Over the past year and a half, leadership demand has shifted in noticeable ways. Organisations have moved away from hiring purely for pedigree or tenure and toward leaders who can operate effectively in ambiguity. Searches increasingly prioritised adaptability, cultural intelligence, and the ability to lead transformation alongside day-to-day execution.
We also saw a clear rise in demand for leaders who could bridge disciplines. Technology, operations, people, and strategy can no longer sit in silos, and leadership hires reflected that reality. Roles expanded in scope, expectations sharpened, and boards became more deliberate about long-term leadership fit rather than short-term fixes. These patterns were consistent across regions, even where market conditions differed.
These shifts are now shaping how organisations approach leadership hiring as they plan for 2026.
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Tech-Savvy and AI-Fluent Leadership
One of the most pronounced trends shaping leadership demand in 2025 is the need for leaders who understand and leverage technology, particularly AI (Artificial Intelligence). Leaders can no longer delegate tech understanding entirely to specialist teams.They must read technological trends, integrate AI into strategy, and guide ethical implementation. Organisations are increasingly seeking executives who can use AI for predictive decision making, workforce analytics, and strategic insight, blending human judgment with data driven tools.
This surge in demand is also reflected in specific markets. Leadership roles focused on AI have grown significantly in recent years as companies invest heavily in intelligent digital transformation.
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Hybrid and Global Leadership Capabilities
Remote and hybrid work models have permanently altered how leaders engage with teams. Leading effectively across time zones, cultures, and digital platforms is now a core requirement. Organisations are prioritising leaders who can cultivate connection and belonging in dispersed environments, measure outcomes rather than presence, and build cohesive cultures that thrive beyond the traditional office setting.
At the same time, globalisation means leadership searches are no longer local but truly international. Companies want executives with global mindsets who can navigate cross cultural challenges and multi market growth with confidence.
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Emotional Intelligence and Inclusive Leadership
Technical capability remains important, but organisations increasingly recognise that trust, empathy, and integrity are fundamental to effective leadership. Leaders today must create psychologically safe workplaces, champion diversity, and model inclusive behaviours that reflect organisational values.
This is not a soft trend. Demand for inclusive and emotionally intelligent leaders directly correlates with stronger retention, higher engagement, and long term performance. Executives are being assessed not only on what they deliver, but on how they lead people in the process.
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Purpose-Driven Leadership
Stakeholders across the board now expect companies to stand for more than profit alone. Leadership demand is shifting toward individuals who can translate organisational purpose into tangible action, particularly around sustainability, ethical governance, and long term social impact. Leaders who can clearly articulate purpose and embed it into decision making tend to build stronger alignment and lasting trust across their organisations.
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Learning Agility and Adaptability
The pace of change continues to accelerate, and leadership capability must keep pace. Organisations are looking for leaders with strong learning agility, individuals who can adapt, evolve, and rethink established approaches as markets shift.
Beyond personal adaptability, leaders are also expected to build cultures of continuous learning. Developing teams that can grow alongside the business is now seen as a core leadership responsibility rather than a secondary initiative.
What This Means for Organisations
At JMR, we view leadership demand as a convergence of strategy, humanity, and technology. The leaders most in demand today are those who combine analytical thinking with emotional intelligence, lead diverse and distributed teams effectively, understand technology without losing the human element, and align decision making with purpose and values.
From an executive search perspective, this means organisations are no longer hiring for experience alone. They are hiring for mindset, adaptability, and long term leadership impact. JMR’s bespoke approach focuses on identifying leaders who are not only equipped for the present, but capable of shaping what comes next.
The leaders most in demand today are those who combine analytical thinking with emotional intelligence, lead diverse and distributed teams effectively, understand technology without losing the human element, and align decision making with purpose and valu