LinkedIn CEO Challenges Traditional Career Planning
Ryan Roslansky, the CEO of LinkedIn, has recently shared his views on career planning, suggesting that the traditional five-year growth plans many people rely on are “outdated” and “a bit foolish.” In an episode of the podcast “No One Knows What They’re Doing,” he emphasized the need to adapt to the fast-changing job market influenced by technology and economic shifts.
Roslansky believes that instead of focusing on a strict long-term plan, professionals should concentrate on short-term learning and experiences. He advises individuals to think about what skills they want to develop over the next few months rather than feeling pressured to map out their entire career path in advance. This approach, he argues, is more relevant in today’s dynamic environment.
Having led LinkedIn since 2020, Roslansky highlights how advancements, particularly in artificial intelligence, are reshaping the workplace. According to data from the World Economic Forum, nearly 39% of essential worker skills are expected to change by 2030. Given this rapid pace, he believes that focusing on immediate skill-building and experiences is a more effective strategy than trying to predict where one will be in five years.
Others in the career advice field still advocate for five-year plans, stressing that structured goal-setting is crucial for achieving aspirations. Talent management expert Mary McNevin mentioned that these plans allow individuals to adjust their paths as needed without losing sight of their ultimate goals.
However, Roslansky strongly supports a flexible approach to career development. He explores this concept further in his podcast, “The Path,” where he discusses the non-linear career journeys most individuals experience. He points out that many people believe in a straightforward career trajectory—like graduating and quickly moving into a chosen profession—but this is rarely the reality.
Data from LinkedIn reveals that most people switch careers multiple times throughout their lives, often changing jobs as many as 16 times. This trend is particularly evident among Gen Z workers, who typically change jobs every 1.1 years, driven by a desire for advancement and growth opportunities rather than just seeking new positions.
Roslansky encourages professionals to focus on immediate steps—gaining skills and experiences—which can lead to unexpected career opportunities. He believes that taking charge of one’s career is essential, as no one else will do it for you.
