Have you noticed that something has shifted as we enter 2026? In conversations with leaders, I’m noticing the focus is not on performance metrics as much as usual.

What do leaders seem to be asking for and focusing on as we move into 2026? I invite you to read on and let me know your thoughts.

Over the past few months, I’ve been noticing a clear shift in what my high-performing clients who work in leadership roles are asking for and focusing on. It’s not another productivity framework or performance sprint.

What they’re wanting is more like a long-lasting shift in being more people-focused and finding a sustainable way to work that still allows them to make an impact. And it all begins with them taking time to get really clear about what they want and noticing what it’s difficult for them to let go of.

What I’m hearing most often:

• “I know I need to use AI and technology more, but I also want less time in front of a screen.”
• “I know I should go for this next promotion, but something feels misaligned.”
• “I need to keep performing at a high level, but I’m exhausted and I don’t want to burn out again.”

Burnout, identity fatigue, AI pressure, and leadership dissonance are no longer edge cases — they’re mainstream challenges experienced by leaders working at higher levels in organizations.

After 20+ years of observing what creates sustainable transformation, one pattern is clear: the accelerating pace of work and the dehumanizing nature of technology are not promoting a healthy leadership culture. And until we all get really clear about what we want and what we are willing to accept, we are complicit in letting the status quo and the systems we work in degrade our performance — impacting our creativity and innovation with a huge toll on us cognitively, emotionally, interpersonally, and physiologically.

That said, not all is lost; I’m also seeing who is thriving and what they’re doing differently.

The leaders who will be thriving in 2026 are:

• Leading with a human-lens, dynamically balancing the optimization of technology with the conditions that ensure the team performs creatively and productively.
• Intentionally slowing down the pace to get grounded and clear about priorities before rushing ahead with implementing half-baked solutions..
• Building their internal resilience and capacity with disciplined and conscious practices that nurture mental, emotional and physical well-being.

As we start the calendar year, I invite you to reflect: 

Where are you mindlessly pushing ahead for answers and impact, when what’s really needed is to slow down to see reality as it is and make tough decisions about what can be sustained for the long-term and integrated to support a high functioning team culture?

I’m currently developing something new for 2026 that directly addresses this shift at the individual leader level. Stay tuned…more to come, but for now, start the year by noticing what your internal leadership compass is actually asking for.