John was one of Graham’s top performers.
Smart. Reliable. Proactive. A real asset to the team.
The two had a great working relationship. They spoke regularly, often informally. Graham considered him someone he could rely on – a future leader in the business.
So you can imagine how gobsmacked Graham was when John handed in his resignation.
John didn’t leave because of culture. Or money. Or a bad boss.
He left because he couldn’t see a future for himself at the company.
What made it worse?
Graham had just started designing a new role with John in mind – the exact role John took at another company.
But Graham hadn’t shared this with John yet.
Too little. Too late.
Another high performer lost to a preventable problem.
Here’s the thing:
Career conversations often fall through the cracks – even with good managers and great relationships.
We think we know what our people want.
We assume they’ll stay because we treat them well.
But in today’s fast-moving world, especially with AI shaking up job roles and required skills, assuming is a risk no leader can afford.
🔍 People want to grow.
🔍 People want to feel future-fit.
🔍 People want to work for leaders who actively help them stay relevant.
And in the Age of AI, that’s not just about promotions. It’s about evolution.
Why this matters now
The 3 Disruptions we’re all facing—AI, the Polycrisis, and the rise of the Empowered Workforce—are rewriting the rules of work.
If your people don’t believe they can evolve and thrive with you, they will look for someone else who will invest in their future.
💡 Helping your team develop future-proof skills isn’t just a “nice to do.”
It’s a retention strategy.
It’s a performance strategy.
And it’s a leadership imperative.
Here’s what great leaders do differently:
✔️ They schedule regular career conversations – not just performance reviews.
✔️ They encourage their people to explore AI, not fear it.
✔️ They help them identify opportunities to augment what they already do well.
✔️ They carve out space for learning, experimentation, and evolution.
This is exactly why I built the SPARK™ Career Development Framework and the 3 E’s Career Model for the Age of AI. https://kimseelingsmith.com/future-proof-your-career-your-personal-ai-strategy-to-stay-relevant-resilient-and-one-step-ahead/
Because when employees feel seen, supported, and future-ready, they stay.
And they thrive.
🔥 Ready to help your team get better at what they do—with AI?
Here are three great places to start:
▶️ Everyday AI Masterclass
(For HR & Talent pros, but watch this space for a function-agnostic one!)
🧠 AI Deep Dive Lab
Hands-on, function-specific implementation for teams ready to go further
📘 The C-Suite Playbook: Leading with AI
A must-read if you’re building AI into your business strategy
