Despite widespread confidence among today’s managers, a new research report from Careerminds highlights the growing disconnect between perceived readiness and actual preparedness at a time when managers are expected to lead organizations through unprecedented change.
While nearly all people managers (98%) and HR professionals (98.7%) believe managers are prepared to lead their organizations through future challenges, many acknowledge significant gaps in the skills modern leadership requires—including AI adoption, organizational change, employee wellbeing and navigating increasingly complex workplace dynamics.
See also: The readiness trap: What leaders get wrong about transformation
Managers are struggling to keep pace with the rapidly evolving demands of AI. Only about 35% of people managers say AI has made their roles significantly easier, while many report rising employee anxiety, shifting workflows, evolving skill requirements and increasing pressure to deliver more with fewer resources.
“The role of the manager has fundamentally changed,” said Mark Saddic, senior partner at Careerminds. “Today’s leaders aren’t simply managing performance. They’re helping employees navigate AI, organizational transformation, shifting career paths and increasing uncertainty—all while delivering business results. Organizations cannot assume confidence equals capability. Managers need practical support, ongoing development and the tools to lead through continuous change.”
C-suite reports higher levels of leadership readiness than managers
The survey found that C-suite respondents consistently report higher levels of readiness, support and preparedness than managers closest to day-to-day operations. While 66% of C-suite people managers say they are very ready to lead through future challenges, only 42% of senior and middle managers agree. Similarly, 61% of executive people managers say they receive very adequate training for difficult conversations, compared with just 38% of senior and middle managers—suggesting organizations may underestimate the challenges managers face every day.
Both HR professionals and people managers report tangible organizational consequences stemming from gaps in leadership capabilities, including skills shortages, increased turnover risk, reduced employee engagement, lower productivity and slower decision-making. These findings demonstrate that leadership readiness is not simply a learning and development concern—it is a broader business performance issue.
“Organizations have spent years investing in employee development, but the data shows managers themselves need far more intentional support,” said Jen Allen, senior talent solutions partner at Careerminds. “Leadership today requires coaching through uncertainty, facilitating difficult conversations and helping employees adapt to constant change. Those capabilities aren’t built through a single training session—they require continuous development, practice and an organizational culture that empowers managers to lead confidently.”
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