{"id":39436,"date":"2026-01-21T17:32:24","date_gmt":"2026-01-21T22:32:24","guid":{"rendered":"https:\/\/www.dhrglobal.com\/?p=39436"},"modified":"2026-01-22T10:03:40","modified_gmt":"2026-01-22T15:03:40","slug":"annual-talent-trends-outlook-4-leadership-priorities-for-2026","status":"publish","type":"post","link":"https:\/\/www.dhrglobal.com\/insights\/annual-talent-trends-outlook-4-leadership-priorities-for-2026\/","title":{"rendered":"Annual Talent Trends Outlook: 4 Leadership Priorities for 2026"},"content":{"rendered":"\n<div class=\"block-hero alignfull  has-breadcrumb\">\n    <div class=\"outerwrap\">\n        <div class=\"wrapper\">\n            <div class=\"copy\">\n\n                                    <ul>\n                        <!-- Breadcrumb NavXT 7.0.2 -->\n<li><a property=\"item\" typeof=\"WebPage\" title=\"Go to Insights.\" href=\"https:\/\/www.dhrglobal.com\/insights\/\" class=\"post post-page\" aria-current=\"page\"><span property=\"name\">Insights<\/span><\/a><meta property=\"position\" content=\"1\"><\/li>                    <\/ul>\n                \n                                    <h1>Annual Talent Trends Outlook: 4 Leadership Priorities for 2026<\/h1>\n                \n            <\/div>\n        <\/div>\n\n            <\/div>\n<\/div>\n\n\n<div class=\"block-insights-detail no-intro\">\r\n\t\t<div class=\"meta\">\r\n\t\t<p class=\"date\">January 21, 2026<\/p>\r\n\t\t\t\t\t<\/div>\r\n<\/div>\n\n\n<p>As we dive into 2026, talent remains firmly at the top of the CEO agenda. Our annual Talent Trends Outlook equips leaders with insight into the competencies and strategies that will matter most in the year ahead. This year\u2019s outlook draws on our extensive talent advisory work and conversations with senior leaders across industries and regions. One theme stands out: the pace of change is accelerating\u2014and leadership profiles are evolving just as quickly.<\/p>\n\n\n\n<p>Below, we distill four trends shaping talent strategies in 2026, along with implications and practical tools leaders can deploy now.<\/p>\n\n\n\n<h2 class=\"is-style-underlined has-dark-blue-color has-text-color\"><strong>#1 Agile Leadership: Operating at Decision Velocity<\/strong><\/h2>\n\n\n\n<p>Across regions and industries, agility will be the most critical competency for 2026. Leaders must move faster, make decisions with incomplete information, and guide teams through constant shifts without losing clarity or momentum. Uncertainty is the default, yet delaying decisions creates risk.<\/p>\n\n\n\n<h3 class=\"has-green-color has-text-color\">What&#8217;s On Leaders&#8217; Minds<\/h3>\n\n\n\n<p class=\"has-dark-blue-color has-text-color\">\u201cPost-Covid, nothing is waterfall anymore\u2026 leaders have to operate in a more agile, adaptable, fluid, iterative way.\u201d<br>&#8211; <em>Insurance &amp; Employee Benefits, North America<\/em><\/p>\n\n\n\n<p>\u201cWe\u2019ve become obsessed with perfection. It\u2019s analysis paralysis. Leaders need a willingness to move with urgency again.\u201d<br>&#8211; <em>Health Tech &amp; Digital Wellness, North America<\/em><\/p>\n\n\n\n<p>\u201cA strong sense of speed and agility will be essential for leaders going forward.\u201d<br>&#8211; &nbsp;<em>Life Sciences &amp; Pharma, Asia-Pacific<\/em><\/p>\n\n\n\n<p>\u201cLeaders must combine conviction with agility and persuasive influence to navigate ambiguity.\u201d<br>&#8211; <em>Food Distribution &amp; Global Supply Chain, Asia Pacific<\/em><\/p>\n\n\n<div class=\"block-testimonial has-dark-blue-background-color alignfull alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \n\n<h3 class=\"has-green-color has-text-color\">Our Take: What this Means for 2026<\/h3>\n\n\n\n<blockquote class=\"wp-block-quote\"><p>Agile leadership isn\u2019t just moving fast; it\u2019s about learning fast: making sound decisions with limited information, course-correcting quickly, and communicating clearly through change. Importantly, speed must coexist with critical thinking. Leaders who thrive will think swiftly and critically under pressure, drawing on historical experience to move forward effectively when the future feels uncertain.<\/p><\/blockquote>\n\n\n\t<\/div>\n<\/div>\n\n\n\n\n<div style=\"height:5px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"has-green-color has-text-color\">Talent Application<\/h3>\n\n\n\n<div class=\"wp-container-3 wp-block-columns\">\n<div class=\"wp-container-1 wp-block-column\" style=\"flex-basis:66.66%\">\n<ul class=\"\" data-cols=\"1\"><li>Build decision velocity as an organizational capability (not a heroic leader trait).<\/li><li>Replace perfectionist norms with \u201chigh standards and rapid learning loops.\u201d<\/li><li>Assess and develop \u201cfast and rigorous\u201d thinking across levels.<\/li><\/ul>\n\n\n\n<div style=\"height:3px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"has-green-color has-text-color\">Actions Leaders Can Take Today<\/h3>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>Executive Coaching focused on agility, resilience, and decision velocity.<\/li><li>Leadership Assessments to identify adaptable, resilient talent.<\/li><li>Leadership Development<strong> <\/strong>focused on leading through uncertainty and rapid change.<\/li><\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-dark-blue-color has-text-color\"><strong>#2 AI &amp; Data Leadership: From Adoption to Orchestration<\/strong><\/h2>\n\n\n\n<p>AI has moved from a \u201ctool conversation\u201d to a \u201cleadership conversation.\u201d As AI continues to mature, leaders must understand where human judgment is essential, where automation accelerates outcomes, and how to redesign roles accordingly. Staying still is not an option, as those that delay AI adoption will fall behind faster-moving competitors.<\/p>\n\n\n\n<h3 class=\"has-green-color has-text-color\">What&#8217;s On Leaders&#8217; Minds<\/h3>\n\n\n\n<p>\u201cThe leaders who will matter most are adaptable generalists who can rebalance work across humans, AI, and agents as the technology evolves.\u201d<br><em>&#8211; Enterprise Software &amp; Digital Platforms, North America<\/em><\/p>\n\n\n\n<p>\u201cAI is helping us personalize learning, democratize coaching, and analyze engagement\u2014but it requires radical transparency about how roles will change.\u201d<br><em>&#8211; Automation &amp; AI Technology, Europe<\/em><\/p>\n\n\n\n<p>\u201cWe are already using AI to design curated learning paths and develop learning nudges at the individual level.\u201d<br><em>&#8211; Financial Services, Europe<\/em><\/p>\n\n\n\n<p>\u201cLeaders who resist AI will be passed and left behind with almost no ability to catch up.\u201d<br><em>&#8211; Health Tech, North America<\/em><\/p>\n\n\n\n<h3 class=\"has-green-color has-text-color\">Our Take: What this Means for 2026<\/h3>\n\n\n\n<p class=\"has-dark-blue-background-color has-background\">As AI transforms roles, workflows, and leadership expectations, success hinges <em>less<\/em> on technical expertise and <em>more<\/em> on the ability to lead confidently through the transformation. The differentiator is orchestration\u2014leaders who can balance human judgment with data-driven decision-making, set responsible\u2011use standards, and communicate change candidly to build trust.<\/p>\n\n\n\n<div style=\"height:5px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div style=\"height:5px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"has-green-color has-text-color\">Talent Application<\/h3>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>Provide clear role evolution plans to build trust and reduce resistance to change.<\/li><li>Embed \u201chuman judgment plus AI\u201d as a leadership standard.<\/li><li>Design succession pipelines with AI- and data-fluent leaders and visible upskilling pathways.<\/li><\/ul>\n\n\n\n<div style=\"height:3px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-container-2 wp-block-column has-off-white-background-color has-background\" style=\"flex-basis:33.33%\">\n<div style=\"height:7px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"has-green-color has-dark-blue-background-color has-text-color has-background\">Regional Perspectives: Connecting Global Trends to Local Context<\/h3>\n\n\n\n<p>While these trends are global, the way they show up varies by region. Below is a snapshot of what we&#8217;re hearing from leaders across North America, Europe, and the Asia-Pacific as part of this year&#8217;s Talent Trends Outlook.<\/p>\n\n\n\n<p class=\"has-text-align-center\"><strong>North America<\/strong> <\/p>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>Strong focus on speed, accountability, and performance culture<\/li><li>High anxiety around AI adoption and leadership readiness<\/li><li>Feedback avoidance persists (\u201cnice but unclear\u201d leadership)<\/li><li>Succession and internal mobility rising as urgent priorities<\/li><\/ul>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"has-text-align-center\" style=\"font-size:19px\"><strong>Europe<\/strong><\/p>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>More advanced experimentation with AI-enabled learning<\/li><li>Higher emphasis on transparency, psychological safety, and trust<\/li><li>Culture transformation tied closely to well-being and employee experience<\/li><li>Talent shortages in tech and specialist roles<\/li><\/ul>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"has-text-align-center\" style=\"font-size:19px\"><strong>Asia-Pacific<\/strong><\/p>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>Strong emphasis on stability, long-term planning, and principle-based decision-making<\/li><li>Leaders expected to project calm authority and maintain composure under pressure<\/li><li>AI adoption is practical: hiring quality, productivity, and workflow efficiency<\/li><li>Talent scarcity intensifying, especially in Japan due to demographic pressure<\/li><li>Employees value clarity and predictable development paths over rapid mobility<\/li><\/ul>\n<\/div>\n<\/div>\n\n\n\n<h3 class=\"has-green-color has-text-color\">Actions Leaders Can Take Today<\/h3>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>Leadership Assessments to gauge the ability to leverage new technologies.<\/li><li>Leadership Development<strong> <\/strong>on specialized topics such as design thinking and innovation.<\/li><li>Succession Profiling and Planning<strong> <\/strong>to identify critical capabilities and upskilling needs for 2026.<\/li><\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-dark-blue-color has-text-color\"><strong>#3 Human-Centric Leadership: Clarity, Trust, &amp; Transparency<\/strong><\/h2>\n\n\n\n<p>Human-centric leadership and culture will be engines for retaining and attracting the best talent. Performance increasingly relies on leaders who combine emotional steadiness with candor\u2014creating psychological safety and accountability. Burnout, multigenerational dynamics, and elevated pressure will intensify in 2026. Human-centric leadership will be key to driving performance, bringing stability to a world that feels rocky.<\/p>\n\n\n\n<h3 class=\"has-green-color has-text-color\">What&#8217;s On Leaders&#8217; Minds<\/h3>\n\n\n\n<p>\u201cWe don\u2019t have a culture of feedback\u2026 we are really \u2018nice\u2019 and avoid conflict. Leaders don\u2019t know how to give real reviews.\u201d<br><em>&#8211; Insurance, North America<\/em><\/p>\n\n\n\n<p>\u201cWe need less hierarchy and more humanity\u2014clarity, calmness, curiosity over control.\u201d<br><em>&#8211; Automation &amp; AI Technology, Europe<\/em><\/p>\n\n\n\n<p>\u201cBurnout, multigenerational tensions, and keeping people focused\u2014in 2026, it will be even harder to win.\u201d<br><em>&#8211; Luxury Retail, North America<\/em><\/p>\n\n\n\n<p>\u201cLeaders will need awareness of Gen Z\u2019s evolving work patterns, expectations for transparency, and preference for flexible and purpose-driven environments.\u201d<br><em>&#8211; Retail, Asia-Pacific<\/em><\/p>\n\n\n<div class=\"block-testimonial has-dark-blue-background-color alignfull alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \n\n<h3 class=\"has-green-color has-text-color\">Our Take: What this Means for 2026<\/h3>\n\n\n\n<blockquote class=\"wp-block-quote\"><p>Human-centric isn\u2019t soft. It\u2019s leading with empathy, setting clear expectations, giving courageous feedback, and sustaining energy with transparent priorities and pacing. Employees expect more humanity and clarity from leaders. Leaders must live the organization&#8217;s values, not simply list them on a poster. Effective leadership requires trust and the ability to address difficult issues directly while keeping teams engaged and resilient.<\/p><\/blockquote>\n\n\n\t<\/div>\n<\/div>\n\n\n\n\n<div style=\"height:5px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"has-green-color has-text-color\">Talent Application<\/h3>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>Equip leaders to give candid feedback and lead with transparency.<\/li><li>Articulate the purpose and meaning behind work to strengthen engagement and retention.<\/li><li>Build leadership capability to navigate multigenerational dynamics effectively.<\/li><li>Model values, calmness, emotional steadiness, and principled decision-making to sustain trust and create an environment where employees can thrive.<\/li><\/ul>\n\n\n\n<div style=\"height:3px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"has-green-color has-text-color\">Actions Leaders Can Take Today<\/h3>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>Coaching Programs for leadership teams, reinforcing communication, authenticity, and overall human-centered leadership.<\/li><li>Cultural Transformation to identify, assess, and implement cultural improvements.<\/li><li>Top Team Effectiveness leadership workshops, defining values and improving coaching and development for employees.<\/li><\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-dark-blue-color has-text-color\"><strong>#4 Future Ready Talent: Structures &amp; Pipelines That Enable Strategy<\/strong><\/h2>\n\n\n\n<div class=\"wp-container-7 wp-block-columns\">\n<div class=\"wp-container-4 wp-block-column\" style=\"flex-basis:66.66%\">\n<p>Success in 2026 and beyond depends on more than having the right people and capabilities <em>today<\/em>. Organizations must design talent structures and pipelines that anticipate <em>the next three to five years<\/em>. There is growing pressure to identify future skills early and ensure critical roles aren\u2019t left exposed as change accelerates. Succession depth, internal mobility, and capability-building will be essential to executing strategy at the pace the business now requires.<\/p>\n\n\n\n<h3 class=\"has-green-color has-text-color\">What&#8217;s On Leaders&#8217; Minds<\/h3>\n\n\n\n<p>\u201cSuccession: companies need strong pipelines of leaders who can guide them through AI-driven transformation and sustain performance over the next three to five years.\u201d<br>&#8211;<em> Enterprise Software, North America<\/em><\/p>\n\n\n\n<p>\u201cGet your talent structure right so you can realize the strategy all the way to the P&amp;L. The teams that do the nitty-gritty work of putting the right people in the right seats will win.\u201d<br><em>&#8211; Consumer Goods, North America<\/em><\/p>\n\n\n\n<p>\u201cSecuring talent that aligns with rapidly changing business strategies will be increasingly challenging.\u201d<br><em>&#8211; Life Sciences, Asia-Pacific<\/em><\/p>\n\n\n\n<p>\u201cInternal mobility tied to structured development is what retains people, not perks.\u201d<br><em>&#8211; Automation &amp; AI Technology, Europe<\/em><\/p>\n\n\n\n<h3 class=\"has-green-color has-text-color\">Our Take: What this Means for 2026<\/h3>\n\n\n\n<p class=\"has-dark-blue-background-color has-background\">2026 will be the year of \u201cright people in the right seats.\u201d Talent strategy must be designed for flow\u2014clear role definitions, competency models aligned to future work, and mobility pathways that make development visible and achievable. Organizational design plays a pivotal role in this, ensuring that structure aligns with strategic objectives, supports agile decision-making, and enables teams to respond to changing business needs.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-container-6 wp-block-column has-off-white-background-color has-background\" style=\"flex-basis:33.33%\">\n<h3 class=\"has-text-align-center is-style-default has-green-color has-dark-blue-background-color has-text-color has-background\">Predictive Insight for Smarter Executive Decisions in 2026<\/h3>\n\n\n\n<p class=\"has-text-align-left\"><a href=\"https:\/\/www.dhrglobal.com\/capability\/leadership-consulting\/individual-consulting\/executive-assessment\/leader-lens\/\" target=\"_blank\" rel=\"noreferrer noopener\">Leader Lens<\/a> is DHR\u2019s proprietary executive assessment solution designed to evaluate leadership agility, decision-making, and long-term potential. <\/p>\n\n\n\n<p class=\"has-text-align-left\">It empowers organizations to make confident, data-driven talent decisions, whether selecting a CEO, developing high potentials, or strengthening the leadership bench.<\/p>\n\n\n\n<p>Our Leader Lens assessment methodology evaluates a leader\u2019s ability to:<\/p>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>Operate with decision velocity and sound critical thinking under pressure<\/li><li>Orchestrate technology responsibly\u2014balancing automation with human judgment<\/li><li>Build human-centered cultures and lead future-ready teams, rooted in clarity, trust, and feedback<\/li><\/ul>\n\n\n\n<p>What you get: predictive insights on future performance, targeted development plans, and evidence-based succession decisions.<\/p>\n\n\n\n<div class=\"wp-container-5 wp-block-buttons\">\n<div class=\"wp-block-button aligncenter\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.dhrglobal.com\/capability\/leadership-consulting\/individual-consulting\/executive-assessment\/leader-lens\/\" target=\"_blank\" rel=\"noreferrer noopener\">Learn more.<\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<h3 class=\"has-green-color has-text-color\">Talent Application<\/h3>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>Strengthen succession pipelines to ensure leadership continuity.<\/li><li>Align organizational design with strategic objectives to enable faster execution and growth.<\/li><li>Create clear development plans and provide real-time upskilling to retain top talent and build essential capabilities.<\/li><\/ul>\n\n\n\n<div style=\"height:3px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"has-green-color has-text-color\">Actions Leaders Can Take Today<\/h3>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>Organizational Design<strong> <\/strong>to build the structure for future needs.<\/li><li>Succession Planning<strong> <\/strong>for future leadership pipeline development.<\/li><li>Leadership Development<strong> <\/strong>to develop high potentials to accelerate growth.<\/li><\/ul>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-dark-blue-color has-text-color\"><strong>Wrapping it Up<\/strong><\/h2>\n\n\n\n<p>Leadership in 2026 isn\u2019t about having all the answers. It\u2019s about having the right people, tools, and capabilities to find those answers.<\/p>\n\n\n\n<p>The organizations poised to win will connect these imperatives into a coherent operating system\u2014where leaders make timely decisions, orchestrate technology responsibly, communicate with candor, and build pipelines that keep strategy moving.<\/p>\n\n\n\n<p>Success will come to leaders who are agile, tech-aware, human-centric, and future-ready. Fortunately, these competencies can be assessed and developed. This is an opportune time to invest in people, processes, and structure, ensuring that business and talent strategies align to drive measurable results in 2026.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity is-style-wide\"\/>\n\n\n<div class=\"block-narrow\">\n\t<div class=\"wrapper\">\n\t\t\n\n<h2 class=\"has-green-color has-dark-blue-background-color has-text-color has-background\">Checklist: <br>Is Your Leadership Team Ready for 2026? <\/h2>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>Can we make <strong>confident decisions with incomplete information<\/strong>?<\/li><li>Do our leaders understand <strong>where AI augments, automates, and relies on human judgment<\/strong>?<\/li><li>Are <strong>feedback quality and role clarity<\/strong> improving?<\/li><li>Do we have <strong>visible mobility pathways<\/strong> tied to structured development?<\/li><li>Are our <strong>values codified and lived<\/strong>, not just stated?<\/li><li>Can we <strong>pivot quickly<\/strong> while sustaining energy and focus across teams?<\/li><\/ul>\n\n\n\t<\/div>\n<\/div>\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity is-style-wide\"\/>\n\n\n\n<h2 class=\"is-style-underlined has-dark-blue-color has-text-color\"><strong>Next Steps<\/strong><\/h2>\n\n\n\n<p>If you\u2019d like to explore how these trends apply to your organization, we welcome a conversation. Please reach out to a member of DHR\u2019s Leadership Consulting Team. We\u2019re here to share what we\u2019re seeing, compare notes with your leaders, and help you build the capabilities that will help your leaders, teams, and organization thrive. <a href=\"https:\/\/www.dhrglobal.com\/capability\/leadership-consulting\/\" target=\"_blank\" rel=\"noreferrer noopener\">Learn more<\/a>.<\/p>\n\n\n\n    <div class=\"block-consultants-featured \">\n        <div class=\"maybe-wrapper\">\n\n                            <h2 class=\"is-style-underlined\">Meet Our Leadership Consulting Team<\/h2>\n            \n            <div class=\"consultant-grid\">\n\n                <article id=\"post-14855\" class=\"post-14855 consultant type-consultant status-publish has-post-thumbnail hentry\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/nina-chatrath\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2022\/10\/Chatrath_Nina_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Nina Chatrath<\/h3>\n                            <p>Partner, Leadership Consulting<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-37153\" class=\"post-37153 consultant type-consultant status-publish has-post-thumbnail hentry\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/nicole-didda\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2025\/10\/Didda_Nicole_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Nicole Didda<\/h3>\n                            <p>Partner<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1253\" class=\"post-1253 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/pierre-jean-francon\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Francon_PJ_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Pierre-Jean Fran\u00e7on<\/h3>\n                            <p>Managing Partner<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1151\" class=\"post-1151 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-executive-vice-president\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/christine-greybe\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/11\/Greybe_Christine_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Christine Greybe<\/h3>\n                            <p>President, Leadership Consulting<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1167\" class=\"post-1167 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/dan-hall\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Hall_Dan_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Daniel Hall<\/h3>\n                            <p>Managing Partner, London<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-13802\" class=\"post-13802 consultant type-consultant status-publish has-post-thumbnail hentry\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/soonho-hong-ph-d\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2022\/08\/DHR-Profile_SoonHo-Hong-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>SoonHo Hong, Ph.D.<\/h3>\n                            <p>Partner, Leadership Consulting<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-38896\" class=\"post-38896 consultant type-consultant status-publish has-post-thumbnail hentry\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/greg-janicik\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2026\/01\/Janicik_Greg_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Greg Janicik<\/h3>\n                            <p>Managing Partner<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-16791\" class=\"post-16791 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/justin-menkes\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2023\/03\/Menkes_Justin_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Justin Menkes, Ph.D.<\/h3>\n                            <p>Partner, Leadership Consulting<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-25448\" class=\"post-25448 consultant type-consultant status-publish has-post-thumbnail hentry\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/sarah-price\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2024\/04\/Price_Sarah_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Sarah Price<\/h3>\n                            <p>Principal, Leadership Consulting<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1309\" class=\"post-1309 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/david-sheahan\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/David_Sheahan_2_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>David Sheahan<\/h3>\n                            <p>Partner<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-18738\" class=\"post-18738 consultant type-consultant status-publish has-post-thumbnail hentry\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/john-staines\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2023\/06\/Staines_John-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>John Staines<\/h3>\n                            <p>Managing Partner, Global Human Resources Practice<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1183\" class=\"post-1183 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/rob-tillman\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Tilman_Rob_Web1-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Rob Tillman<\/h3>\n                            <p>Managing Partner<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1073\" class=\"post-1073 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/maryanne-wanca-thibault\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Wanca-Thibault_Maryanne_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Maryanne Wanca-Thibault, Ph.D.<\/h3>\n                            <p>Partner, Leadership Consulting<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-9578\" class=\"post-9578 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/tim-wiseman\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2022\/01\/Wiseman_Tim_Web-370x370.png);\"><\/div>\n        <div class=\"info\">\n            <h3>Tim Wiseman<\/h3>\n                            <p>Managing Partner, Leadership Consulting<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article>            <\/div>\n        <\/div>\n    <\/div>\n    \n\n<div class=\"block-cta has-dark-blue-background-color alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"left\">\n\t\t\t<h2>About the Research<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>This article synthesizes insights from interviews with CEOs and CHROs across North America, Europe, and the Asia-Pacific, covering Consumer &amp; Retail, Financial Services, Technology, Nonprofit &amp; Social Impact, Industrial, Life Sciences, and Private Equity.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n<div class=\"block-cta has-off-white-background-color alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"left\">\n\t\t\t<h2>Grow Your Leaders, Teams &#038; Organizations<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>People are the catalyst to driving growth, transforming organizations, and outperforming your competition. Great leaders, teams, and organizations don\u2019t happen by accident. We help organizations drive change through people. We cut through the clutter, helping you develop systems and processes that focus on the most important leadership attributes, skills, and behaviors. The result? You\u2019ll be able to achieve your business goals with top-tier talent.<\/p>\n\n\n\n<div class=\"wp-block-button alignleft\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.dhrglobal.com\/capability\/leadership-consulting\/\" target=\"_blank\" rel=\"noreferrer noopener\">Learn More<\/a><\/div>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n","protected":false},"excerpt":{"rendered":"<p>As we dive into 2026, talent remains firmly at the top of the CEO agenda. Our annual Talent Trends Outlook equips leaders with insight into the competencies and strategies that will matter most in the year ahead. This year\u2019s outlook&hellip;<\/p>\n","protected":false},"author":25,"featured_media":39513,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"insights_type":[49],"acf":[],"_links":{"self":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/39436"}],"collection":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/users\/25"}],"replies":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/comments?post=39436"}],"version-history":[{"count":37,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/39436\/revisions"}],"predecessor-version":[{"id":39545,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/39436\/revisions\/39545"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/media\/39513"}],"wp:attachment":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/media?parent=39436"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/categories?post=39436"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/tags?post=39436"},{"taxonomy":"insights_type","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/insights_type?post=39436"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}