By Bill Benson and Jeff McGraw
As 2025 draws to a close, we’re pausing to reflect on the themes that shaped this year and the signals that point toward what matters most in 2026.
If 2025 was the year of weathering disruption, marked by shifting labor markets, executive transitions, AI acceleration, and leadership fatigue, then 2026 will be the year of building for sustainability. Talent strategy, leadership capability, culture, and adaptability will define who thrives.
Here are some of the biggest takeaways from our newsletters this year and why they matter as you prepare for the year ahead:
The Storm Is Coming – Are You Succession Ready?
We explored the impending wave of baby boomer retirements, with over 15 million expected to exit the workforce by 2030, many in skilled trades and leadership roles. This “rising storm” creates a perfect talent vacuum unless companies get ahead of it.
Key Insight:
If you haven’t assessed your age-related risk and critical role succession, Q1 2026 is the time. Map your talent pipeline by age and role importance. Launch internal development programs or external searches before it’s urgent.
From Manager to Executive: A Transformation, Not a Promotion
We unpacked what it takes to step successfully into executive leadership, especially in middle-market and family-owned organizations, where promotions often come without formal development programs.
Key Insight:
Leading leaders requires different muscles. Shift from functional depth to enterprise thinking, from control to influence, from short-term execution to long-term stewardship. If you’re grooming new executives, provide coaching and visibility across the business.
8 Talent & Leadership Moves to Make Before Year-End
We shared a practical checklist to help leaders align their teams and strategies heading into the final stretch of the year. These same eight priorities make a powerful Q1 2026 agenda.
Key Insight:
Build your January agenda around these pillars:
- Mid-year (or now year-end) talent review
- Succession planning
- Retention strategy
- Culture alignment
- Leadership development
- HR data visibility
- Growth readiness
- Budget alignment with talent strategy
Hiring in 2026: Balancing Cost, Capability & Culture
We explored why hiring today is a high-stakes, multi-dimensional decision. Gone are the days of hiring solely on past titles or compensation targets.
Key Insight:
Ask three strategic questions before every hire:
- Cost: What’s the full value of the role, not just the salary?
- Capability: Will this person meet today’s needs and grow into tomorrow’s?
- Culture: Will they reinforce or evolve your culture in the right ways?
Hiring is no longer a transactional process; it’s a leadership act.
Leading Through Uncertainty: “Digging for Dinosaurs”
One of the most powerful metaphors of the year came from change expert Chris Schmelzer: the idea that leadership through change is like a dig site you don’t always know what you’re uncovering until you do the work.
Key Insight:
Adopt a mindset of exploration, curiosity, and resilience. The most effective leaders won’t have all the answers — but they’ll keep digging, learning, and staying open as clarity emerges.
The Rise of Capabilities-Based Hiring
We challenged the old-school model of hiring based on credentials and job titles — and made the case for hiring based on capabilities and performance drivers unique to your business.
Key Insight:
What matters most isn’t what someone has done, it’s what they’re capable of doing in your environment. Define the top 5 capabilities that drive success in your culture. Then, hire, assess, and promote based on those criteria.
Final Thought: 2025 was the rehearsal. 2026 is the main stage.
The leaders and organizations that succeed in 2026 will do five things exceptionally well:
- Plan proactively for talent gaps
- Develop adaptable, emotionally intelligent leaders.
- Build cultures that support innovation and resilience.
- Hire strategically for capability and alignment.
- Lead with a mindset open to change, not just control.
At WilliamCharles, we’re honored to help you build the leadership teams and organizational capability that create long-term value.
We wish you a restful holiday season and a purposeful, growth-filled 2026.
Let’s stay connected and keep building.