The workplace is undergoing rapid transformation. Complexity is increasing, technology is evolving faster than ever, and the way people work, connect, and lead fundamentally differs from what it was just a few years ago. Yet leadership development in many organizations still relies on outdated models designed for a more stable, predictable world. It’s no wonder that many leaders feel overwhelmed, underprepared, and disconnected from their teams. In a recent LinkedIn Live session, Nena from Semos Cloud welcomed Anabel Fall, a global CHRO and leadership strategist with over 25 years of experience, to discuss why traditional leadership training no longer serves today’s realities. Their conversation offered a thoughtful critique of current leadership practices and a fresh perspective on what leaders need to thrive in this new era of work. Leading with Questions Instead of Power Anabel opened with a sobering reflection. “We are preparing people for the wrong future,” she said. “And even though we know that, we continue. We are trying, but there’s a gap between knowing and changing.” One of the biggest shifts Anabel emphasized is the need to move from control-based leadership to a more influence-driven and inquiry-led model. “You need as leaders to think about how I lead through influence and questions rather than through hierarchy or power or role or answers,” she explained. “That is a fundamental shift, and we cannot underestimate it.” Nena echoed this theme, pointing out that we often expect leaders to perform in a system that no longer fits the reality of their day-to-day. “We’ve seen companies continue to invest in traditional development programs, but the world of leadership has changed so dramatically that doing more of the same faster just doesn’t solve the new challenges,” she said. Don’t miss out on the full conversation! Watch the LinkedIn Live: Adapting to Complexity and Rising Expectations Complexity today stems from a combination of social, technological, and generational shifts. From geopolitical uncertainty to the explosion of AI, leaders are being asked to make faster decisions with less certainty and more scrutiny. Anabel reflected on the changing expectations leaders must meet, especially across generations. “My expectations have changed,” she admitted. “I want to be treated more as an individual. I want to see more inclusivity and belonging.” That personalization requires leaders to get comfortable with ambiguity and listen before they act. “It’s no longer about giving answers based on what worked for me in the past,” she said. “It’s about listening to what others see and would like to do, and then collectively learning from that.” Strategy, Adaptability, and Ethics Matter More Than Ever As the conversation turned toward skill sets, Anabel emphasized three main areas of capability: human-centered leadership, adaptive and strategic thinking, and digital and ethical fluency. “It’s not about treating others the way you want to be treated anymore,” she said. “It’s about treating others the way they want to be treated. And that’s a fundamental shift.” She went on to explain that while technical skills still matter, they are not enough. “Leaders today need to understand AI and data, yes, but more than that, they need an ethical framework. That’s the hardest part to build, but the most essential.” Adaptive thinking is also essential. “AI can help us be more efficient, but it cannot replace strategic thinking,” she said. “It cannot replace your ability to hold uncertainty, to reflect, and to guide others through change.” Moving from Training to Continuous Real-Time Support Nena brought in Semos Cloud’s approach to this problem by highlighting how new AI Agents are transforming leadership support. “The idea is to give every leader real-time personalized support when things are happening,” she explained. “Not just waiting for a training session or a feedback review, but helping them coach, recognize, and decide in the moment that matters.” Anabel agreed, adding that leadership cannot be built in bite-sized learning alone. “You cannot fundamentally change how someone leads in 30-minute stints,” she said. “We need more experiential learning and moments of reflection. Coaching, mentorship, and real-time support are essential.” Unlock your AI-powered Manager Agent and lead with confidence, clarity, and impact — right when it matters most. Lead Smarter with AI Trust Is Built in the Gaps Between the Processes The role of trust was another central theme. Anabel made it clear that trust is not something you create through annual programs or performance forms. “If we over-index on process and under-index on content, we have a problem,” she said. “Trust is built through curiosity and connection. It’s about asking, not judging.” Nena added that in hybrid environments, this becomes even more important. “You don’t always see when someone is struggling. That means you have to be intentional about how you show up as a leader. It’s about modeling openness, asking good questions, and being human.” Anabel shared her habits as a leader. “I always try to end one-on-one conversations by asking, Was this helpful for you? Is there anything I could have done differently? That’s how you normalize feedback and build trust over time.” Different Leaders Have Different Needs Preparing leaders also means understanding where they are on their journey. Anabel explained that first-time managers often need structure, a playbook, and permission to not know everything. “They need a safety net,” she said. “They need reminders, not just training. Nudges that help them think about whether they gave feedback today or checked in with someone.” Seasoned leaders, by contrast, often need to unlearn. “You may feel like you knew what worked, but the context has changed,” she said. “So now, it’s about having the humility to say I need to relearn and be okay with not knowing.” Nena supported this point by emphasizing that one-size-fits-all development just doesn’t work anymore. “The problems people are facing are different depending on where they are in their journey. That’s why our tools are designed to adapt to each manager’s level and style.” Human Leadership Cannot Be Replaced, but It Can Be Amplified The topic of AI and automation naturally came up. While many worry that technology will replace leadership, Anabel took a more nuanced view. “AI should not be about getting the first answer and stopping there,” she cautioned. “You still need to think. You still need to ask questions. You are accountable for the outcome.” She also noted that too much emphasis on output and efficiency can harm people. “If we use AI to only create more work, we will burn people out. Sometimes, repetitive work gives your brain space to rest. Not everything needs to be optimized.” Nena agreed and added that AI can be a quiet but powerful support. “It’s not about replacing leadership,” she said. “It’s about being there in the moments that matter. Giving leaders the guidance they need to lead with confidence and care.” Leadership Is Not a Title. It Is a Way of Showing Up The conversation ended on a reflective and inspiring note. “You’re always leading,” Anabel said. “Whether it’s yourself, your team, your strategy, or your organization. Leadership isn’t a title. It’s a way of showing up.” Nena concluded by reinforcing that supporting leadership is not just about fixing individuals. It’s about changing the system. “Trust, resilience, communication, and connection. These are not buzzwords. They are the connective tissue of a healthy organization.” Final Thoughts For companies looking to prepare their leaders for the world ahead, the message is clear. Stop training for a world that no longer exists. Start building systems that support human-centered, adaptive, and empowered leadership in real time. If you want to continue the conversation, explore our leadership solutions, or see how AI can support your managers without losing the human touch, subscribe to our newsletter or connect with us directly. 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