The last several years have been a crash course in agility and resilience for organizations. Shifts in the labor market, geopolitical tensions, and an unpredictable environment of regulatory changes have put pressure on the C-suite to not only react to external events, but plan for continued uncertainty.
CHROs are feeling the pressure, particularly when it comes to managing the workforce in a softer labor market and with slower immigration. They are also working with expectations from CEOs to build organizational agility. In fact, a majority of CEOs (78%) emphasize “the growing importance of organizational agility in workforce management,” according to SHRM’s CEO Priorities and Perspectives report.
The Focus on Workforce Management
As external pressures mount, the ability to pivot strategies and realign workforce capabilities becomes paramount. CHROs are turning to leadership and manager development (L&MD) to prepare. Nearly half (46%) of CHROs identified L&MD as one of three top priorities for 2026, according to the same report. They’re looking to build leadership and management skills that will help guide teams and govern organizations. This aim goes hand in hand with change management. Well-equipped leaders can better confront sudden shifts with agility and resilience, while leaders with shakier foundations can falter.
Taking Action to Confront Uncertainty
Developing leaders within an organization can help confront the world of uncertainty just outside the office. However, this requires a strategic approach. When building a strategy for leadership development, CHROs have to consider several critical factors including gaining buy-in from other senior leaders, aligning development with organizational goals, proper resource allocation for sustainability, and succession planning.
With the growing need to be agile and plan for uncertainty in change management strategies, CHROs cannot afford to overlook the value of building a robust pipeline. Strong leaders stand ready to take the helm and guide teams through any sea change, turning potential disruption into opportunity.
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