For most kids growing up in the 70s, 80s, and maybe even the 90s, the picture of achieving success was one of climbing the corporate ladder. One in power attire, like a corporate champion. Perhaps influenced by the previous generation of what 'success' means to them, but not necessarily to a new generation.
There is a sense that the traditional linear career path of climbing a predefined ladder within a single function or organisation is becoming obsolete. The rapid integration of AI, shifting workforce expectations, and economic volatility are reshaping how careers evolve.
For HR and L&D leaders, this transformation presents both challenges and opportunities.
The AI Disruption Is Real
AI is massively disrupting workforces. I have a vision of us in a world where one person, through AI, automation, robotics, predictive workflows, and AI agents, will take on most of the work we used to do.
Tasks that take a 50-person team may now be done by one.
This vision has its it's following implications:
- Massive Job Displacement: Up to 800 million jobs could be displaced by automation by 2030, with as many as 375 million workers needing to switch occupations (McKinsey).
- Corporate Restructuring: Companies like Microsoft have laid off thousands, reallocating resources toward AI growth areas (Economic Times).
- Workforce Adaptation: Around 47% of U.S. workers are at risk of being replaced by AI over the next decade (Exploding Topics)
These shifts signal that traditional, step-by-step career progression is no longer a reliable blueprint.
Non-Linear Careers: The New Normal
This means non-linear career paths, characterised by pivots, lateral moves, and unconventional trajectories, are becoming the default. This is driven by:
- Changing Workforce Expectations: Younger generations seek purpose, autonomy, and ongoing development over hierarchy.
- Economic Volatility: The unpredictability of today’s business environment encourages people to diversify their skills and roles.
- Technological Disruption: The pace of change means workers must constantly adapt, re-skill, and evolve.
For organisations, supporting non-linear growth leads to more agile, empowered, and future-ready teams.
Key Takeaways for HR & L&D Leaders
- Shift Focus to Skills and Strengths: Move beyond rigid job titles. Embrace strengths-based development and build talent around potential, not just pedigree.
- Design Flexible Career Pathways: Create frameworks that allow movement across departments, roles, and projects, empowering people to grow in ways that fit evolving business needs.
- Foster a Culture of Continuous Learning: Embed development into the daily rhythm of work. Make learning accessible, relevant, and aligned with future capabilities.
If you want to hear how real professionals are navigating reinvention and non-linear growth, check out the latest episode of the Wild & Wise Podcast:
At Wild & Wise, we help progressive HR and business leaders redesign career development for the new world of work. Through strategic facilitation and strengths-based coaching, we support teams and leaders to grow with relevance and resilience.
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Layoffs: What Really Happens, and How to Move Through It
There’s been a wave of layoffs again. You've seen it on the news.
It's sad, but that is the reality of the business landscape today if you are an employee.
Behind every announcement is a human story.
For the person affected, it’s not just the end of a job, it’s the beginning of a very personal, very real psychological process that we don’t talk about enough.
A layoff doesn’t just disrupt your career. It can disturb your identity, your sense of control, and sometimes, your self-worth.
In my work with leaders and creatives navigating reinvention, I’ve seen how important it is to understand what’s happening under the surface. Here’s what research tells us, in simple terms, about the emotional and mental journey and how we can navigate it with clarity and care.
1. The Shock and the Shame
Even when you know it’s not personal, it feels very personal.
The first question that comes up is often: What did I do wrong?
From a psychological perspective, this reaction is hardwired. A layoff triggers our brain’s fear response, especially the amygdala, which processes it as a threat to our stability and safety. Studies have even likened this to the early stages of grief.
What may help: Let yourself feel the loss. It’s okay to grieve. Talking to someone or simply acknowledging what’s happening internally makes a difference.
2. The Spiral of Self-Doubt
In the days or weeks after, it’s easy to slip into comparison mode.
You see others posting about new jobs or promotions, and start questioning your value. You might even feel pressure to “bounce back fast.”
But research consistently shows that job loss affects self-esteem, particularly when we link our worth to our work.
What may help: Give yourself permission to pause before reacting. Instead of rushing into job boards, take time to reflect. Take a short break if you can. What do you truly want now?
3. The Narrative Breakdown
Most of us carry a mental story about where we should be by now.
By 30, I should be a manager. By 40, I should be regional head.
A layoff can shatter that script if the job is tied closely to your identity.
Psychologists call this a disruption to our “narrative identity.” When the storyline breaks, it’s disorienting.
What may help: Reframe your story. Start small. Instead of “I failed,” try “I’m in transition.” The language you use matters.
4. The Silence and the Shame
You may go quiet. You will perhaps temporarily stop replying to texts. You may avoid LinkedIn.
But staying silent only deepens the shame. And shame, left unchecked, can grow in the dark.
What may help: Reach out to a few people who’ve been through it. You don’t need a massive support group, just a few people who understand. You’d be surprised how quickly honesty leads to connection. You will find your tribe when you reach out. We all need each other!
5. The Opening for Clarity
After the initial fog clears, when you are purposeful on it, and when you work on your well-being and your mental health, something unexpected can emerge: clarity.
You start asking different questions. What do I actually want now? What matters to me, beyond just a job title?
Psychologists refer to this as post-traumatic growth. The idea is that meaningful growth can come after the crisis. Not despite it, but because of it.
What may help: Ask yourself some clarifying questions:
- What do I want to carry forward?
- What boundaries do I want to create?
- What kind of work and people do I want to align with now?
If You’re Going Through This Right Now
You are not your job.
You haven’t failed.
You are not behind.
You’re simply at a pivot point.
This isn’t the end of your story. It’s just a chapter change.
Navigating Corporate Life in Asia Today: Why It’s Getting Harder and What to Do About It
We’re operating in a region where digital disruption, rising expectations, and personal values are colliding with a volatile global backdrop. Tariff wars, economic slowdowns, and geopolitical tensions have made business environments more complex than ever, especially for MNCs and leaders trying to balance global priorities with local realities.
For many corporate professionals, this pressure may show up quietly, but it may certainly be ramping up with the pace of change increasingly getting faster due to huge uncertainties.
If you’ve been questioning whether the path you're on still makes sense, you’re not alone.
What’s Really Happening in Asia’s Corporate Landscape?
In coaching leaders across Singapore, Indonesia, Malaysia, and across Southeast Asia, I’m hearing a consistent theme that also shows up through various media reports:
- Burnout is rising: In a 2023 McKinsey study, 38% of Asia-based employees reported experiencing burnout symptoms, especially among middle managers and women in leadership.
- The hybrid work struggle is real: Microsoft’s 2022 Work Trend Index revealed that while 82% of employees want flexible work, 60% of leaders in Asia feel out of touch with their teams.
- Purpose is overtaking promotion: Deloitte’s global Millennial and Gen Z study showed that over 50% of Millennials and 44% of Gen Z in Asia see work as central to their identity, but many feel that their jobs lack meaning and personal alignment.
So the real challenge is not how to just survive in today’s workplace… It’s how to navigate in a sustainable and healthy manner.
3 Ways to Manage Corporate Career Life Better
1. Challenge the Definition of Success
Success evolves. What mattered in your late 20s will likely look different in your 30s or 40s. Instead of chasing outdated benchmarks, ask yourself: What does success look like to me now and does my current path reflect that? Clarity here becomes a filter for decisions, not just an aspiration.
2. Know Your Strengths and Use Them Strategically
You don’t have to fix everything. You need to focus on what makes you effective and energised. That’s where knowing your strengths comes in. Through tools like CliftonStrengths®, I work with leaders to help them lead with less friction, more intention, and greater impact, especially during times of uncertainty.
3. Create Space Before It’s Urgent
At times, we just keep going and we forget to schedule in time to rest. People only pause when something breaks. The most effective leaders I’ve seen make space for reflection before things unravel. Clarity doesn’t come from pure hustle. It comes from perspective. Whether through coaching, strategic time-outs, or asking better questions, purposefully creating space is a habit, not a luxury. Make it happen.
Corporate life in Asia today is really tough and as leaders, you need to be at your best, so you can bring your best to your family and your team. It's not just about performing. It’s about sustaining your energy, your values, and your vision.
You are a leader and you have permission and responsibility to lead and grow differently from here.
On a Scale of 1 to 10, How Self-Aware Are You as a Leader?
Before you read on, pause for 20 seconds and rate yourself.
How would you define your score of self-awareness?
Would your team give you the same score?
This simple check-in might reveal more than you think.
How aware you are of your strengths, blind spots, and impact will ultimately shape how you show up as a leader.
As a leader, you will always be under the spotlight. Be it at the board meeting, town hall, or within our own teams.
Self-awareness is your leadership foundation.
Strong leaders know who they are. Not just know what to do.
They know:
- What energises them (and what drains them).
- How they react under stress.
- How their tone, body language, and mindset affect others, even when they say nothing at all.
In my Strengths-driven workshops and coaching work, I’ve seen that the most trusted leaders are the ones who are most self-aware and demonstrate behaviours consistently. These leaders:
- Are curious about how they show up.
- Understand their natural talents.
- And most importantly, know when to lean in or step aside.
Knowing (not guessing) your strengths is a powerful starting point
If you're not sure where to begin, here's a tip I give my clients:
Start with your STRENGTHS.
Your strengths are not just what you’re good at. They are how you naturally lead, communicate, influence, and make decisions on a daily basis, and more importantly, under pressure.
When leaders operate from their strengths, they create clarity, engagement, and confidence. When they don’t, they often end up overcompensating, burning out, or defaulting to old habits that no longer serve them.
With all the noise around leadership right now, the best move is not to look outward for answers, but inward.
Let me ask you again: On a scale of 1 to 10, how self-aware are you?
And what’s one strength you can lean into more intentionally this week?