Workplaces are evolving, technology is transforming job responsibilities, and unemployment is up. In this dynamic environment, many professionals may be considering how to be more marketable. John Michel, Ph.D., Busch Faculty Chair and an associate professor of management and organizations at the Sellinger School of Business and Management, offers insight into how employees can enhance their leadership skills in the workplace. An organizational psychologist, Michel has appeared in The Baltimore Banner, Baltimore Sun,  and on WYPR.

What are some challenges that organizations face today?

 

While change in organizations is constant, the nature of work today is shifting more rapidly than ever before. Technological advancements—especially in AI and automation—are reshaping jobs and skills at an unprecedented pace. At the same time, the rise of remote and hybrid work has disrupted traditional workplace structures, creating new challenges around communication, collaboration, and equity. Organizations are also navigating shifting employee expectations around flexibility, purpose, and well-being, alongside heightened awareness of mental health and inclusion. Social and political polarization adds further complexity to managing workplace culture. As these forces converge, they are fundamentally transforming how, where, and why people work—requiring organizations to rethink not just processes and policies, but the very experience of work itself.

What role do leaders play in successfully guiding their organizations through these challenges?

Leaders play a pivotal role in guiding their organizations through the rapidly changing nature of work. They are responsible for interpreting complex external trends and translating them into clear direction and meaningful action. In the face of uncertainty, effective leaders provide stability by setting priorities, clarifying expectations, and ensuring operational continuity. At the same time, they foster a supportive environment where employees feel valued, heard, and empowered—especially important as workplaces become more diverse, distributed, and emotionally demanding. Leaders also play a key role in cultivating adaptability by encouraging innovation, experimentation, and continuous learning. Ultimately, successful leaders don’t just manage change—they help their organizations and people grow through it, shaping cultures that are resilient, inclusive, and future-ready.

What are some specific leadership strategies that can help organizations navigate these challenges?

Navigating the complex challenges shaping today’s world of work requires leaders to flexibly draw on a variety of task-, relations-, and change-oriented behaviors. These behaviors provide a balanced set of strategies for sustaining performance, supporting people, and driving adaptation.

• Task-oriented strategies can help to maintain clarity and operational excellence during disruptions. Leaders can set clear performance goals, monitor progress, align resources, and streamline processes to ensure efficiency and reliability. For example, in hybrid work environments, clearly defining roles, expectations, and communication norms can reduce ambiguity and keep teams aligned despite not being co-located.
• Relations-oriented strategies focus on building trust, morale, and engagement, which are particularly important amid growing employee stress, burnout, and polarization. To do this, leaders should focus on fostering psychological safety, recognizing achievements, investing in employee development, and demonstrating empathy. These behaviors are critical for cultivating inclusive work environments where employees feel supported and motivated to contribute, even during times of uncertainty and change.
• Change-oriented strategies enable organizations to adapt, innovate, and remain competitive. Leaders must scan the external environment for emerging trends, encourage creative thinking, and articulate a compelling vision for the future. It is also important for leaders to challenge outdated assumptions and engage employees in problem-solving and continuous improvement. Such strategies will help guide teams through unpredictable transformations—whether it’s adopting AI tools, evolving workplace models, or responding to shifting social or market expectations.

What qualities must leaders cultivate to help employees be successful during periods of uncertainty?

During periods of uncertainty, leaders must cultivate a blend of qualities that help employees stay focused, resilient, and engaged. They need to be clear and decisive, providing direction and structure through well-defined goals and expectations—especially when routines are disrupted or priorities shift. At the same time, they must demonstrate empathy and emotional intelligence, creating a supportive environment where employees feel heard, valued, and safe to express concerns or take risks. Leaders must also be adaptable and forward-thinking, able to scan the environment, embrace change, and guide others through ambiguity with a sense of purpose and possibility. These qualities enable leaders to balance performance demands with employee well-being, while at the same time fostering innovation and learning. Ultimately, leaders who combine clarity, compassion, and adaptability are best positioned to help employees succeed amid uncertainty and change.

How important is education to growing as a leader?

Effective leaders are not born—they develop over time through intentional education, leadership development, and coaching. Programs like Loyola’s MBA—and specifically courses such as Leading and Managing People at Work—play a critical role in helping leaders build the skills necessary to lead in today’s uncertain and fast-changing environment. Through structured learning, leaders can strengthen their capacity to use task-oriented behaviors (like setting direction and managing performance), relations-oriented behaviors (such as building trust and fostering engagement), and change-oriented behaviors (including articulating vision and promoting innovation).

Leadership development training provides opportunities for leaders to reflect on their personal values and leadership style, apply evidence-based frameworks to real-world challenges, and receive feedback through tools like peer coaching and experiential exercises. Coaching further supports growth by offering personalized guidance to help leaders become more self-aware, adaptive, and effective in aligning their behavior with the needs of their teams and organizations. Over time, these learning experiences enable leaders to respond with greater confidence, empathy, and strategic clarity—key attributes for navigating the evolving nature of work.