Creating focus for success in 2025

As we step into 2025, uncertainty remains a constant. Economic fluctuations, evolving industries, and shifting societal priorities can feel overwhelming. However, it’s worth remembering that uncertainty is not a new phenomenon. The key lies in distinguishing what we can control from what we cannot—and focusing energy on areas where the greatest positive impact can be made.

For both organisations and individuals, attempting to focus on too many things at once often leads to overwhelm, inaction, and stagnation. Instead, here are three actionable suggestions to help create clarity and achieve success this year. Whether you’re responsible for managing and leading others in an organisation or reflecting on your own career, here are some ideas to help you focus and make progress in 2025.

For organisations: Making the most of your team

In 2025, success will depend heavily on maximising the potential of your existing team. Here are three priorities to help you achieve this:

1. Support managers to manage and develop others effectively and positively

A common pitfall in organisations is assuming that strong functional expertise translates to effective management. This is rarely the case. Effective management requires specific skills: motivating and managing people to maintain/improve productivity and retain talent. Unfortunately, many employees leave bad managers, not bad companies. A survey by Encompass Equality in 2023 amongst women found that 82% of respondents said that the support from their line manager had a huge or significant bearing on whether they decided to leave or not.

This loss of time and financial cost is avoidable in many cases with the right focus and development support.

Invest in training and development for managers, particularly those who lack natural management skills or who haven’t been able to learn from positive role models. A manager’s ability to lead well can directly influence the success of multiple individuals. In 2025, having a clear strategy to ensure your managers are well-equipped for their roles, is not just advisable; it’s essential.

Read this article to consider some of the skills good managers need.

2. Prioritise career progression

Career progression should be more than a buzzword—it needs to be a tangible part of your organisation’s culture. Work with individuals to develop clear career plans that align their aspirations with organisational goals. This approach boosts morale, maximises productivity, and increases retention. A survey by Encompass Equality in 2023 amongst women found that 70% of respondents said that career progression prospects was a huge factor driving whether individuals stayed with an organisation or moved on.

Managers need to be equipped to lead these conversations with their teams and individuals need to feel this is a normal conversation to be having and not to feel daunted to raise the topic.

Employees who see a future within your organisation are far more likely to contribute meaningfully to its success, as well as stay.

3. Make sure everyone has the opportunity to contribute

Every team member was recruited for a reason, and their insights and perspectives add value or at least they should if the decision to recruit them was right. Yet, how often are those voices truly heard?

Creating a culture where everyone feels valued requires deliberate effort. Focus on building collaboration among diverse team members and encouraging open dialogue – make sure every voice is head.

This sense of belonging and inclusion not only enhances productivity but also strengthens employee retention.

For individuals: Taking control of your career

Whether your goal is to switch organisations, secure a promotion, or thrive in your current role, creating focus is critical. Here are three areas to prioritise in 2025:

1. Strengthen key relationships

In today’s hybrid working world, it’s easy to neglect important relationships. However, strong relationships are the foundation of professional success.

Consider which connections—whether with peers, individuals you manage, seniors, or clients—need your attention. If you’re unsure where to start, this resource can help you assess your professional relationships and take practical steps to improve them.

2. Address difficult conversations

Avoidance often leads to bigger problems down the line. Since the pandemic, I’ve noticed a growing tendency to sidestep challenging discussions, whether due to remote working or residual unease.

If recurring issues or unresolved conflicts are creating negativity, it’s time to act.

Plan these conversations carefully—consider what you want to achieve, how to approach the topic constructively, and how to move forward collaboratively. I have supported many clients in this area both individually and through group training so please contact me if you’d like to discuss.

3. Build your network

Networking isn’t just a trend; it’s a powerful tool. Internally, strong networks can streamline your day-to-day work and open up new opportunities within your organisation.

Externally, networking helps you learn, grow, and stay connected in case you decide to explore new career opportunities – it’s not just from those with current business development opportunities! Make 2025 the year you actively expand both your internal and external networks.

Focus brings progress

The temptation to tackle everything at once is understandable but counterproductive. By honing in on a few key priorities—whether improving management skills, working with individuals on their career progression or strengthening relationships—you can create meaningful progress. Success in 2025 will be less about doing more and more about doing what matters most.

If you’d like to discuss how to equip your managers with the tools they need or, if you’re focusing on your own career and what your next steps should be, then get in touch.