00:00: Intoduction
03:04: Squiggly Profession developments for 2026 (half 2)
03:47: Development 1… Redundancies and Restructres
11:30: Development 1… Autonomy occasions Accountability
20:11: Development 3… Studying that will get recognised and rewarded
26:57: Ultimate ideas
Helen Tupper: Hello, I am Helen.
Sarah Ellis: And I am Sarah.
Helen Tupper: And that is the Squiggly Careers Podcast, a present the place we discuss in regards to the ins, outs, ups and downs and work and offer you some insights, concepts and instruments that will help you take management of your profession growth. And that is our final episode of 2025. How are you feeling, Sarah, in direction of the top of the yr, in a phrase?
Sarah Ellis: Nicely, it is not one phrase, however I feel I stated to you on the Edge was.
Helen Tupper: After which I began singing that tune.
Sarah Ellis: You probably did?
Helen Tupper: What’s that tune? I am on the Edge. Is that from, like.
Sarah Ellis: I really feel prefer it’s a Woman Gaga factor perhaps. However sure, that is how I might describe how I’m feeling. However we’re recording half one and half two of this podcast collectively, and I at all times really feel higher after a podcast recording. Typically I really feel like, is it my singing?
Helen Tupper: Is it that?
Sarah Ellis: No, I imply, the final episode, we did have some fairly humorous interruptions for the time being. Like, laughing is at all times fairly good and it is humorous. I typically discover after we document our podcast collectively, I’ll really feel worse firstly, you already know, since you and I are like, oh, my God, we have not carried out all these items and I do not know, we. You must vent and, like, you and I’ll share, I do not know, some frustrations or issues that we’re discovering laborious. And you then form of do the podcast and you then’re like, I feel I at all times simply really feel higher after doing it.
Helen Tupper: Me too. I hope individuals really feel higher after listening as nicely. I hope that type of individuals get to the top they usually’re like, ah, I am having a nightmare day. Or I do not know what to do about that. After which they get to the top of an episode, they’re like, okay, nicely, a minimum of I spent half-hour and I really feel a bit clearer.
Sarah Ellis: And, you already know, perhaps I ponder if anybody. I would like to know. E-mail us for those who do. Helensahsquigglycareers.com I ponder if anybody makes use of these episodes as like an excuse to flee over Christmas. You already know, if you’re like, christmas escape. The Christmas escape, as in I simply must go for a stroll or. And so they put this podcast on as identical to a little bit of, I imply, gentle reduction. I am undecided if it is gentle reduction, however, you already know, identical to one thing completely different. It isn’t. I do not know all of the logistics and attention-grabbing vibes that may come from household.
Helen Tupper: Household vibes. Household vibes. Tell us.
Sarah Ellis: Yeah.
Helen Tupper: When you use us for an escape throughout your Christmas Your Christmas interval.
Sarah Ellis: Are you aware, I volunteered to do at the moment I’ll write over type of Christmas, New 12 months, which makes me sound like I am actually dedicated to work. However I am positively doing it for various causes. I used to be like, oh, yeah, I will write a ebook membership gu for Study like a lobster. As a result of I used to be identical to, good. That simply provides me, you already know, for those who simply want a little bit of time to be like, I simply must spend an hour. It is actually necessary that I write this prepared for the ebook popping out now. Does that theoretically must be carried out over Christmas New 12 months? In all probability not, however. However will that grow to be necessary? I feel so.
Helen Tupper: I’ve precisely the identical factor with my imaginative and prescient board as a result of it is also as a result of everybody’s seen me acquire the whole lot at dwelling. I am like, I would like simply a few hours alone in my workplace. Simply to drag that collectively is, you already know, it is actually necessary for the remainder of the yr. All of which is true. Nevertheless it’s very intentional in order that I can simply go away me alone, everyone, simply.
Sarah Ellis: For just a few hours. That makes it sound horrendous, does not it?
Helen Tupper: I do know, I do know. Please preserve listening. Please preserve listening. We’re not as unhealthy as we sound. And we’ve some helpful insights to share with you as a result of that is half two of our developments slash themes for 2026. So we’ve talked about six completely different themes which we expect are going to have an effect on you and your profession within the new yr. And our intention is to speak about what the theme is, why it issues, and what you are able to do about it in order that you’ll be able to reply and really feel type of. Form of clear about how one can reply and assured about what you are doing and in the end a bit extra in management. So you’re feeling much less shocked by these items. As I stated, that is half two. So within the first one, if you have not listened to that, we talked about AI brokers, we talked about connection and disconnection, and we talked about worker influencers as three developments. And we have got three extra to speak about at the moment. Do you wish to kick us off with the primary one?
Sarah Ellis: Sarah, you give me the laborious one. Sorry. So we did take into consideration whether or not to incorporate this or not, as a result of it does not really feel tremendous cheery to speak about. However we additionally determined it’s the actuality. And I feel everyone will expertise this greater than as soon as, and that’s restructures and redundancies, they usually’re additionally on the rise.
Helen Tupper: I feel that is the purpose for subsequent yr. Sure. Like, everybody’s going to expertise greater than as soon as of their profession. And subsequent yr, all of the stats are displaying that that is taking place extra, extra regularly, partly due to AI. And doubtlessly there’s a little bit of a. Some individuals utilizing AI as an excuse for it, however there’s positively extra chat and uncertainty round it.
Sarah Ellis: And I feel what’s necessary to recollect with this, and like, Helen and I’ve each been by way of this a number of occasions ourselves, is not any job business organisation is so steady and safe that you’re resistant to this. So I feel simply remembering that, like, everyone figuring out that, pondering, even for those who’re like, nicely, my firm is rising or it appears to be doing rather well, even when that is true, they could must make some shifts, they could want to vary workforce buildings, they could want some completely different expertise. And it may simply be that what you convey is not what that organisation wants in the identical approach, or that workforce or the main focus of that simply may, Simply may change. And so I virtually suppose for those who. When you virtually settle for, oh, yeah, that that would occur at any level as a result of there’s that change in uncertainty. I feel you could have a really completely different relationship with it and I feel you could be proactive about actions now that you do not wish to soak up these moments, as a result of there’s nothing, there’s nothing you are able to do about when it does then occur. I feel it is complicated that it is actually sophisticated. There’s plenty of feelings to take care of. And so I used to be pondering, I used to be speaking to BBC about this yesterday for an article for the New 12 months. Additionally cheery. So I used to be like, oh, nicely, perhaps a minimum of we’re alongside the proper strains. I used to be saying, you already know, the second this dialog occurs, you are by no means anticipating it. Like that day, sometimes you may need received some indicators, however sometimes you do not know it is coming. After which your first thought is, not, often I must replace my LinkedIn profile. You already know, you want, that does not really feel like the proper second to type your LinkedIn profile out. As a result of I typically suppose truly, what’s extra necessary in these occasions is, you already know, giving your self time to mirror and course of the conversations that you just’re having, exploring potentialities. However your LinkedIn profile is de facto necessary as a result of 97% of individuals take a look at it if they’re going to recruit you. And so in my head, I used to be beginning to type of divide out actions into, like, what you are able to do now, so that truly when this does occur, which it’s going to, you are not. You are not doing these issues that you just form of want you’d carried out, you already know, thanking your future self. What is going to you. What may you do now the place your future self will actually thanks. Like, I will look again and go, oh, Sarah, like, nicely carried out for sorting your LinkedIn profile in January so that truly if I would like it later within the yr, it is there. Or nicely carried out for updating my CV for 10 minutes each month. Or moderately than out of the blue being like, oh my God, I’ve not up to date my CV for 5 years after which it simply turns into such a giant activity. In order that’s why I used to be beginning to get to, in my head is like, what may you do now? So that you’re truly in a. You have to be sensible, mainly. And likewise for those who by no means want it, is it good to have a greater LinkedIn profile? Yeah, you may want your CV for different issues. You are most likely not going to remain in the identical job endlessly. So these issues really feel like a very good use of time versus there are some issues that each one you are able to do is consider as soon as it truly type of occurs to you. And people issues you possibly can’t preempt in the identical approach.
Helen Tupper: I used to be pondering the identical questions, truly. I used to be pondering, what if. When you knew now that you just had been going to be made redundant subsequent yr, what would you do? So I would really like, okay, nicely, now I might construct out my LinkedIn profile. My. After some suggestions, I perhaps prioritise three relationships I wished to spend money on, put time in with these individuals. I’ve perhaps discover some jobs that I would like to take action that I may do a little bit of a. Like a little bit of an evaluation of what experiences or expertise are they that they want that I may not have proper now. That is a number of the issues that I might do. After which I feel the second query is, why would not you do these issues anyway?
Sarah Ellis: Like, there’s.
Helen Tupper: You don’t have anything to lose from investing in LinkedIn profile, investing in these relationships, doing a little bit of job scanning and hole filling that you just, you will not lose. However I feel it is simply doing it with that intention, you already know, placing the time in, prioritising these actions. And I additionally suppose not. And it is easy to say, is not it? However not being too laborious on your self if and when this occurs, as a result of I feel it is very easy to try this. You already know, we speak about These pessimism, the Ps of pessimism from Martin Seligman, the place we personalise it, like, why is that this at all times taking place to me? Or we type of make it fairly pervasive, the whole lot’s going flawed for the time being, the whole lot’s a catastrophe, otherwise you make it actually everlasting and also you go, oh, My gosh, the whole lot in my.
Sarah Ellis: It is by no means going to get higher, ever.
Helen Tupper: Yeah, I feel it is very straightforward to fall into the entice of a kind of responses to this sort of a scenario. And I feel the truth is a number of this most likely will not be about you. Quite a lot of this will probably be about an organization responding to a difficult atmosphere and having to make some industrial choices. And you’ll solely achieve this a lot, you already know, you possibly can solely achieve this a lot, and also you simply may not be the proper reply. A bit like generally if you go for a job interview, you are simply not the proper individual. It does not imply you are. It does not imply you are unhealthy. It simply means you are not the proper individual. And so I feel for those who can retain a little bit of perspective and you’ll create a bit extra management now, then if and when this does not occur to you, I feel it means you are much less more likely to fall into a kind of form of pessimism traps that make all of it simply really feel a lot emotionally worse.
Sarah Ellis: Yeah, I actually like these questions. It made me suppose, as a result of the way in which that I take into consideration this for Superb if is I am most likely not going to make myself redundant, however our firm may go bust, proper? That is our equal, proper? Our firm may have a extremely unhealthy yr. Issues may go actually flawed. Crikey, think about the podcasts about that if that is what occurs. It could be dramatic, if nothing else, as a result of that’s our equal. It is barely completely different to after we had been in firms, however that is. It is precisely the identical factor by way of what would occur. And I at all times ask myself, who’re 5 individuals who, I feel, clearly, outdoors of Superb if, who both may give me a job, like if. If there was a job available or would do their greatest to attach me, introduce me, help me to search out one thing, you already know, like naming these 5 individuals. So I used to be truly going by way of, you already know, that curler deck in your head of like, who would these individuals be for me? And I may give you two or three fairly rapidly. After which I used to be like, oh, truly, I ought to most likely take into consideration {that a} bit extra. So I would like, oh, I’ve most likely received a few gaps as a result of then I used to be pondering to your level in regards to the potentialities, like, oh, what jobs may I truly do? In all probability. In all probability to consider {that a} bit as nicely. The opposite factor that is price mentioning earlier than we transfer on is we do have a free redundancy reset toolkit the place you possibly can entry that at any time, restructure or redundancy it is utterly free. There is a video collection, there’s instruments, there’s a great deal of hyperlinks to. Hyperlinks to study from, some from us, some from different individuals, zero questions requested. So even for those who, for those who’re like, oh, I would like that now as a result of I feel I’ll get restructured and also you wish to be tremendous proactive, like, go and use it now, it is completely advantageous. It is all on the web site. It is simply there for when individuals want it.
Helen Tupper: Sure. So that is the fifth one in our little six parter. This one is about autonomy occasions accountability. And the explanation this can be a theme is as a result of it’s one thing that we’re listening to within the conversations with those who we work with. So there are form of two sides to this. The primary is autonomy. So individuals desirous to have freedom and management over how they work, what they work on, once they work. We’re seeing a number of that within the classes that we’re in, that that’s one thing that folks count on and worth from their employer.
Sarah Ellis: We.
Helen Tupper: However on the flip facet, from the employers that we work with, we’re additionally listening to a higher need for accountability. So that is feeling like there is a lack of readability about who’s doing what when, and a need for extra individuals to take accountability for his or her actions. And we expect it is a actually. I do not suppose it must really feel like consideration. I truly suppose it is a actually attention-grabbing alternative. Just like the, the perfect is that folks really feel like they have autonomy and organisations really feel like there’s an incredible sense of accountability. That is the, that is the perfect. However on the mother, I feel there’s a little little bit of stress between what individuals need, what firms want and that it does not really feel like that we have reached this sort of equilibrium or steadiness with the 2. What are your ideas?
Sarah Ellis: Yeah, nicely, I feel we all know from, I actually keep in mind this analysis. I feel it was from Tammy Erickson at London Enterprise Faculty the place she stated, an organisation’s job is definitely to be very clear on the what, which is definitely that that helps with accountability, what must get carried out, what are the outcomes that matter most, what do we have to prioritise? And if you say organisation, it is humorous, is not it, since you’re like, nicely, what’s an organisation? It is simply individuals. So truly, for example for us, for our workforce, that is actually necessary that we assist everyone with that. Like what. What’s most necessary, what must get carried out, what are the outcomes that matter most? After which she stated, and for those who do that basically nicely, you then may give a great deal of autonomy on the how, how do you attain these outcomes? How do you do your work, how do you make that occur? You need not micromanage that as a result of then the accountability and the autonomy can go hand in hand. And so one of many, I feel one of many questions you need to ask your self, so for those who’re a supervisor or a frontrunner listening to this, and I feel we hear this from lots of people, like, we’d like extra accountability, we’d like extra possession in our groups. I feel you need to even be fairly essential of your self and go, what have I created? The readability that folks want to have the ability to do this. As a result of that even that phrase accountability just isn’t. It isn’t an excellent pleasant phrase. I do not suppose individuals at all times know what accountability seems like. Usually after we’re working with firms, I exploit a number of what does this seem like? What does this sound like? You already know, to love, as examples, to essentially convey this to life. And so I feel if you would like individuals to be extra accountable and for those who, like, you all as a workforce, wish to be extra accountable, you need to have one thing you could level to that goes, nicely, this helps us to be accountable. After which generally, you already know, opposites could be useful, perhaps describing, nicely, what does it imply to not be accountable? As a result of you then’re form of taking part in with the phrase. So one of many issues that we have carried out this yr, truly solely within the final form of couple of months that has actually helped us with that is we have carried out Readability creators. And it is humorous, each time I point out this to organisations all internationally who’re unbelievable and doing superb work, they’re like, can we use that? Nicely, I imply, you possibly can, however Helen and I created it on Canva and I feel we had like one inspirational stroll the place we had been going forwards and backwards and being like, what would go on this Readability creator? And you then simply form of wrote all of it down and we had been like, meh, like one thing like this, give it a go. Nevertheless it’s truly actually caught. It is actually caught for us and it is actually caught for our workforce. And it’s only a one web page on, you already know, what’s any person’s job in a type of brief sentence, type of a abstract, like, what’s that job? What are the priorities we use now versus not for now. We’re actually clear on, like, what individuals need not do but. We would come again to it. After which we additionally hyperlink to our behaviours and what meaning for that position. And so I Suppose now after I’m desirous about accountability, earlier than in our workforce it might have been imprecise. Nobody may, there was nothing written down, there was nothing you could possibly level to. Whereas now I feel I might have a way of individuals’s ranges of accountability as a result of I might have one thing that might assist me as a place to begin. But in addition extra importantly, I feel our workforce have one thing that helps them to allow them to form of query, am I spending time in the proper areas? How do I wish to get this work carried out? That I’ve type of agreed collectively. And I feel the final construct on that, in case it is helpful for individuals is the method of creating these Readability creators. We have had actually good suggestions from our workforce on and it is not like our workforce at all times say this so you already know, they’re very blissful to inform us the place issues usually are not. Not working as nicely. However we, we created the template. We truly had one individual in our workforce who was basically our guinea pig and that truly did work nicely. Like one individual volunteering to type of go first they usually labored with you want fairly laborious to get that to a type of a very good place. In order that then everyone had like a, once more an instance to have a look at. Although her job may be very completely different to everyone else’s. After which the way in which that we have carried out it’s everybody has written their very own first model. So it is not like we’ve type of, you already know, just like the inform, oh, right here is your job. It is like, nicely, who is aware of their job the most effective? The one that does it at the moment. So everyone, it begins at all times with the person. They write their first model, they ship it to Helen and I, we would write some feedback on the canva, like oh, I modified that round. Or that, yeah, that sounds actually good. Or good. After which they at all times have a observe up Readability Creator dialog, sometimes with Helen often because Helen is a pure readability creator. Like that is a ability that she’s received. So we recognised, let’s use that tremendous energy. After which individuals are coming away from these conversations and I feel individuals really feel extra motivated. They just like the woolliness of issues have gone. It is made it simpler for individuals to say no they usually have one thing to level again to, to say, oh, that is in my not for now checklist. And you then go, yeah, truthful sufficient. Like there’s that. Or you could have a dialog, you make some adjustments. It isn’t that it is not versatile but it surely has been. It seems like a small motion however I feel it is began to make an actual distinction for us round that. We have already got fairly a Lot of autonomy in our workforce, it is simply the way in which that we’re arrange. But when I used to be giving us scores out of 10 and I at all times discover this useful, I might say in our workforce typically, if I used to be scoring, the workforce as a complete, we’ve like 9 out of 10 autonomy, however maybe we’d have been a 5 or a 6 out of 10 for accountability. Which does not imply that folks do not care or they are not attempting laborious or they are not doing their jobs. However I feel it is asking your self, the place are you on these scales? As a result of your autonomy could be decrease, it may not be that approach spherical, after which what are the actions that might improve up that scale? As a result of I feel the upper up that scale you go as a workforce, the extra impression everyone has and the extra happy individuals are at work.
Helen Tupper: So simply a few issues. We’ll share that template, I feel clearly a clean model of it with out my Readability creator. Yeah. And we’ll put our behaviours on there to be able to see, as a result of I feel we’ve our behaviours after which individuals personalise them to their place. However so we’ll put that on within the present notes. We’ll additionally publish it at amazingif on LinkedIn. So if that is helpful for you, cheque that out. After which the opposite factor that I might say is that, that the phrase readability, I feel is extra interesting to a person than accountability. Like, if I had the accountability audit, it does not sound interesting, it sounds prefer it’s being carried out to me. As a result of to your level, accountability can generally really feel like a barely unfavorable phrase, whereas I feel most individuals need extra readability. So a Readability creator, it advantages each the supervisor and the person. I feel it simply, it is simply, you already know, we at all times say how necessary getting the language proper is.
Sarah Ellis: And I feel, like, if you would like.
Helen Tupper: Individuals to have interaction in a behaviour or a dialog or taking motion, getting the language proper is beneficial. And Readability Creator appears to be working nicely. That was the opposite factor that I used to be going to say, the opposite factor. I feel Readability creators are a basis for driving increased efficiency. So I feel the place Sarah and I truly began from was we wish our workforce to be this like, amazingly excessive performing workforce. And we do not suppose that we will actually take a look at what meaning and doubtlessly make adjustments that might drive that except we have got a basis of readability. So for us, that is form of half one in all us actually what’s. What’s us turning into the best performing workforce we could be. What does it imply? So only a sort of some payments however we’ll put the hyperlink for the Readability character within the present Notes. Final however not least, what’s our remaining theme?
Sarah Ellis: Nicely, I really feel such as you’ll speak about this as a result of I really feel such as you’re simply decided to make this occur since you’ve urged this to me just a few occasions with some attention-grabbing concepts. I used to be looking for the proper phrase there. Again to phrases that matter. So our remaining theme is studying that will get recognised and rewarded. So, Helen, convey to life for us what this might seem like.
Helen Tupper: Nicely, let me take actually a step again to the ladder, like, world of profession growth, which is the place I feel we have fun and recognise individuals who have climbed the ladder. Like, I imply, I actually, after I used to work. And that is nothing in opposition to Capital One. I like Capital One. I had a superb time at Capital One. However I keep in mind in Nottingham, in Capital One, individuals received placed on billboards, or regardless of the British phrase for a billboard is.
Sarah Ellis: What?
Helen Tupper: It is referred to as billboard, is not it?
Sarah Ellis: Poster.
Helen Tupper: Big posters by the highway.
Sarah Ellis: Big poster.
Helen Tupper: The enormous posters by the highway. The billboard individuals received placed on a billboard as a result of they’d received promoted. And I do not forget that was an actual second of delight and it was. And I am not taking something away from these individuals, however that’s what we visibly reward and recognise is like this, you already know, you have received promoted. And I feel that in a squiggly profession, the place studying is way more necessary than the extent, as a result of I feel studying goes to feed your profession growth for for much longer and really has way more dividends in the long run anyway, I feel we must be celebrating and rewarding and recognising learners. And I feel there are. I imply, there are many ways in which you are able to do that. I feel there are form of gamified ways in which you are able to do it. Say, for instance, you already know, we do that just a little bit. So tremendous sprinters, we ship completely different emails. So we have had 30,000 individuals now who’ve been a part of our squiggly profession sprints additionally join one which’s taking place in January. Everyone go to squigglysprint.com however we have had 30,000 individuals who have sprinted with us. People who have sprinted greater than as soon as get completely different emails from us. Do you know that? Everyone. So our tremendous sprinters.
Sarah Ellis: I am attempting to work out whether or not I knew that.
Helen Tupper: They do.
Sarah Ellis: I feel I did.
Helen Tupper: Tremendous sprinters, they get completely different emails from us as a result of we recognise how dedicated they’re to their studying they usually get completely different badges. So when individuals are sprinting with us, they get completely different Colored badges, relying on are they an excellent sprinter? Like, have they sprinted with us greater than as soon as? And that may be a quite simple approach that I feel you begin to recognise individuals for regularly investing of their profession growth and ensuring that that’s recognized, seen and, you already know, I am type of revered and I feel we simply want extra ways in which we have fun studying as a type of development, not simply ranges, as a type of promotion. That is what I wish to change.
Sarah Ellis: I am certain at one level you pitched to me.
Helen Tupper: What did I pitch?
Sarah Ellis: Studying is a forex on your profession, so that you wished to create studying cash. I feel you gained.
Helen Tupper: And I keep in mind a pair years in the past, I really feel like this was an odd. However I do suppose what I would really like. Yeah, I do suppose, like studying credit. Like, how will you. Studying credit which you could possibly redeem for vacation. Perhaps learners can redeem. Nicely, they may. They might select what they redeem it on. Perhaps they may redeem it for extra studying. That is what I would do. I’ve received studying credit, I can now spend it on extra studying. Nevertheless it’s. I feel it is simply the concept that there’s a worth to studying for the person and for the organisation. And I feel we must be placing learners. I feel we wish. You already know, we have written a complete ebook about lobsters being the last word position mannequin for studying. What I really need is for learners to be the last word position mannequin for studying. I really need individuals, learners, I need learners to be on the pedestal they usually can sit subsequent to our lobsters. However I feel to ensure that that to occur, you already know, we have to make studying cool, we have to make studying rewarded. We have to recognise learners in firms.
Sarah Ellis: That is what I feel. Yeah. One of many issues that I thought of, I even thought of doing a publish on LinkedIn about it, however then I used to be like, oh, no, I am me.
Helen Tupper: She have to be passionate. She thought of it.
Sarah Ellis: Nicely, I like the concept of leaders that study loudly. And so I feel, you already know, if you speak about position fashions, I do suppose leaders and managers in organisations, their behaviours have a extremely massive ripple impact. So who do we glance to for indicators of, like, what attractiveness like and what. What does success imply right here in an organization, in a tradition? It is what you see your managers and leaders doing, as a result of does not matter what they are saying or what’s on any little bit of paper, it is what everyone does, everyday, that makes probably the most distinction. And I used to be like, oh, I’ve most likely solely labored in my complete profession for one chief that Discovered loudly now, I feel. I feel I used to be most likely that to an extent, however I used to be nowhere close to as senior as she was. So I did work for one chief who took studying critically, would speak about it, would share what she was studying, would prioritise it and I feel then, no shock, like a. I like being in that workforce, but additionally that workforce was a extremely good workforce to be a part of. Yeah. And. However I do not suppose it is that widespread. Like, even when I used to be desirous about LinkedIn and, you already know, like, the individuals that you just observe and stuff, you do not hear that many Senior individuals on LinkedIn sharing, like what they’re studying or how they’re studying or, you already know, issues they’re actually interested in, what you see them sharing is usually firm updates, you already know, like, fairly. Like my firm’s worthwhile or no matter, or they could share one thing perhaps about, like, work, life match or one thing private, which is at all times. I am like, oh, that is good, that is at all times attention-grabbing. However I do not see that many posts on studying, so I used to be questioning whether or not. I ponder if there’s, like, I ponder if AI may do that for you. However, you already know, for those who took like per week on LinkedIn and you then took individuals in sure. When you simply took positions as like a proxy as a place to begin and you then seemed for the phrase studying. How many individuals use the phrase studying in publish on LinkedIn, for instance? I do not suppose you see that that usually. And so if we’re arguing, oh, it is like essential to achieve a squiggly profession. Studying is essential. I used to be attempting to think about what would we wish to see learn that does not occur at the moment. So you’d need the phrase studying to be in each FTSE 100 annual report. Like, is it for the time being? In all probability not. I do know that it’s in some, however most likely not in all of them. You’d need it to be actually seen. You’d need the phrase for use rather a lot on LinkedIn. So I would like to see studying in annual experiences in LinkedIn anyplace the place individuals are speaking about work on CVs. Think about if each CV had a studying part.
Helen Tupper: What I’ve realized this yr or what.
Sarah Ellis: I wish to study extra.
Helen Tupper: Extra of.
Sarah Ellis: Sure. Studying targets. Sure. Yeah, perhaps. And perhaps everyone in each job, you already know, you could have efficiency targets, you at all times have a studying goal as nicely alongside it. Yeah, I feel we may get fairly carried away with this.
Helen Tupper: We most likely may.
Sarah Ellis: We most likely may.
Helen Tupper: So that is our remaining theme, everyone. We would like studying to be the factor that will get recognised and rewarding. And whether or not you’re a chief or only a learner, ensure you are studying loudly in 2026. And do not forget to come back study with us on the Dash. So join squiggly dash.com so to.
Sarah Ellis: Everyone who’s listened in 2025, thanks a lot. I at all times love seeing everyone’s like yr wrapped the place they’re like, oh, I spent all this time listening to us and I really feel so grateful. And we actually admire you spending your time with us. When you ever have any suggestions on the podcast, when you have concepts, if there are stuff you’d like us to borrow brilliance from, we’re simply helenand sarahquigglycareers.com however thanks once more. That is the whole lot for now, and we’ll be again with you in 2026.
Helen Tupper: See you and converse to you subsequent yr, everyone. Sam.
