Learning & Development
The past few years have brought unprecedented change. Some of these changes, like rapid advancements in technology and AI, have hovered on the periphery for many years previously. Other changes - like the pandemic related work-from-home boom of early 2020 - seemingly happened overnight. Amidst all these changes, employees endlessly adapt. The challenge is how the organisations we belong to can best support their employees professional development amidst an ever-shifting work environment.
Only through emphasising the importance of learning and development opportunities can organisations prepare their teams for the future, ensuring that change isn’t merely seen as inevitable - but also, as an opportunity that is truly exciting.
New models for work, new opportunities for global collaboration
We can see that over the past few years, our very concept of work has changed. Previously more location-specific - requiring a group of skilled professionals to physically gather together - new, hybrid work models and digital accessibility now enable natural collaboration on a global scale.
Encompassing a broad spectrum of projects and disciplines, the Praxity Alliance naturally facilitates collective knowledge, shadowing, and the sharing of expertise. The global nature of the Alliance means that Praxity enables cross-border projects, with member firms seamlessly collaborating on a global scale to navigate complex client challenges. Throughout Praxity, multiple member firms are continuing to explore secondments, workcations, and job swap opportunities to facilitate additional learning, while strengthening our international relationships.
Each and every one of our member firms are able to access a global network of professional collaborators. Vetted to a high degree, our rigorous peer-reviewed application process ensures the outstanding quality of our firms. This is essential to building an effective network, able to work with speed and accuracy.
A necessity for employees & employers alike
According to Harvard Business Review, a recent study revealed that 86% of employees would consider changing jobs in order to switch to an employee that provided greater opportunities for learning and development; in parallel to this, a 2018 LinkedIn Workplace Learning Report revealed that ‘94% of employees would stay at a company longer if it invested in their career development’.
Clearly, an emphasis on learning and development delivers real-world results for employee retention. Upskilling and training is something organisations must do in order to keep teams fulfilled and engaged, reducing turnover while opening up possible pathways for innovation and efficiency.
Occasions that bring like-minded professionals together are valued deeply by employees, enabling individuals to grow their professional network, share ideas, have technical discussions, learn from new perspectives, and build personal relationships. At Praxity, our annual schedule of conferences provide regular professional development opportunities for employees across the globe. Throughout 2025, our conference schedule will bring together global financial leadership across global locations, including the UK, Los Angeles, San Diego, and Amsterdam, and we look forward to introducing more locations for 2026 and beyond.
Recognising professional development
Accreditations and certifications further help employees understand (and value) the organisation that they belong to. Certifications foster community and transparency, helping verify the values of the business for employees of all levels, while simultaneously attracting like minded businesses and investors.
On this note, we’re proud to recognise that Praxity member firm Albert Goodman has achieved BCorp certification in recognition of the firm’s outstanding work in ESG, CSR, and DEI. The company’s social impact credentials have been recognised by B Lab, which requires companies to meet a high threshold for social and environmental performance, coupled with accountability and transparency. Becoming a recognised B Corp organisation takes 18 months to achieve initial verification, and companies are required to re-audit every 3 years. This in-depth review, and the awarding of a BCorp certification to Albert Goodman, is testament to the organisation's commitment to the highest standards.
Embracing future generations of leadership
The next generation of leadership are purpose-driven, and define themselves in relation to their community. Embracing long-term thinking, it’s essential that organisations develop a future-ready workplace that creates positive opportunities for learning and development. We can see a dynamic where learning and development is sometimes dismissed, deprioritised and even ignored due to the difficulties in measuring a tangible outcome. But the message is clear: investing in learning and development maximises benefits, creating employees that feel committed to their organisation and engaged in the work they do, resulting in lower attrition and higher output.
Throughout Praxity, there is a remarkable and widespread opportunity to learn from others in the network across different territories, and innovate accordingly. As hybrid working continues to touch all of our lives, future-focused organisations must continue to invest in learning opportunities that map onto real-life challenges experienced by employees. This, in turn, has a positive impact on employee wellbeing, with employees benefiting from social learning combined with the acquisition of additional training and hard skills. Learning and development does not happen by chance alone; organisations must actively seek out environments that empower their employees to thrive, challenge themselves, and expand their capabilities.
Through the opportunities created by Praxity, we’re proud to see our Member Firms foster cultures of trust and accountability, creating environments that provide opportunities for leadership development and set the stage for the next generation of talent to thrive.