Are You?
Amazon announced this week that it’s laying off 14,000 employees—about 5% of its workforce. Paramount Skydance is releasing 1,000 people, and Target is trimming another 800. A story in The Wall Street Journal noted that more and more companies are betting they can get by with fewer employees. That means they’re not replacing people who quit, retire, or move into new roles—and they’re expecting those who remain to do more, especially by sharpening their skills in artificial intelligence.
These headlines are becoming routine. But beneath them lies a bigger shift: companies are no longer just cutting costs; they’re redesigning how work gets done. Leaders aren’t asking, “Do we need more people for this job?” as much as, “How can AI help us do this job more efficiently?” Increasingly, the answer is: fewer people, smarter systems.
I’ve often said that the hiring cycle mirrors any other business cycle. Sometimes employees have the upper hand—like during the pandemic, when talent shortages gave workers leverage. Other times, employers hold the cards—think of the Great Recession in 2008.
But this time feels different.
AI isn’t just another business trend; it’s a redefinition of how value is created. It’s changing how ideas are generated, how operations run, and how performance is measured. Whether AI lives up to its full promise or not, one thing is certain for now: jobholders, job seekers, and anyone looking for more success and satisfaction can’t afford to wait this one out.
Making the Shift
The fundamental shift isn’t just organizational—it’s personal. Employees are moving from employment security (think job hugging) to employability security (think career agility).
In 2008, layoffs came because the economy collapsed. In 2020, the pandemic changed where and how we worked. In 2025, disruption will come from within the system itself. ChatGPT, Claude, and other large language models are absorbing tasks we do—often faster, cheaper, and more accurately.
Here’s the key: AI isn’t replacing people. It’s replacing tasks.
That creates room for what’s uniquely human. Innovation, empathy, collaboration, discernment, and sound decision-making rise in value when we add AI’s information firepower. In this new world of work, absolute security doesn’t come from your employer; it comes from your ability to understand the value you bring, communicate it clearly, and—most importantly—deliver it.
That’s employability security: the value you create, whether you work inside a company or serve clients and customers on your own.
And it begins with knowing yourself. (Most of us skip that step.)
I came across a great post by J.T. O’Donnell on LinkedIn about preparing for a layoff before it happens. Her advice is practical: make your profile results-oriented, share original ideas and thoughtful comments, and build a network that supports your growth. She’s also modeling an essential quality—adaptability. She isn’t waiting for the next shift; she’s shaping it.
What We Can Do: Three Guideposts
Whether you’re leading a team, between jobs, or simply asking what’s next, step back and work these three guideposts:
1. What am I really good at—and which of those things do I enjoy the most?
Strengths and joy aren’t always the same. The overlap is your superpower. A client of mine realized her edge wasn’t just “marketing,” but uncovering and shaping the stories behind successful product launches. She doubled down on that, wrote a book on storytelling, and it’s out next month.
2. Where do my values stand right now?
Values shift. Early on, achievement and advancement may dominate. Later, flexibility, impact, or purpose move up the list. Clarify what you value so you can choose better—and stop chasing misaligned opportunities.
3. What’s my strategy for moving toward the work I want?
Most people start here—resumes, applications, LinkedIn messages. Without clarity on strengths and values, strategy is scattershot. Once you know who you are and what matters, your actions align and compound. I can’t tell you how many people tell me they sent 400 résumés and got no response. My thought: it shouldn’t take 400 tries to realize the approach isn’t working.
AI Will Transform Work. Self-Awareness Will Transform Your Career.
AI isn’t coming for your job; it’s coming for your job description. That’s not a threat, it’s an invitation.
People who’ll thrive pair technical ability with workplace engagement competencies and deep self-knowledge of the value they bring. They’ll use AI to build on their own and mitigate weaknesses. We don’t want to use AI to mask uncertainty or incompetence. The technology is well-suited for processing and organizing data effectively. We have to make meaning from it and decide the actions to take.
That is called responsibility. Don’t give it up. That’s the advantage no algorithm can replicate, at least not now.
What’s Next
If you’re uneasy about what AI means for your work, start with the three guideposts. They’re not one-and-done. I ask clients to complete a personal assessment, map a values grid, and honestly rate their self-marketing. Like writing a good essay, the power is in the rewriting—I’m on my third revision of this post.
Be intentional. Reach out to others. Reflect on your past wins—and go to bed with this prompt: How can I make my work more meaningful and fulfilling?
We spend lots of time reviewing and discussing findings and I can tell you everyone loves knowing more about themselves.
It is very powerful
The future of work is unfolding fast—and the best way to prepare is to know yourself better than ever.
If you’re ready to explore what’s next for you, let’s have a conversation. I work with leaders and professionals who want to align their next move with their purpose and potential.
