Top 5 Leadership Shifts to Watch After the Summer Break

As the business world slows down for summer, deeper currents are moving beneath the surface. Global dynamics are shifting. Technology is accelerating. Regulations are evolving. And leadership, too, is entering a new phase.

At IESF, we’ve gathered insights from our partners worldwide, and we see five clear shifts taking shape in executive leadership. These changes will define how leaders think, act, and guide their organizations through the second half of 2025 and into 2026.

Here’s what to expect — and what it means for your leadership strategy.

1. From Strategic Planning to Scenario Thinking

Rigid roadmaps no longer work in today’s world of rapid change. Modern leaders are shifting from linear plans to scenario-based leadership — preparing for multiple futures instead of betting on a single path.

Eva McLellan, contributing to the World Economic Forum, says:

“Leaders must now hold multiple truths at once and act decisively under pressure.”
(Source: World Economic Forum, 2025)

What does this mean for leadership?

• Embracing uncertainty with confidence

• Building adaptive teams who can pivot fast

• Making space for flexibility and iteration

At IESF, we’re seeing growing demand for executives who can combine systems thinking with agility — leaders who are comfortable making decisions in grey zones.

2. From High IQ to High EQ

Competence matters, but in today’s workplace, emotional intelligence (EQ) is what creates followership and trust. Leaders are expected to be more human, more self-aware, and more emotionally available.

According to Big Think+, EQ is one of the core leadership trends for 2025:

“Emotional intelligence is becoming the new executive instinct. Leaders who listen, reflect, and connect will outperform those who merely instruct.”
(Source: Big Think+, 2025)

What we’re seeing:

• Empathy is no longer optional

• Vulnerability is a leadership strength

• Resilience, compassion and self-awareness are rising evaluation criteria

At IESF, we now assess candidates not just on their experience, but on how they lead people. Can they coach? Can they listen? Can they build psychological safety? These are key indicators of leadership success.

3. From Global Reach to Local Impact

Global companies now expect more than a global mindset — they want cultural intelligence and local relevance. Leaders must understand the nuances of the markets they operate in, not just the global strategy.

We see a growing demand for:

• Executives with deep regional insight

• Leaders fluent in local regulations and customs

• A balance of global vision and local fluency — also known as glocal leadership

For executive search, this means:

• More regionally tailored assessments

• Stronger local partnerships in cross-border assignments

• Greater emphasis on language skills and contextual judgment

4. From AI Curiosity to AI Accountability

AI is no longer a side topic — it’s front and center in boardroom conversations. The question is no longer “Are you using AI?” but “Are you using it responsibly, transparently, and compliantly?”

As Forbes puts it:

“The leaders of tomorrow are not just AI adopters, but AI stewards — responsible, ethical, and trusted.”
(Source: Forbes, 2025)

Leadership now requires:

• Understanding frameworks like the EU AI Act

• Governance over AI decision-making

• Human oversight in recruitment, evaluation, and communication

5. From Sustainability to Regenerative Leadership

Sustainability is evolving. It’s no longer enough to do less harm — today’s leaders are called to do more good. This is the rise of regenerative leadership.

As Chaya Mistry (GoodComms) explains:

“Regenerative leaders go beyond compliance and control. They create cultures and systems that nourish people and the planet.”
(Source: GoodComms, 2025)

The implications:

• ESG is embedded into leadership KPIs

• Profit must go hand-in-hand with long-term value

• Purpose, inclusion, and stakeholder impact define legacy

We see increasing client demand for leaders who care deeply about their impact, their people, and their responsibility to future generations.

What This Means for Executive Search

These shifts aren’t theoretical — they’re already reshaping leadership profiles and hiring priorities. At IESF, we’ve adapted our search and assessment frameworks accordingly.