3 Leadership Moves Smart Companies Are Making—Are You?

The way we work was designed for a different era.

For decades, leadership was about hierarchy, structure, and control. But today’s workforce expects something different. Employees want autonomy, meaning, and leaders who remove obstacles—not just enforce rules.

Yet too many executives are doubling down on how it’s always been done, waiting for the “storm of change” to pass (spoiler: it won’t)—or just hoping to coast until retirement.

And here’s the real disconnect: According to research from Christie’s book, Essential, most leaders recognize that work must change—but only 23% are even considering doing something different. That means most organizations are stuck—recognizing the problem but failing to act.

Why? Because change is uncomfortable. But avoiding it is worse.

The best companies aren’t waiting. They’re redesigning work now.

This week, we’re breaking down three leadership moves that forward-thinking organizations are making—and how you can apply them in your own company.

PS: Did you read and love Essential? We would be so grateful if you’d leave a review! Reviews are everything for a new book. They help more people discover it, signal to retailers that it’s worth paying attention to, and ultimately, they make sure the ideas inside reach the people who need them most. It doesn’t have to be long—just honest. Thank you for your support!

Companies That Are Getting Work Right—And How You Can, Too

1. Cutting Bureaucracy Without Losing Control

• Who’s doing it right? Bayer CEO Bill Anderson

• What they changed: Scrapped unnecessary rules, flattened the structure, and replaced annual plans with 90-day cycles where teams are rated by their peers.

• Why it works: Speed, agility, and real accountability—without the layers of red tape.

💡 How You Can Apply This:

• Identify one bureaucratic bottleneck slowing down decision-making—where can you eliminate a layer of approval?

• Try shorter goal cycles—what can you move from an annual plan to a 90-day sprint?

• Shift from rigid org charts to dynamic teams that form around priorities, not just hierarchy.

2. Investing in Workforce Upskilling, Not Just Hiring

• Who’s doing it right? Schneider Electric

• What they changed: Recognizing that lack of growth opportunities was a top reason for employee turnover, Schneider Electric launched an AI-powered skills-matching platform to connect employees with internal roles and development opportunities.

• Why it works: Within a year, the company saved $15 million and retained 360,000 working hours—all by investing in internal mobility instead of constantly hiring externally.

💡 How You Can Apply This:

• Make skills development a business priority—don’t just focus on external hiring.

• Use AI and data to match employees with internal opportunities.

• Encourage managers to develop talent rather than just manage performance.

3. Balancing Flexibility and Predictability at Work

• Who’s doing it right? Deloitte

• What they changed: Instead of just debating remote vs. in-office, Deloitte prioritized predictability alongside flexibility by ensuring teams align on deliverables first, then coordinate schedules based on business needs.

• Why it works: Employees value both autonomy and structure. Without clear expectations, flexibility turns into chaos.

💡 How You Can Apply This:

• Set team-based norms so employees know when collaboration time is expected.

• Make flexibility structured—define what’s adaptable and what’s non-negotiable in order to better meet the human needs of your workforce.

• Focus on outcomes over time spent in a building and outdated notions that “busy” means “productive”.

10-Minute Takeaway: Take the Lead in Redesigning Work

Making big changes doesn’t happen overnight—but small, strategic shifts can create real momentum.

🔹 Ask yourself: Where is my organization still operating with outdated structures? What processes exist simply because “that’s how we’ve always done it”?

🔹 Start a conversation: What’s one bureaucratic process, meeting, or policy that could be eliminated or streamlined? What would we do differently if we were designing work from scratch today?

🔹 Take one action: Whether it’s rethinking your leadership pipeline, cutting unnecessary approvals, or building a results-driven flexible model—pick one thing, challenge the assumption behind it, and commit to testing a new approach.

What We’re Reading & Listening to This Week

• Rethinking Leadership for the AI Era and Distributed Workforce: The workplace is being reshaped by AI and distributed teams—so why are so many leaders still relying on outdated leadership models? In this piece on CXO Outlook, Christie Smith breaks down how human-powered leadership is the key to navigating disruption while driving innovation.

• Americans Are Worried About AI Taking Jobs—But They’re Also Using It More Than Ever: A new Pew Research study finds that while many Americans fear AI will replace jobs, the majority are already using AI tools at work. What does this paradox mean for leaders trying to balance tech adoption with employee security?

• 1 in 3 Americans Have Layoff Anxiety—Here’s How to Combat It: Uncertainty about the job market is skyrocketing, with one in three workers fearing layoffs. This piece explores how leaders can build trust and stability in times of economic uncertainty.

• Why Human-Powered Leadership Is Essential in an AI-Fueled World: On the Transform Your Workplace podcast, Christie Smith unpacks why empathy, adaptability, and human connection will define the next era of leadership—even in an AI-driven workplace.

A Dose of Humanity to Fill Your Cup

Dr. Becky Kennedy reminds us that self-compassion is what “makes things feel difficult, instead of impossible.” And in a time when leadership feels harder than ever, that’s a lesson worth remembering:

“This feels hard because it is hard, not because I’m doing something wrong.”

If you’re here, it means you’re already committed to leading with intention—for your business and the people within it. Growth takes time. Be kind to yourself along the way.

Thank you for being here. Until next week,

The Humanity Studio Team

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