A New Kind of Leadership for a New Kind of Workplace

By George Waggott, founder, George Waggott Law

Leadership training is undergoing a dramatic shift. The traditional model—classroom-style seminars focused on hierarchical authority—is being replaced with dynamic, personalized, and human-centered learning experiences that better align with today’s evolving workplaces.

Driven by the pandemic, remote work, and the rapid pace of technological change, organizations are rethinking not just how they train leaders, but what kind of leaders they want in the first place. Increasingly, employers are moving away from command-and-control leadership models toward what some call a “boss-to-coach” approach—one that emphasizes emotional intelligence, communication, and adaptability over charisma or seniority.

“Modern leadership is less about being in charge and more about taking care of those in your charge,” says Lisa White, a leadership consultant with Trinity Training and Development recently quoted in the Globe and Mail. Micro-learning and project-based assignments are becoming the norm, allowing leaders to learn new skills in small, bite-sized formats while applying those lessons in real time on the job.

This shift reflects a broader demand for soft skills—something that has not been displaced by the rise of AI and automation. In fact, the opposite is true. Trena Minudri, Chief Learning Officer at Coursera, notes that while technical skills like AI are in high demand, human skills remain at the top of their most popular course offerings. “In the age of AI, communication, conflict management, and emotional intelligence are more important than ever,” she says.

In Canada, leadership courses like “The Art of Storytelling” and “Talent Acquisition” are drawing attention alongside technical skills such as project execution and software-specific training. This combination of soft and hard skill development reflects a more nuanced view of what it means to lead and be successful in a tech-driven world.

AI tools are not just changing what leaders need to know—it is transforming how they learn. Adaptive learning platforms now use AI to deliver personalized content, tailoring lessons to a leader’s specific learning style and role. “You’re not sitting through content that doesn’t matter,” says Minudri. “It’s really geared towards what you need to know, how you need to know it, in the way that you learn best.”

Some workplace experts caution that human connection still remains vital. David Gibbons of Korn Ferry has said that while AI and e-learning offer speed and scale, they do not replace the value of real-time coaching and interpersonal practice. “We are still leading people,” he says. “Human interaction is still important.”

Perhaps most importantly, leadership training is becoming more closely tied to business strategy. Rather than using off-the-shelf programs, organizations are asking for training aligned to specific business goals, cultural shifts, or transformation initiatives. In today’s fast-changing world, leaders must not only learn quickly—they must also be equipped to lead their organizations through constant reinvention.

In short, the leaders of tomorrow will need to be both tech-savvy and deeply human. And training them effectively means meeting them where they are—digitally, emotionally, and strategically.

For more information about George Waggott Law, please see: www.georgewaggott.com, or contact: george@georgewaggott.com