People in the corporate world are buzzing this week after LinkedIn released it’s latest report introducing the latest buzzword "Talent Velocity." However, it’s worth noting this is more than just buzz. The data reveals a much more sobering reality that shouldn’t come as a surprise. 86% of companies are stuck in neutral or burned out the clutch while 14% of organizations are racing ahead. In summary, the vast majority are spinning their wheels "planning" transformation rather than executing it. While many are quick to claim it’s a technology problem, it’s clear we’ve got a crisis of organizational metabolism. 

This week, I’m deconstructing the massive 2026 LinkedIn Talent Report, based on data from 1 billion members and 14 million jobs, not as a news update, but as a reality check. I explain why this report may not come as a "discovery" of new trends for many, but a validation of the things we've known for years but continue to fail to act on. I’m also stripping away the HR buzzwords to show you why "velocity" isn't about moving faster; it's about getting surgical about the friction that is currently burning out your workforce. 

My goal is to move you out of "Planning" to "Progressing" by exposing the specific blind spots, from bad data to American complacency, that are keeping you in the 86%.

• ​ The Validation Gap (No More Excuses): We’ve known for years that skills matter more than titles, yet most companies are still just "talking" about it. I break down why the "Leaders" aren't smarter than you—they just treat talent agility as a business imperative rather than an HR project, leading to massive gains in confidence around profitability. 
• ​ The "American" Blind Spot (Data Arrogance): We love to think we are leading the charge, but the data proves otherwise. I call out the uncomfortable truth that North America is lagging far behind APAC (22% vs. 41%) in skills-based planning, and why relying on static job descriptions means your AI strategy is effectively hallucinating. 
• ​ The "Human" Premium (S-Tier Change Management): You cannot add velocity to a system that is already at max capacity. I dive into my own contribution to the report regarding "S-Tier Change Management" and explain why the companies winning at AI are actually 5.5x more focused on "Building Trust" than their competitors. 

By the end, I hope you see this data not as a reason to feel behind, but as a blueprint for subtraction. You cannot simply "add" AI to a broken system; you have to do the surgical work of removing the friction first.

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If this conversation helps you think more clearly about the future we’re building, make sure to like, share, and subscribe. You can also support the show by ⁠buying me a coffee at https://buymeacoffee.com/christopherlind

And if your organization is wrestling with how to lead responsibly in the AI era, balancing performance, technology, and people, that’s the work I do every day through my consulting and coaching. Learn more at https://christopherlind.co

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Chapters

00:00 – The Hook: The 14% vs. The 86%

04:00 – The Validation: Why "Nothing New" is the Real Problem

07:00 – The 5 Accelerators: From Culture to Career Power

14:00 – The Skills Blind Spot: Why the US is Falling Behind

24:00 – The "Lind" Take: S-Tier Change Management & The Trust Multiplier

33:00 – The "Now What": Auditing Your Data & Subtracting Friction

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