Artificial intelligence is no longer a side project — it is reshaping how people learn, collaborate, and lead. According to global industry analyst Josh Bersin, by 2026, the world of work will be AI‑powered, skills‑first, and manager‑led.  Here are three of his predictions that paint a picture of the future of work and encourage you to rethink your current practices.

📚 Learning & Development

• Corporate learning will undergo a long-awaited transformation, with AI delivering adaptive, personalized learning paths.
• Learning will shift from episodic (training courses, workshops) to continuous development.  AI-driven nudges, micro-learning, and real-time coaching will become standard.

💼 Work styles

• Hybrid and flexible work has become a permanent feature of the working world, and Josh Bersin notes that organizations that resist this shift risk losing their talent and competitive advantage
• AI will help teams reduce administrative friction, streamline communication, and support more effective asynchronous collaboration. However, organizations must keep human creativity, critical analysis and connection at the center of how work gets done.

👥 Management

• Managers will be the most critical role in organizations, empowered by AI to shed administrative burdens.
• The rise of the “Supermanager”: their focus will shift to coaching, team cohesion and culture-building, making them central to retention and engagement.

These trends are not projected scenarios: they are invitations to take action today. Every manager, every HR team, and every organization has the power to turn these changes into opportunities for growth.

The question is no longer whether work will change, but how you will choose to be part of it. Take some time to reflect on your current practices, observing what works and what holds your teams back. Identify habits or processes that need to be reinvented, then set clear priorities. Commit to concrete actions that will make 2026 a year of lasting transformation.

Here are ome practical tips to get started:

• Conduct a quick assessment: organize a discussion with your teams to gather their perceptions of current practices.
• Set two or three priorities: rather than transforming everything, focus on a few high-impact areas (internal communication, collective rituals, skills development, etc.).
• Experiment on a small scale: test new practices in one department or pilot project before rolling them out across the board.
• Integrate coaching or codevelopment: offer individual or group sessions to support your managers and employees in adopting new approaches.
• Measure and adjust: define simple KPIs (engagement, satisfaction, performance) to track your progress and adjust your actions.

It's over to you now.. And when you're ready to turn your goals into lasting success, we'll be there to support you 😊.