Editorial
Artificial intelligence’s (AI) function in the workplace has shifted from automation and task optimization to a more profound conversation: Could AI eventually take on leadership roles? This question, once the domain of speculative fiction, is becoming a legitimate topic of discussion as AI tools grow more sophisticated in areas traditionally associated with human managers.
From inclusion initiatives to task delegation, AI’s evolving capabilities raise critical questions about its potential to lead human teams. For example, tools like Workday’s VIBE Central dashboard offer managers actionable advice to boost inclusion and engagement. While these systems are still advisory, they hint at a future where AI might handle more of the decision-making we associate with management.
AI as an Advisor: Current Capabilities
Workday’s VIBE Central dashboard is an example of how AI is transforming managerial practices. Its data-driven insights and actionable recommendations help managers foster greater inclusion and engagement within their teams. By analyzing patterns and identifying gaps in workplace equity, VIBE Central — and similar systems — help leaders make informed decisions.
Similarly, tools like Clockwise and Humu are upending task delegation and performance feedback.
Clockwise fine-tunes team schedules, ensuring employees enjoy uninterrupted focus time while accommodating collaborative needs. Humu harnesses performance metrics to deliver personalized coaching to support employees’ professional growth.
These advanced technologies are transforming functions such as resource allocation, mentorship and the nurturing of individual development.
The Allure of Scaling AI Leadership
One of AI’s most compelling promises is its scalability. Unlike human managers, AI systems can analyze vast amounts of data in real-time to provide tailored recommendations for teams of any size. This capability is particularly valuable in large organizations, where maintaining consistent managerial quality across departments is a persistent challenge.
Scaling AI leadership presents a critical dilemma: to what extent can AI effectively manage human teams without sacrificing the essential, human-centric elements of leadership? While AI excels at data-driven tasks like scheduling and performance analysis, it struggles to replicate the intuition and emotional intelligence that distinguish truly effective human managers.
Emotional Intelligence: The Missing Piece
Leadership is as much about emotional intelligence as it is about strategic decision-making. While AI systems can simulate emotional intelligence through sentiment analysis and natural language processing, they cannot truly embody it. For example, an AI might recommend workforce reductions to improve efficiency based on quantitative metrics. However, it would lack the sensitivity to navigate the human impact of such decisions, such as the morale of remaining employees or the long-term cultural implications.
This limitation underscores a fundamental question: Do we really want to hand an AI system authority over humans?
Studies consistently show that managers have an outsized impact on their direct reports in areas like engagement, loyalty and retention. The relationship between a manager and their team is often built on trust, empathy and shared experiences — qualities that AI cannot authentically replicate.
The Human Response to AI Managers
If AI were to take on managerial roles, how would human employees respond? Would engagement and loyalty suffer, knowing their leader is an algorithm? Or could AI’s impartiality and data-driven insights foster greater trust in its decisions?
The many answers to these questions reveal a complex paradox.
While AI is often touted for its potential to reduce bias and ensure objective decisions, it's crucial to acknowledge that AI systems themselves can perpetuate and amplify existing biases embedded in their training data. This complicates the promise of a more equitable workplace.
Furthermore, the absence of human connection may lead to feelings of isolation and reduced engagement, already an issue in our workplaces. Employees could struggle to build meaningful relationships with an AI manager, especially when confronted with situations requiring emotional intelligence or moral reasoning.
Retention is also a concern, as is career progression. A manager's role extends beyond task delegation and performance reviews; they are mentors, advocates and confidants.
By potentially replacing human managers with AI, organizations risk undermining the sense of belonging that employees derive from workplace relationships, as well as disrupting traditional career advancement paths. Management positions are often key to upward mobility, and their displacement by AI could significantly curtail opportunities for employee growth and development.
The Path Forward: Balancing AI and Human Leadership
While AI has the potential to reshape management, it is unlikely to fully replace human leaders in the near future. Instead, the most effective organizations will likely adopt a hybrid approach, leveraging AI to significantly enhance the support structure for human managers.
For example, AI could handle the logistical aspects of scheduling, performance tracking and even initial feedback generation, allowing managers to dedicate more time to one-on-one interactions and team-building activities. AI can deliver personalized training recommendations based on individual employee performance and learning styles, and streamline communication workflows by automating meeting scheduling and document distribution.
By automating these routine tasks and providing personalized feedback, AI frees managers to focus on the interpersonal aspects of their roles, such as fostering creativity, building team culture and providing empathetic support during challenging times — capabilities that machines cannot replicate. In this way, AI becomes a tool for amplifying human leadership rather than a substitute for it.
A Cautionary Optimism
The idea of AI as a leader is both intriguing and fraught with ethical and practical challenges. While AI systems like Workday’s VIBE Central, Clockwise and Humu demonstrate how technology can support managerial functions, they also highlight the limitations of machine intelligence in areas requiring emotional depth and moral judgment.
As organizations continue to explore the role of AI in leadership, they must tread carefully. The goal should not be to replace human managers but to empower them with tools that enhance their effectiveness. After all, leadership is not just about making decisions; it’s about inspiring, connecting and understanding — qualities that remain uniquely human. The future of work will belong to those who can strike the right balance between technological innovation and human-centric values.
Webinar
Sep
25
CMS Briefing: A Live Look at What’s Next in AI-Driven Platforms
Learn how leading organizations are using AI‑driven tools to publish faster, personalize smarter and stay secure.
Register
Webinar
On demand
Ready or Not: How Data-First Organizations Are Unlocking Agentforce Potential
Learn how to cut through the noise, activate Agentforce and build a Salesforce AI strategy that actually delivers.
Watch Now
Webinar
On demand
AI in Customer Service: Faster Resolutions, Happier Customers
Don’t let rising demand burn out your team. See how to build a smarter, more resilient support org.
Watch Now
Webinar
On demand
From Hype to High-Impact CX Strategies That Actually Scale
Turn buzzworthy AI and outsourcing trends into measurable CX wins with fresh 2025 data.
Watch Now
Webinar
On demand
Insights to Action Rethinking the Contact Center for Real Business Impact
Join our exclusive webinar to hear CX executives share their innovative strategies for transforming service delivery.
Watch Now
Webinar
On demand
Accelerating Healthcare Ops with AI
Sign up to see how your peers are putting AI to work — and making it stick.
Watch Now
Editor's Note: Dive into other questions around where to best use AI:
- AI Isn't Ready to Make Unsupervised Business Decisions — AI isn't ready to fly solo on business decision making. Keep humans in the loop and set up these guardrails before setting it loose.
- First-Time Managers Need Help. Is AI the Answer? — The CCL reports 60% of new managers never receive training. Unsurprisingly, generative AI solutions are popping up to solve the problem. Can they get the job done?
- Personalized, Practical, Predictive: The Power of AI in Employee Experience — By making EX more personalized, practical and predictive, AI enables organizations to create exceptional work cultures that attract and retain talent.
Learn how you can join our contributor community.
