Next Phase of Global Capability Centers in 2026

Leaders need to discover how to manage work while maintaining engagement", shared one respondent from the Energy Sector. "With hybrid models embedded, large organisations require tools to determine engagement and handle work", commented an HR leader in a Financial Providers company. of participants pointed out Talent Retention as either Crucial (53.8%) or Extremely Essential (23.1%).

Southeast Asian respondents highlight and minimal career development, especially in smaller organisations. Mid-sized organisations face a double difficulty: handling while preserving trust and team cohesion in hybrid environments.

Particularly for worker wellness, some techniques organisations are planning for 2025 include broadening mental health assistance (61% of participants), producing chances for social connection (58%), and tension management/resilience building programs (50%). A great 65% of respondents stated that their Talent Management budget plan would stay the same in 2025. Locations of spend concern will remain in skill development and management programs, besides more basic abilities upskilling.

ANSR July USA PRs

Critical Strategies for Scaling Global Expansion

These themes resonate throughout industries, workforce sizes, and areas. The most vital leadership skills/themes to augment in 2025 would be: Coaching and mentoring, together with EQ/Self-awareness, were pointed out by 38% of participants. Even more down the concern list, was 4% pointing out ethical management as a focus location for development among senior talent.