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Forecasting 2025: Mission + Adaptation

leadership transition Jan 14, 2025
sailboat storm

- by Sophie Pinkoski

2025 is already shaping up to be another year filled with unprecedented change. Fortunately, over the years, we have learned how to adapt and anticipate unprecedented challenges that have come our way. With geopolitical disruption and economic instability, it is impossible to predict exactly what to expect for the coming years. What we can prepare for is maintaining stability in amongst uncertainty. In an attempt to stay afloat in an ever-changing, volatile world, it can become easy to lose sight of your organization’s intentions. 73% of leaders are already seeing change fatigue within their teams following years of global volatility. For this reason, focusing on your mission and purpose should become your foundation for the coming year. Keep your eye on what your organization aims to achieve to exact meaningful change in a sea of upcoming chaos and potential turmoil.

Reassure your team by presenting a clear sense of direction. This ensures your organization is grounded in what matters most for the year ahead.

Crisis planning can prepare your organization for any situation, both good and bad. In addition to planning, one thing we can do is predict the trends that have already begun to emerge in 2024. Rapid technological advancement with the introduction of AI, shifting workplace dynamics, political change, and evolving societal expectations are four main considerations going forward. Strategic priorities should consider the impact and opportunities of these trends to maintain a competitive edge within your organization’s industry. In this way, you can look ahead to a year of business continuity and productivity by preparing for what you can control, despite disruption.

You can set your organization up for success in the coming year by mindfully addressing the following trends:

Thoughtful use of AI–– This past year, AI has exploded into our lives, irrevocably revolutionizing the way we do our work. We have spent time since then experimenting with the many possibilities AI has opened up for us. We can now apply what we have learned in order to better maximize efficiency and productivity in our organizations. It is important that we apply these lessons in more thoughtful ways, taking ethical and practical considerations to heart. We can hone our use of AI in more specialized ways such as applying it to operational efficiency, strategic decision making, and improving consumer experience. According to Korn Ferry’s Global Work Force 2024 Survey, 65% of leaders are excited about AI’s impact on their work and 73% believe AI will enhance their organization in the next three years.

Responsible use of AI, however, means not replacing the human capacities in your team, but augmenting them instead. Humans will always be able to offer trust and connection.

AI will not be a perfect replacement for the skills your team members have. One thing AI can give us is quick data collection, but it’s the insights we can glean from it and what we choose to do with it that makes all the difference. Melding the human experience with AI insights means demystifying AI for your team through training such as workshops, webinars, or online courses. Ensuring your team is well informed on AI best practices gives them the ability to approach the technology in the most practical and intentional of ways.

Data analysis–– One helpful aspect of AI is the depth of data collection it can generate within seconds. The next step in our AI exploration is to use these helpful analytics to better understand market trends, consumer behaviours, and operational metrics. AI input offers real time insights that could have otherwise taken months to collect without it. While AI collects information in an objective manner, it is not without its biases based on the sources it draws from. It is therefore crucial to sift through data for any inaccuracies. In order to do so, your team should be trained in AI literacy. The swiftness with which we can obtain instantaneous AI data collection means we now have the ability to analyze large data sets in real time. This gives us the potential to make rapid adjustments based on consumer and stakeholder behaviours or feedback, which in turn opens up significant opportunities to apply data insights in innovative new ways.

Human connection for the hybrid workplace–– The past year has seen a gradual return to the office for many organizations. Despite an eagerness for this return to in-person work to stimulate relationship and culture building, research has started to indicate that not only are flexible working options more productive, but that culture can still be effectively maintained through hybrid means. For organizations that continue to provide individuals location options may find it lets team members focus better on their work, increasing their productivity and efficiency. In fact, following the pandemic, people are more likely to stay in their current role if given flexible working options. By continuing to advance hybrid work in 2025, we can create more intentional preparations for remote or hybrid workers.

There are options now for implementing culture and encouraging relationship building online.

Include your hybrid team members through online tools to adapt according to their needs. If your organization continues remote or hybrid options, work toward finding the best of both worlds. This way, individuals can choose a routine that that works around their unique lifestyle and needs while still prioritizing collaboration.

Wellbeing–– It has taken a long time to truly appreciate the impact of mental health on workers’ efficiency. We now know a healthy team is a productive one. Not only is a focus on wellbeing good for your team, but also helpful for leadership in general. The increase of high-pressure responsibilities for leaders has led to a decreased interest in leadership roles. According to Gartner, 75% of leaders are overwhelmed by their expanding responsibilities. When younger generations see the toll this type of stress takes on leaders’ mental health, they are less willing to take on that type of risk in their own career trajectory, which may lead to challenges to replace retiring leaders

Looking forward, we can do more to proactively prevent burnout in our leaders, thus also maintaining retention and easily filling talent gaps in the event of a leadership transition.

If individuals see organizations taking care of their leaders, they are far more likely to consider a leadership role themselves.

2025 will be a year for prioritizing innovation, adaptation, and empathy to promote resilience in your workplace. It means proactively balancing the new reality of AI and hybrid work with human connection and traditional operations. It is your opportunity to embrace and utilize disruptive technology and rapid change in thoughtful ways that align with your organization’s mission and values. Applying these new options responsibly will help your team maximize efficiency and improve strategic decisions within your organization without losing sight of your bottom line.

 

Further Reading:

Top 5 Workforce Priorities For Leaders In 2025, Forbes

The Biggest Business Risks For 2025, Forbes

Leadership Development Trends to Develop a Future-Forward Mindset, Korn Ferry

16 Trends Set To Disrupt Workplaces In 2025 (And How To Prepare), Forbes

Leadership Trends 2025: What Aspiring Leaders Need to Know. Emeritus

Key Leadership Priorities for 2025, Leaders Edge Inc.

Business Trends 2025: The Challenges and Opportunities, The CEO’s Right Hand

Leadership Trends for 2025: Human Connection Is the Catalyst for Future Success, DDI

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