| Meet Iryna Bilan, our Learning & Development Specialist with almost five years at Softjourn. A lifelong learner who reads more than 30 books a year, Iryna knows how to help people grow. |
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What skill or ability should everyone have in 2025?
It’s the ability to reskill.
AI is no longer the future — it’s already here, rapidly becoming a part of our everyday lives. There’s no going back. Whether we like it or not, we all need to learn how to work with it.
That’s why reskilling — the ability to adapt and update your existing skillset — is the key skill today. It means being ready to let go of old ways of doing things and embracing entirely new ones.
In fact, the most valuable ability in the near future will be staying open to change and being willing to start learning all over again.
Some say it’s not just about reskilling, but unlearning. Personally, that feels more like a marketing spin — a different name for the same concept. I still believe we’re reskilling. We already bring strengths into our professions. Now we’re simply reformatting those strengths to fit a new environment — often by using AI tools that enhance or speed up our work.
Let’s say my strength is communication. I still rely on that strength, but now I need to understand how to apply it in a world where AI is everywhere. For example, when writing an email, I use AI tools if helpful, but I make sure the message still carries a human touch. Because it’s not just about bot-to-bot interaction — human connection still matters.
What’s changing most in leadership and work culture?
Transformation is no longer seen as innovation — it’s the new normal.
Another hot topic is the idea of life-work fit — that your work should fit your life and enrich it. But again, I see this more as a play on words than a fundamentally new concept. An older work-life balance has always meant finding a way to fit your work into your life while still keeping space for the things outside of work. But now they’re shifting the narrative to this idea of “life-work fit” — meaning your work should fully align with your life rhythm, fit seamlessly into it, and become an integral part of it. And maybe that does reflect reality, because we do spend 80% of our time — or however much — on work. Another hot topic that’s gaining momentum in 2025 is this: in times of uncertainty, not every decision will be right — and that’s okay.
Whether it’s global events, national changes, or the rise of AI, we’re facing situations we’ve never encountered before. There’s no playbook. And we need to become more comfortable with that — with experimenting, adjusting, and sometimes getting things wrong.
One idea about unconventional leadership really stuck with me recently. I even wrote it down:
I thought that was brilliant. Because it’s true: great leaders don’t always need to motivate us directly. Sometimes the most powerful thing they can do is give people the space and freedom to think, create, and solve problems on their own. That’s where innovation happens. That’s where trust builds. And that’s the kind of leadership we need now more than ever.
What’s one underrated skill that’s becoming more valuable?
I believe feedback remains one of the most powerful and sometimes underestimated skills for growth and development.
When done well, feedback becomes more than just a performance conversation — it becomes a tool for learning. It helps us understand what’s working, what could be improved, and how we can move forward more effectively.
It’s not just about correcting mistakes. Constructive feedback provides clarity and direction, while positive feedback reinforces the behaviors and choices that lead to success. Both are equally important — especially in fast-paced environments where continuous learning is key.
Of course, giving and receiving feedback effectively takes practice. There’s a lot of nuance involved — from the timing and tone to how the message is framed. Feedback that’s clear, specific, and delivered with the intent to support growth tends to have the greatest impact.
That’s why, from an L&D perspective, I see giving and receiving feedback as a core skill — not just for managers, but for anyone who collaborates closely with others. The ability to create a feedback-rich environment where people feel safe to learn and grow will always be a competitive advantage.
What are the most popular platforms in our Knowledge Library?
Two of the most popular ones are Udemy and Pluralsight, and they really complement each other.
Udemy is great when it comes to practical examples. It often provides hands-on projects and shows you how things work in real-life scenarios. The courses are usually quite comprehensive — covering the topic from start to finish — and they also go deeper into the theory behind it all.
Pluralsight, on the other hand, is more structured and focused on technical depth. It’s better suited if you're looking to build a solid theoretical foundation or improve specific skills and tools. The modules there are often shorter, but more focused and technical.
What is the most popular course from our knowledge library among colleagues?
Honestly, there isn’t one specific course that everyone takes — the needs are too different. But there is an interesting pattern: no matter what people are searching for, if they come across a course with an AI component, that’s usually the one they choose. Even if they were looking for a basic Git course and spot one called “Git workflows with AI assistants” that’s the one that catches their attention. And it's very positive that people instinctively understand the importance of staying up to date with their skills.
How often should one review or update one’s development plan?
Whether it’s a formal development plan or a personal list of growth goals, it’s worth revisiting regularly.
The right frequency really depends on your role, experience, and current projects, everyone grows at their own pace. That said, there are some clear signals that it’s time to revisit your plan: when you’ve mastered the skills you initially aimed for, when new professional challenges come up, or when emerging technologies start to shift your priorities.
A good practice is to do a quick check-in every quarter — just to reassess your goals and track your progress. This allows you to stay aligned, integrate new competencies as they emerge, and adjust your development path as needed.
