Source: forbes.com
Workplaces are changing quickly, shaped by advancing technology, evolving employee expectations and more fluid team structures. As these shifts redefine how work gets done, leaders are taking a closer look at which human strengths they most need to leverage to build effective teams—not just to keep up with change, but to progress meaningfully through it.
Below, members of Forbes Coaches Council share the skills they would help every leader develop if they could. These are the most valuable mindsets and approaches leaders can cultivate in themselves and their teams to prepare for the near future of work. Read on to learn why strengthening these skills now can help teams stay resilient and thrive.
Systems Thinking
One of the most important mindsets for leaders is systems thinking, or the ability to see interconnections and anticipate how decisions impact the organization over time. Today, when talent challenges are increasingly interconnected, systems thinking allows leaders to leverage invisible connections that create competitive advantage while building deeper commitment from their people. – Adena Johnston, D. Mgt., Lateral Group
Contagious Enthusiasm
Optimism, or contagious enthusiasm, is one of the most important traits. Many employees feel their workplace is toxic. To counteract that, leaders must radiate energy that sees possibility in constraint and communicates hope with credibility. Research on mirror neurons shows that our brains naturally reflect the emotions of those around us. Leaders set the emotional tone, so fuel resilience, creativity and connection! – Sarah Nell Walsh, Wayfinders LLC
Reflective Development
Reflective development is the next frontier of leadership. It’s where listening meets curiosity and awareness becomes growth. As AI accelerates everything, the differentiator won’t be speed—it’ll be the human capacity to reflect, recalibrate and rise wiser. – Daniela Landherr, The Human Space
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A ‘Bounce Forward’ Approach
Two words: Bounce forward. Conventional wisdom encourages us to “bounce back” from a setback. But that implies returning to the state of being from which our setback occurred. That’s not possible. Life has moved on, and so should we. When you reframe “bouncing back” as “bouncing forward,” you are coaching yourself to go from where you are today to where you desire to be tomorrow. There is nothing backward about that! – Paul N Larsen, Find Your V.O.I.C.E. Coaching Academy
Strategic Curiosity Under Pressure
Strategic curiosity under pressure—questioning assumptions and exploring alternatives when under pressure—is vital. Our expat executive interviews revealed a clear pattern: As raw pressure increases, curiosity decreases. Leaders who maintain it practice deliberate reflection, ask questions relentlessly and manage stress outside work. Curiosity during a crisis isn’t natural. It’s cultivated, and it’s strategic. – Tom Roberts, Cranberry Leadership International
Big-Picture Perspective
Perspective is very important; I call it “seeing the forest and the trees.” In a world where constant stimuli compete for our attention, it is easy to hear something, interpret it quickly and run with it. Leadership requires us to pause, step back and understand what is happening within the larger context. Things are rarely as they first appear. We must learn to respond with balance and wisdom. – Marie Quintana, The Quintana Group
‘Ego-System To Eco-System’ Thinking
The shift from “ego-system to eco-system” thinking, as coined by MIT’s Otto Scharmer, is the most important skill to develop. In a brittle, anxious and nonlinear world, competitive advantage and resilience are built on the solid connective tissue of collective intelligence. Leaders need to consistently build bridges across teams to orchestrate diverse perspectives in solving complex problems that no single mind can grasp alone. – Aparna Arvind, Christopher Leah Consulting, Inc.
Emotional Intelligence
If I could hardwire one skill into every leader, it would be emotional intelligence. No matter how advanced AI becomes, emotions and relationships are still the gold currency of leadership. Data can inform—but only humans can inspire, influence and ignite real change. The future belongs to those who know how to lead hearts, not just systems. – Yann Dang, Aspire Coaching
A Multiplier Mindset
The most critical mindset for the future of work is the multiplier mindset: expanding others’ capacity rather than being the sole source of answers. Your leadership legacy isn’t what you accomplish alone, but what you accomplish through those you include and empower. The future needs leaders who catalyze, not control, who ask better questions, not provide all answers, and who make the impossible possible for others. – Susan Murray, Clearpath Leadership
Authenticity
A key skill that I often suggest to my senior leaders to impart to their people is authenticity. It is, of course, critical to build up their knowledge, have a strong ability to communicate, develop EQ and many other key things. However, one that is often forgotten is authenticity. It is one thing to know the best path to move forward, but if one is constantly changing one’s position, trust will often be lost. – Ash Varma, Varma & Associates
A Goal-Oriented ‘Play To Win’ Mindset
Leaders should establish one company goal and a “play to win” mindset, with the staff understanding their role in achieving success. This ignites ownership and team spirit. People love to belong—and they want to be part of a winning team. Everyone celebrates when the goals are met. Work becomes meaningful, energizing and fun. The culture shifts from simply working in the business to winning together. – Andrea Bullard, Andrea Bullard & Company
Adaptability Through Psychological Safety
If I could help leaders develop one skill in their people, it would be adaptability, but adaptability can only flourish in an environment of psychological safety. When people feel safe to speak up, make mistakes and share new ideas, they become more open to change. Adaptable teams don’t just react to challenges; they learn and evolve. That’s the foundation of sustainable growth. – Weixi Tan, Workplace Asia
Openness
Openness is vital. Being open—to receiving feedback, to providing feedback to others, to new ideas, to possibilities, to working in different ways with different people and to all sorts of other things—provides strong groundwork for team collaboration, innovation and trust. Being open requires vulnerability, so balance openness with a commitment to kindness. – Candice Gottlieb-Clark, Dynamic Team Solutions
Intentional, Compassionate And Clear Communication
My focus would be on empowering every leader to master the art of intentional, compassionate and clear communication. In our increasingly complex and fast-paced work environments, the absence of these three pillars—intention, compassion and clarity—inevitably fuels tension, anxiety and distrust. – Sohee Jun, S.J. Consulting, LLC
Grace In The Face Of Stress And Uncertainty
Grace is both a skill and a mindset every leader should have to move forward in any business. Offering grace when there are uncertainties and stress is key to building a culture that allows for mistakes and growth opportunities. No one is perfect, and leaders who understand and model grace will likely be trusted. – Michelle Martin Bonner, AMMEMPOWERMENT
Vulnerability
If I could instill one mindset in every leader, it would be vulnerability. The ability to ask for help, admit mistakes and say, “I don’t have all the answers,” isn’t a weakness; it’s a sign of people-first leadership. Ego is a culture killer. Vulnerability breaks down barriers, fosters trust and reminds teams that being human is the strength that fuels real connection and collaboration. – Alex Draper, DX Learning Solutions
Self-Awareness
If I could help every leader develop one human skill for the future of work, it would be self-awareness. When leaders understand their own patterns, what drives, triggers and inspires them, they lead with clarity and empathy rather than in reaction. In a fast-changing world, self-awareness is what keeps leadership grounded, human and truly impactful. – Patricia Arboleda, Arboleda Coaching
A Growth Mindset
Nurture a growth mindset for yourself and your team members. A growth mindset encourages the cultivation of curiosity and creativity because it opens up the human brain to learn and explore. And for those who lean toward a fixed mindset, plant the seeds for them to shift to a growth mindset so they can join their co-workers in seeing opportunities instead of threats. – Liz Guthridge, Connect Consulting Group
Ego Management
Ego management is a skill that allows everything else to be possible. Ego—our unconscious mindsets, beliefs and behaviors—is the culprit in all the choices we make. When the ego is unconsciously in charge, we miscommunicate, overcommit, blame others and become a victim or a martyr. When we manage it, we intentionally choose to show up with authentic confidence to maximize our impact. – Christie Garcia, Mindful Choice, LLC.
Conscious Presence
If I could help every leader develop one human skill or mindset for the near future of work, it would be conscious presence—the ability to pause, reflect and respond with intention. In a fast-changing world, grounded awareness is what creates trust, clarity and sustainable impact. – Kelly Weber, The Wander Project