Coaching for the future: developing the fastest-growing skills in the UK workplace

As workplaces evolve at breakneck speed, with technology reshaping industries and business landscapes constantly shifting, staying ahead of the curve is more critical than ever. LinkedIn's inaugural "Skills on the Rise" report for 2025 reveals which capabilities are most in demand. Topping the list is relationship building, with strategic thinking, communication, adaptability and conflict resolution also ranking high. These skills aren't just buzzwords; they are essential for thriving in a complex, unpredictable world.

So how can organisations equip their workforce to excel in these key areas? Increasingly, companies are turning to coaching skills as a powerful tool to foster development across all levels. Coaching isn't reserved for executives anymore. When managers and employees embrace coaching techniques, they enhance their ability to connect, think strategically, communicate effectively, resolve conflicts and adapt to change.

Why these skills matter now

By 2030, 70% of the skills needed in the workplace will have changed. The rapid rise of artificial intelligence (AI) and digital technology is driving much of this transformation. While AI literacy sits at number three on LinkedIn's list, it's the human-centric skills that stand out.

• Relationship building (#1): In an era dominated by automation and AI-generated interactions, genuine human connection is more valuable than ever. The ability to build trust and rapport is essential not just for sales or client-facing roles but across entire organisations.

• Strategic thinking (#2): Strategic thinkers can anticipate challenges, consider long-term implications, and make informed decisions. This capability is vital for leadership but increasingly necessary at all organisational levels.

• Communication (#4): Effective communication is the backbone of teamwork and collaboration. With remote and hybrid work models here to stay, clarity and empathy in communication are indispensable.

• Adaptability (#7): Change is constant, and the ability to pivot quickly is what keeps organisations resilient. Adaptable employees embrace learning and bounce back from setbacks, a crucial trait in uncertain times.
• Conflict resolution (#10): Disagreements and differing perspectives are inevitable in any workplace. Coaching skills help individuals navigate conflicts constructively, turning potential disruptions into opportunities for growth and collaboration.

How coaching skills bridge the gap

Coaching is no longer a luxury reserved for the boardroom. When workers at all levels develop coaching skills, they enhance their ability to engage with these in-demand capabilities. Here’s how:

• Active listening for stronger relationships: Coaching emphasises active listening, empathy, and understanding. These elements help build trust and deepen relationships, making interactions more meaningful.

• Asking powerful questions to foster strategic thinking: Good coaches know how to ask the right questions. Encouraging employees to think critically and reflect on broader perspectives promotes better decision-making and strategic insight.

• Clear communication for clarity and impact: Coaching skills include articulating thoughts clearly and encouraging others to do the same. This reduces misunderstandings and strengthens team dynamics.

• Resilience and adaptability through reflection: Coaching often involves reflecting on experiences to extract lessons. This process helps employees become more resilient and adaptable in the face of change.

• Managing conflict with empathy and perspective: Coaching helps individuals approach conflict with empathy, seeking to understand different viewpoints. This not only resolves disputes but also strengthens team cohesion.

Scaling coaching across organisations

The beauty of embedding coaching skills is that it scales. When managers adopt a coaching approach, they don’t just manage tasks; they empower their teams. Employees who feel supported and heard are more engaged and motivated. This ripple effect improves workplace culture, retention and overall performance.

"In today's fast-changing work environment, coaching skills are no longer optional - they're essential," says Karen Smart, AoEC’s head of consultancy. "When people have the tools to build strong relationships, think strategically and adapt to change, they become more resilient, engaged and capable of driving business success."

Moreover, systemic coaching - which looks at the organisation as a whole - ensures that coaching is not just about individual development but also about improving how teams and departments collaborate.

Investing in skills for tomorrow

As LinkedIn's report shows, the skills that matter most today are human skills - the kind that technology can't replace. Organisations that invest in developing these capabilities will not only future-proof their workforce but also create a more engaged, resilient and high-performing workplace.

Coaching is a powerful way to cultivate these essential skills. Whether through formal coaching programmes or by training managers in coaching techniques, the impact is transformative. In a world where 70% of job skills will change by 2030, the time to invest in coaching is now.