Effective leadership has long been defined by expertise, speed and decisiveness. As artificial intelligence changes the status and value of expertise, this is rapidly changing. According to Deloitte, as of January 2026, more than a quarter of companies reported that AI was having a transformative effect on their operations. For leaders, this not only means that work is changing but that their priorities are, too. In 2026, leaders are no longer simply managing people and their performance; they are now governing complex socio-technical systems whose consequences can extend far beyond the company itself.

As a leader, you can’t be everywhere all the time, but you can influence at least a few of your organization’s micro-cultures. Done right, you can use these interventions to have a positive and pervasive impact across the organization.

In today's business environment, leaders face unprecedented challenges supporting their teams. From economic uncertainty to political upheaval, it is becoming increasingly difficult for leaders, even in the U.S., to ignore the impact of trauma in the workplace.

Written by Carol J. Geffner, Ph.D. and Chris Corwin, M.P.H., this white paper discusses the challenges hospital C-suites face in leading disruptive change as the healthcare system transitions to value-based care. The insights are based on interviews with 20 hospital CEOs.

If you want to change your organization’s DNA, expect to be in it for the long haul, but don’t rule out some quick gains. With the right stimulus, you may discover that your organization’s DNA is more changeable than imagined.

Making an effort to promote authenticity in the workplace is valiant and even necessary. However, companies must recognize that it isn’t a one-size-fits-all project. To truly commit to authenticity, it's vital to ensure all employees, regardless of their demographic, are supported.