Lisa Taylor, Founder and CEO of Challenge Factory, reveals how longevity, identity, and overlooked demographics are transforming the future of work. She challenges the “skills-first” mindset and makes the case for career development as a core strategy, not a reactive fix.Get practical insights on rethinking career paths, navigating transitions with purpose, and preparing your workforce for what’s next. Connect with Lisa at challengefactory.ca or on LinkedIn.Show Notes[0:27] Introducing Lisa TaylorLisa Taylor is the Founder and CEO of Challenge Factory, a Canada-based research and consultancy firm focused on career development and the future of work. A proud Torontonian, devoted mom and wife, Lisa also happens to be a passionate baseball fan.[1:04] Predictable Patterns in Workforce RevolutionsLisa explains that while the future is hard to predict in exact terms, revolutions—like those shaping the workforce—tend to follow repeatable phases: emergence, coalescence, and catalyst. She highlights how we’re seeing this unfold with generative AI and workplace transformation, noting that those who understand these cycles can better anticipate what’s next.[3:00] The Overlooked Disruptor: Demographics While technology dominates the conversation, Lisa urges a shift in focus toward people. She emphasizes that intergenerational dynamics and demographic changes are more disruptive to the workforce right now than tech, reminding us that the true future of work lies in human effort.[3:50] Rethinking Work in the Age of LongevityLisa spotlights a powerful yet under-discussed trend: the impact of increased life expectancy on the workforce. While people are now living and working 20 years longer than previous generations, most workplace systems are still built on outdated models. “We’ve added twenty extra years of life and productivity,” she notes, but talent programs and retirement expectations haven’t kept up, contributing to labor shortages and missed opportunities for experienced talent.[6:05] Career Development as a Missing LinkLisa highlights career development as a vital yet often overlooked pillar of the future of work, distinct from HR or education. Rooted in identity, labor market shifts, and lifelong learning, it's a proactive field in countries like Finland and Singapore. In contrast, Canada still relies on a “fail-first” model. Lisa urges a cultural shift toward career literacy, helping people align who they are with a changing world—before they feel like they’ve “run out of time.”[10:23] The Risk of a "Skills-First" ApproachLisa explains why focusing only on in-demand skills often falls short—people may get jobs, but don’t stay if the roles don’t align with their identity or purpose. She calls for stronger career literacy and agency so workers can navigate transitions more purposefully. Lisa also highlights that Canada has 40,000–60,000 certified career development professionals—about as many as pharmacists—who remain underused. Her call: shift from reactive training to proactive, human-centered career development.[16:13] Real Career Conversations Start with ManagersLisa emphasizes that career development is different from performance management—it’s ongoing, not just annual. She shares research showing that managers often avoid career talks due to three fears: Pandora’s Box (opening tough topics), Time Warp (conversations dragging on), and Imposter Syndrome (feeling unqualified). Her solution? Equip managers with practical tools—like the Retain and Gain playbooks—and encourage authentic, future-focused conversations.[19:53] Stay Connected with LisaFollow Lisa Taylor on LinkedIn at @authorlisataylor for weekly insights on the evolving world of work. You can also explore her practical resources, including career development playbooks, at challengefactory.ca, and don’t forget to sign up for the Wednesday newsletter for fresh tools, trends, and thought starters.

Ver todos los episodios