What if We Invest and They Leave?

“What if we train our employees and they leave?”
“What if we don’t—and they stay?”

That’s more than a clever quote – it’s a true business risk.

• You have your product roadmap.

• You’ve defined your growth strategy and go-to-market plan.

• You’ve designed the right organizational structure to deliver.

Here’s the essential question: does your team have the skills to pull it off? AI and other technologies will drive amazing impact in our world, but an AI agent can’t be held accountable.

The “humans in the loop” are the connective tissue of your business. They are what turn strategy into execution, excellence into habit. Yet people aren’t born knowing how to create cultures of clarity, communication, and cohesion. These skills must be learned, practiced, and reinforced.

We’ve got to rethink the somewhat dismissive term “soft skills.” They are business-critical capabilities that directly drive performance, engagement, and retention.*

So often though, learning and development investments get deprioritized as non-essential. The irony? Growth rarely stalls because the technical work isn’t getting done; it slows when managers can’t align, teams disengage, and top performers quietly move on. The cracks don’t show up in the code, the product, or the process. They show up in communication, trust, and everyday management moments that define execution. Another irony? Investing in staff development is a proven retention tool. People are more loyal to and motivated by organizations that help them grow.

• The cost of developing your people is measurable.

• The cost of not developing them? That’s existential.

I love partnering with organizations to build the management and leadership capabilities that keep culture, performance, and business growth in lockstep, and then watching them thrive.