it’s also your job to keep yourself accountable all of the time and If you can’t do that, this path will eat you alive. Freelancing isn’t for everyone and that’s not a bad thing. But if you do check all these boxes If you know the risks, and still feel pulled towards it, then you might just be ready and if you need help figuring out where to start, how to pick a niche, or what to offer DM me ‘coaching’ and I’ll help you get clarity. You don’t need to do this alone.

One of the best reports that exist. Huge fan 🙋🏼♂️ What is it about? The World Economic Forum’s bi-annual Future of Jobs Report has followed evolving technological, societal, and economic trends to understand occupational disruption and identify opportunities for workers to transition to the jobs of the future. The report comprehensively analyzes the interconnected trends shaping the global labor market. Key Takeaways: 🎯 Broadening digital access is expected to be the most transformative trend with 60% of employers expecting it to transform their business by 2030. 🎯 Increasing cost of living ranks as the second most transformative trend overall with half of employers expecting it to transform their business by 2030. 🎯 Climate change mitigation is the third-most transformative trend overall while climate change adaptation ranks sixth with 47% and 41% of employers, respectively, expecting these trends to transform their business in the next five years. 🎯 Two demographic shifts are increasingly seen to be transforming global economies and labor markets: aging and declining working-age populations, predominantly in higher-income economies, and expanding working-age populations, predominantly in lower-income economies. 🎯 Geoeconomic fragmentation and geopolitical tensions are expected to drive business model transformation in one-third (34%) of surveyed organizations in the next five years. Impact on the Labor market: 🎯 On current trends over the 2025 to 2030 period job creation and destruction due to structural labour-market transformation will amount to 22% of today’s total jobs. The creation of new jobs is 14% of today’s total employment, amounting to 170 million jobs. This growth is expected to be offset by the displacement of the equivalent of 8% (or 92 million) of current jobs, resulting in net growth of 7% of total employment, or 78 million jobs.  🎯 Frontline job roles are predicted to see the largest growth in absolute terms of volume. Care economy jobs and Personal Care Aides are also expected to grow significantly over the next five years, alongside Education roles such as Tertiary and Secondary Education Teachers. 🎯 Technology-related roles are the fastest-growing jobs in percentage terms as well as Green and energy transition roles. 🎯 Clerical and Secretarial Workers are expected to see the largest decline in absolute numbers. Similarly, businesses expect the fastest-declining roles to include Postal Service Clerks, Bank Tellers, and Data Entry Clerks. On average, workers can expect that two-fifths (39%) of their existing skill sets will be transformed or become outdated over the 2025-2030 period. Data set: This year’s edition captures the perspectives of over 1,000 employers – representing more than 14 million workers across 22 industry clusters and 55 economies. #economy #labormarket #jobs

Risk Based Inspection in the age of Industry 4.0 Traditional Risk Based Inspection has served industry well, but the actual risk is not static. We assess risk at a point in time, then wait months or years before reassessing → hoping nothing significant changes in between. In the age of Industry 4.0 and Predictive Analytics, that approach is rapidly becoming obsolete. The evolution from traditional to monitoring-enhanced RBI represents more than just technological advancement → it's a fundamental shift in how we understand and manage asset integrity. Traditional RBI Foundations: Built on API 580 and 581 standards, traditional RBI provides structured frameworks for calculating Probability of Failure (PoF) and Consequence of Failure (CoF). These periodic, static assessments create inspection schedules based on risk rankings at specific moments in time. The monitoring enhanced Evolution: Modern RBI integrates real-time sensor data, predictive analytics, and machine learning to create dynamic risk profiles that evolve continuously. Instead of waiting for scheduled reassessments, risk calculations update automatically as conditions change. Here are the key technological enablers: → Smart sensors and IoT networks providing continuous condition monitoring → Data-driven FMEA models that identify failure patterns humans might miss → Predictive Analytics simulate degradation scenarios under various operating conditions → Risk visualization platforms that make complex data accessible to decision-makers API Standards Integration: This evolution aligns with existing API frameworks → 580/581 for quantitative risk modeling. The transformation delivers tangible benefits: earlier anomaly detection, optimized inspection planning, reduced costs, and enhanced regulatory compliance. Most importantly, it transforms risk management from a periodic exercise into a continuous capability. The technology exists today to make this transition. The question is not when but how fast the organizations will adopt this evolution or wait for others to prove its value. How is your facility preparing to integrate real-time data into your risk-based inspection strategy?

According to the World Economic Forum, "technological change, geoeconomic fragmentation, economic uncertainty, demographic shifts and the green transition — individually and in combination — are among the major drivers that are expected to shape and transform the global labor market by 2030." [1] Tech changes: Broadening digital access is anticipated to be the most transformative trend, "with 60% of employers expecting it to transform their business by 2030". Advancements in technology (AI + information processing) are also expected to drive both the fastest-growing and fastest-declining roles, and fuel demand for technology-related skills. [2] Economic factors: Increasing cost of living is the second most transformative trend, with economic slowdown remaining top of mind. Slower job growth and mixed outlook for inflation will likely drive an increase in demand for creative thinking and resilience, flexibility, and agility skills. [3] Green transition: Climate-change mitigation is the third-most transformative trend overall, driving demand for roles such as renewable energy engineers, environmental engineers, and electric and autonomous vehicle specialists. [4] Demographic shifts: Perhaps the most interesting trend of all (for me, at least), is the one around demographic shifts. Aging and declining working age populations in higher-income economies and expanding working age populations in lower-income economies are reshaping the labor markets. Aging populations will likely drive growth in healthcare jobs while growing working-age populations will fuel demand for educators. [5] Geopolitical dynamics: Geoeconomic fragmentation and geopolitical tensions are expected to drive changes in the operations of businesses, including offsohring and reshoring. Also a few interesting items to note in the report: * Technology-related roles are the fastest growing jobs (in percentage terms), including "Big Data Specialists, Fintech Engineers, AI and Machine Learning Specialists". Meanwhile, Clerical and Secretarial Workers are expected to see the largest decline (in absolute numbers). ** Due to change in demand for skillsets, the need to upskill and reskill workforce is urgent. According to the WEF report, "if the world’s workforce was made up of 100 people, 59 would need training by 2030". This is significant. It is no wonder that 63% of employers identify skills gap as a major barrier to business transformation in the next five years. #AI #Fintech #FinancialServices #FutureOfWork #BankingOnAI