A good leader today is no longer just someone who hands out tasks, but someone who builds community, involves others, and motivates at the same time – and to do this, it is necessary to keep up with innovations. Developing leadership training has become one of the main focus areas of the HR profession in 2025. Not sure where to start? Here is a useful professional GPS to help you navigate with confidence!
Gartner surveyed nearly 1,500 HR leaders from more than 60 countries about what they consider the sector’s priorities for 2025. The respondents identified leadership and manager development as the most important area. Why is that? Two additional data points provide the answer: 75% believe leaders are overworked, and 70% say their leadership programs do not adequately prepare them.
In workplaces, the cooperation and expectations of multiple generations with different socialization backgrounds, the spread of remote work, and global economic uncertainty have all posed challenges for leaders. To this already intense situation, AI and automation have also arrived in recent years. It is no wonder that leadership skills must be continuously developed to ensure companies remain competitive.
Employees today not only want accurate and relevant information from their leaders, but also genuine attention and useful feedback. Recognizing performance at every level of the company is crucial; it strengthens the team and the corporate culture. Without ensuring two-way communication, giving open and straightforward answers to questions, and handling conflicts with empathy, a leader can hardly be successful today.
It is essential to adapt to new situations, which requires flexibility and a high level of awareness. In 2025, leaders’ digital competencies will undoubtedly be decisive in keeping companies competitive. The conscious use of AI, digital tools, and automation is already at the top of priority lists in most industries, and leaders must also be confident and skilled in these areas.
Alongside all business and professional goals, leaders primarily deal with people. Even if a company provides the conditions for success in terms of tools and opportunities, if the human factor is pushed into the background, painful surprises in efficiency may arise. Today’s leaders have a direct responsibility to build bridges between employees from different generations, cultures, and working styles. Diversity and inclusion begin at the level of corporate programs and values, but their realization also depends on leaders.
In recent decades, leaders have gradually shifted from a directive position to a mentoring role. In addition to motivating the team, fostering individual talent, and supporting career paths, good leaders today pay particular attention to providing trust and support for their subordinates’ individual professional decisions (empowerment). Encouraging independence (through a coaching approach) can contribute to long-term collaboration and success.
Leadership is not “knowledge gained once and for all” but a process of continuous development. New challenges arise, new eras emerge, new generations enter the workforce, all of which may require new leadership skills and perspectives. In recent years, the arrival of Gen Z in the labor market and the spread of the home office have already brought many changes to leadership. However, an economic or corporate communications crisis may also demand increased flexibility from leaders. Adaptability, setting an example as a leader, and building consciously and consistently create long-term results and values in corporate culture.
Watch the entire road! The biggest mistake of a corporate leadership program may be considering training complete after just one workshop. Knowledge loss is not the only issue – finding new answers to new challenges also becomes more difficult if leadership training is not regular and continuous.
Navigate wisely and skillfully! Just as learning traffic rules alone is not enough to drive, in the workplace too, coordinating teams requires practical experience. Overemphasizing theory is a typical mistake in leadership training, so the focus should be on real-life situations and practical application.
Help the other drivers too! Leadership training often focuses exclusively on the top levels, yet middle managers have a much more direct impact on the employee experience. Expected results typically fall short if training excludes those who lead departments or smaller teams.
The digital internal communications platform functions like a professional GPS in leadership training: it provides continuous, real-time access along with guidance.
With well-prepared leaders, teams can become more effective and successful. Strengthening and developing leadership skills improves employee satisfaction and plays a key role in unlocking individual talents.
