As 2025 comes to an end, one thing is clear: government work is changing faster than ever. From responsibly using AI to filling critical talent gaps and meeting growing public expectations, all while creating more optimization and efficiencies in mission delivery, this year has challenged—and may ultimately strengthen in the future—the public sector workforce. The lessons learned in 2025 can set the stage for transformation in 2026.
Through our Community Conversations webinar series this year, we’ve talked about what it takes to lead through uncertainty, navigating personal and professional pivots, focused on restoring trust, and investing in the future of federal leadership by creating a culture of learning and professional development. At the 2025 Federal Innovation Summit, we also explored how technology, AI and collaboration can help agencies deliver on their mission in new ways by leveraging skills-based hiring and redesigning career paths.
Now, as we look ahead to 2026, the big question is: How do we turn what we’ve learned and experienced over the last year into real impact?
Three Things to Keep in Mind for the New Year
AI Is Here—Lead with Purpose by Integrating Human and Artificial Intelligence
AI is changing how government agencies deliver services, manage talent, and make decisions. But technology alone isn’t the only answer, and we can’t lose sight of what makes public service unique—human judgment, empathy, and accountability. In 2026, we’ll need to continue the focus on blending AI with human expertise to create smarter, more responsive systems.
One quick audit: How can we use AI to enhance—not replace—the critical thinking and creativity of our workforce?
Resilience Is a Strategy, not a Buzzword
This year proved that resilience isn’t just about bouncing back—it’s about planning ahead and building systems that can adapt to change. For 2026, agencies need to invest in skills development that strengthen resilience by providing skills intelligence tools to identify gaps, make upskilling easy and personalized, and enable more talent mobility options that allow employees to move into mission-critical roles quickly.
One quick audit: Is our workforce equipped to learn, adapt, and thrive- even in times of uncertainty and change? If not, what steps can we take in 2026 to build the skills and flexibility our agency needs to deliver on its mission?
Workforce Agility Is the New Advantage
Agility is no longer optional—it’s mission-critical. Agencies, leaders, and a workforce that can pivot quickly, reskill employees, and adapt to new technologies will lead the way.
In 2026, we must continue to build a culture of continuous learning and flexibility by asking:
Are we giving our people the tools and training they need to respond to change with confidence?
Here’s How to Get Started:
Use these practical steps to start building resilience and agility today for a better prepared start to the New Year:
- Check Your Workforce Strategy: Review your current workforce plan. Where are the gaps in skills, technology adoption, and employee performance or engagement? Use skills and intelligence tools to identify critical areas for improvement.
- Make Learning a Priority: Continuous learning is the foundation of transformation. Implement personalized learning platforms and/or career development plans that make new and enhanced skills easy, accessible, and aligned to mission needs.
- Connect and Collaborate: Share ideas and benchmark best practices with other agencies and private industry. Leverage talent mobility programs to move employees into mission-critical roles quickly and foster cross-agency partnerships for innovation.
- Plan for AI + Human Integration: Audit your processes to identify where AI can enhance—not replace—human judgment. Develop training programs that prepare employees to work alongside AI tools effectively- especially for those in non-technical and support roles or on the front lines.
- Build Flexibility into Career Paths: Adopt skills-based hiring and career development strategies to create adaptable pathways for employees as mission needs evolve.
