It’s almost a cliché to say that we are “living through an era of enormous change.” But some things are clichés because they are true.
The 2020s have been an unpredictable decade, and this year has presented further challenges. People and organizations alike are struggling to adapt to fast-paced and unpredictable changes. Meanwhile, managers are often caught in the middle, trying to strike a balance between supporting their team and delivering strategic goals.
Coaching leaders can help, especially if there’s a focus on some of the specific upcoming changes. In this blog, we’ll look at those changes and offer tips on supporting your organization’s leaders.
2025: another year of non-stop change
As the year progresses, we’re seeing some distinct trends impacting how we work.
These changes also affect the way we lead. Managers need to be able to answer employee questions, deal with challenging scenarios, and align their teams with high-level strategy. The first step here is to understand what will be changing.
1. Artificial Intelligence is reshaping job roles
AI is now commonplace—over half of U.S. adults now use Large Language Models such as ChatGPT, with 16% of workers saying they regularly use AI in their jobs. Most businesses are still in the early stage of AI adoption, with the trend towards automation expected to continue for the foreseeable future.
Potentially, this could lead to drastic changes in job roles and how teams are organized. Leaders must support their teams as they adapt to the new way of doing things. Some leaders might also find that they’re responsible for automated processes—effectively, they’ll be managing virtual employees.
What this means for leaders:
- Rethinking job descriptions and workflows
- Ensuring teams receive training in AI technology
- Being responsible for automated processes
Coaching suggestion: Develop an AI utilization framework
Artificial Intelligence is a new technology, which means that most organizations will need to take a learn-as-we-go approach.
However, leaders will need to make decisions about AI every day, and many would like clarity on issues such as:
- What is the organization’s risk tolerance when experimenting with new rules?
- What are the privacy and compliance rules for using AI?
- What training options will be available for employees who use new tools?
- Who authorizes an AI tool for in-house use?
- How does automation impact the hiring strategy?
Seminars and one-to-one coaching can help leaders understand how these issues might impact their teams.
2. Global factors are having local effects
While most leaders would prefer not to think about politics, the fact is that a lot of things are happening right now, both nationally and internationally. Externalities such as these do have a direct impact on teams. For example, international trade tariffs have disrupted supply chains, directly affecting demand planning.
We’re also seeing changes to things like Affirmative Action, government procurement, and immigration law. All of these things might affect internal policies or make a material difference in employees' lives. Leaders will need to respond to challenges arising from these changes.
What this means for leaders:
- Adapting to external factors (such as supply chain disruptions)
- Applying updated HR policies
- Supporting team members who might be affected by externalities
Coaching suggestion: Hold seminars on organizational strategy
Leaders need to understand what change means for the company. Seminars are a great way to disseminate crucial information, allowing leaders to discuss topics such as:
- What is the roadmap for digital transformation, including tech adoption?
- Will regulatory or economic factors impact operations?
- Are the long-term goals changing?
- How will the company remain true to its vision and values?
The seminar forum allows group discussions, allowing leaders to talk about how they will turn strategy into action.
3. Employee expectations are evolving
Employee relations have been evolving rapidly since the beginning of the decade. Baby Boomers are retiring, and Gen Z expects greater partnership with their leaders. Today’s managers are expected to have higher levels of empathy and emotional intelligence. They must also be closely involved in their team’s career goals by offering support, mentorship and coaching.
Benefits are also changing, with an increased focus on flexibility and work-life rewards. A good leader should understand the Total Rewards structure and leverage that to create an outstanding employee experience.
What this means for leaders:
- Improving soft skills like empathy and communication
- Learning how to coach and inspire team members
- Paying close attention to the employee experience
Coaching suggestion: Offer one-to-one development
Even the most experienced leader may need to refine their techniques in the face of changing employee expectations.
Management coaching can help leaders meet new challenges. Particular areas to focus on include:
- Communication skills
- Hiring best practices
- Employee development
- Empathy and inclusion
- Time management
No matter what lies ahead, leaders will always need to guide, inspire and direct their teams. Developing core management skills is the best way to prepare for the future.
4. Talent shortages are widening
Many industries are struggling to find workers, with up to 40% of positions unfilled in some sectors. Teams are working harder than ever to fill these gaps, while some projects are stalled because of a lack of expertise.
Many companies are experimenting with alternative solutions, and leaders must adapt. For instance, some companies are moving away from qualification-based hiring and towards experience-based hiring, while others are investing heavily in developing their existing employees. All of these approaches create fresh challenges for leaders.
What this means for leaders:
- Handling issues arising from staff shortage
- Discovering new ways to recruit talent
- Rethinking the approach to professional development
Coaching suggestion: Support leaders’ work-life balances
Employees have become more conscious than ever of the importance of a work-life balance, which is impacting recruitment. Ironically, managers are now reporting increased rates of burnout and lower engagement.
This is often because talent shortages can caused increased workloads, as well as stress about missed targets. Coaching on work-life balance should focus on areas such as:
- Managing workloads and delegating where appropriate
- Utilizing paid time off and limiting long hours
- Asking for help in stressful situations
- Taking advantage of wellness benefits provided by Total Rewards
- Acknowledging stress and taking action before it becomes chronic
Workplace wellness often starts at the top. When senior leaders take their well-being seriously, it sets the tone for the rest of the organization. The net result is higher engagement, improved productivity, and enough energy to face the challenges ahead.
5. Organizations are making big changes
All of the above factors have an impact on high-level strategy. Some businesses are going all-in on AI; others are rethinking their plans for international expansion. Employers are also looking at new ways to build their teams, focusing more on remote and fractional workers.
Strategic changes can mean major changes to existing processes. That creates a fresh challenge for leaders, who will need to guide their teams through change and align them with the company’s new direction. The greater the change, the greater the leadership challenge.
What this means for leaders:
- Adapting to changes in strategy
- Communicating change to employees and helping them adjust
- Providing feedback to senior leadership
Coaching suggestion: Improve peer communication
During times of change, leaders must work closely with other leaders, ensuring that all teams are pulling in the same direction.
This isn’t easy, especially if your company is divided into silos. Coaching can help improve peer-level communication between leaders with strategies such as:
- Leadership seminars to allow discussion between teams
- Job shadowing allows leaders to see how other teams operate
- Mentoring to help new leaders better understand the organization
- Training sessions on the best use of reporting and analytics tools
- Communication training to improve collaboration
Improving peer-to-peer communication will improve organizational readiness and flexibility. In turn, this will make it easier to adjust to any sudden transitions in your company’s direction.
Prepare your leaders for whatever comes next
Effective leadership coaching isn't just about improving individual performance; it's about building organizational resilience. When leaders have the tools to navigate uncertainty, communicate through change, and support their teams during transitions, the entire organization becomes more adaptable and competitive.
At Helios HR, we understand that every leader's development needs are unique. Our comprehensive leadership development programs include:
- Leadership coaching and 360° reviews tailored to your organization's specific challenges
- Leadership alignment and DiSC® workshops to improve team dynamics
- Succession planning to build your leadership pipeline
- Strategic consulting to align leadership development with business goals
Don't wait for the next wave of change to hit. Book a call with a Helios HR consultant to discover how we can help your leaders thrive in an uncertain world.
