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Report: AI Is Changing Leadership Faster Than Organizations Are Adapting

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NEW YORK, Oct. 20, 2026 /PRNewswire/ — AI is accelerating how quickly work gets done, but the leadership structures, skills, and safeguards needed to manage that speed are struggling to keep pace.

A new report from The Conference Board highlights the challenges emerging for leaders as organizations integrate AI into daily work. Among those challenges, AI’s rapid pace is creating new managerial bottlenecks, fatigue, and the risk of “work slop.” Leaders must now evaluate an influx of AI-generated work without sacrificing quality, sound judgment, or employee development.

Drawing on a survey of 775 international leaders and 20 interviews, the findings also reveal a gap between AI adoption and leadership readiness. Nearly two-thirds of surveyed leaders say their organizations are already using AI across several functions or have highly integrated it into daily work. Yet more than one-third (37%) say ownership of AI-related leadership decisions remains inconsistent or unclear.

To address these challenges, the report calls on organizations to adapt their leadership structures, decision-making processes, and development programs to keep pace with changing expectations.

“AI is fundamentally transforming what it means to be an effective leader,” said Diana Scott, US Human Capital Center Leader, The Conference Board. “Success will depend less on managing tasks and more on guiding teams through change, building trust, and rethinking how work gets done. Organizations that focus only on AI skills risk overlooking the broader leadership capabilities needed to turn the technology into meaningful business value.”

AI is already embedded in work.

64% say AI is used across several functions or highly integrated into daily work.

Accountability is lagging.

37% say ownership of AI-related leadership decisions is inconsistent or unclear.85% of organizations where AI is highly integrated report clear ownership or formal governance, compared with just 26% of organizations still exploring AI.

Middle and lower management face disruption.

While just 4% of leaders expect a reduction in C-Suite roles, 38% anticipate fewer middle managers, and 36% expect reductions in both frontline managers and project leaders.

“AI is changing how work gets done faster than organizations are changing how they’re structured,” said Erka Amursi, Principal Researcher, Human Capital, The Conference Board. “Rather than simply eliminating management layers, companies should rethink how decisions are made, responsibilities are shared, and performance is measured to ensure their organizational structures support new ways of working.”

Leadership is becoming more distributed.

36% favor a hybrid leadership model, in which leadership input and responsibilities are shared.30% favor distributed leadership, where responsibilities are spread across levels, functions, and roles.24% favor shared leadership, where individuals take the lead according to the expertise required.Just 5% say a traditional leader-centered model is best suited for the AI era.

Critical thinking is the most important leadership skill in the AI era.

52% rank critical thinking and decision-making as the most important enduring leadership skill.Among AI-expanded competencies, continuous AI literacy and knowing when human judgment should override AI tie for first at 40% each.

Work redesign becomes a leadership skill.

33% identify redesigning work for human-AI collaboration as an important AI-expanded competency.

Leaders want hands-on AI training.

72% favor hands-on practice with AI tools over more traditional development approaches.

Recommendations for CHROs:

Clarify AI accountability and decision rights: Define who owns AI-related decisions and who remains accountable for AI-generated outputs.Balance AI speed with human judgment: Build in time for reflection, review, and coaching so faster work doesn’t compromise quality, learning, or accountability.Test more flexible leadership models: Experiment with distributing leadership responsibilities while maintaining clear accountability, authority, and decision-making structures.Integrate AI into workforce planning: Bring HR, business, finance, and technology leaders together to align work redesign with staffing, skills, and technology needs.Strengthen distinctly human leadership skills: Build critical judgment, systems thinking, risk awareness, coaching, empathy, and the ability to provide context.Tailor AI development by leadership level: Move away from generic AI training toward practical, role-specific learning tied to leaders’ actual work.

About The Conference Board
The Conference Board is the global, Member-driven think tank that delivers Trusted Insights for What’s Ahead®. Founded in 1916, we are a nonpartisan, not-for-profit organization.

TCB.org  l  Learn about Membership

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SOURCE The Conference Board

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LEAP Group Relaunches HumanView, a Growth Intelligence System Built to Explain Why Customers Behave the Way They Do

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October 24, 2026

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Reimagined from the ground up, HumanView pairs statistical modeling with expert analysts to turn millions of real-world customer signals into business decisions

LOUISVILLE, Ky., Oct. 23, 2026 /PRNewswire/ — LEAP Group today announced the relaunch of HumanView, its growth intelligence service. The new version has been rebuilt from the ground up and now has a dedicated home at leapgroupnetwork.com/humanview.

HumanView analyzes what customers say and do across social platforms, e-commerce sites, review platforms, search behavior and user-generated content, including signals from Reddit, TikTok, YouTube, Meta, Amazon and Walmart+ that general AI tools cannot always access. Because the data reflects unprompted, real-world behavior, it avoids the response bias built into surveys and focus groups.

The service works in three layers. HumanView captures signals at scale, decodes millions of records through validated statistical models such as regression, correlation and clustering, and then relies on experienced analysts to interpret the patterns. Clients receive clear, human-validated insights instead of another dashboard.

“Machines find the patterns. Humans find the point,” said Alan Gilleo, CEO at LEAP Group. “The first version of HumanView showed us how much customers reveal when nobody is asking them questions. This version is built to explain why they act the way they do, and to put those answers in front of everyone making decisions, from product to service to marketing.”

HumanView focuses on three areas:

Growth Intelligence: customer motivations and how people perceive a brand and its competitors

Market and Category Intelligence: product pain points, service friction, unmet needs and competitive gaps

Audience Intelligence: new segments, positioning opportunities and gaps in the market

Every model is designed and validated by data scientists and benchmarked before it informs a recommendation.

To learn more about HumanView, visit leapgroupnetwork.com/humanview.

About LEAP Group
LEAP Group is a boutique marketing agency holding company with offices in Louisville, Indianapolis, Cincinnati and Chicago. Guided by the belief that brands should “Market Less. Matter More.,” LEAP gives clients access to specialized experts across its entire network. Learn more at leapgroupnetwork.com.

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SOURCE LEAP Group

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STEPHEN A. SMITH ADDRESSES WHITE HOUSE DINNER ATTENDANCE, REAFFIRMS COMMITMENT TO HBCUs AND PROTECTING CORPORATE INVESTMENT IN BLACK EDUCATION

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October 24, 2026

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NEW YORK, Oct. 23, 2026 /PRNewswire/ — Stephen A. Smith, media mogul, New York Times bestselling author, and proud 1991 graduate of Winston-Salem State University, is addressing the public discussion surrounding his decision to attend a White House dinner with President Donald Trump, emphasizing his commitment to the long-term financial stability of Historically Black Colleges and Universities (HBCUs).

For Smith, the decision was rooted in a commitment to institutions that have educated generations of Black leaders, professionals, entrepreneurs, and public servants.

“I will always advocate for HBCUs and the students whose futures depend on them,” Smith said. “My reason for attending the White House dinner was to discuss the challenges these institutions face in securing long-term funding and to make the case that corporate America must continue to invest in them.”

Smith acknowledged federal support through the FUTURE Act while expressing concern that political tensions surrounding diversity, equity, and inclusion (DEI) could discourage private companies from supporting HBCUs. He maintains that these institutions deserve sustained corporate partnerships, philanthropic contributions, and public investment.

“If we truly believe in free-market capitalism, businesses should be able to support educational institutions and charitable causes without fear of criticism or repercussions,” Smith said. “HBCUs have made extraordinary contributions to this country. They deserve sustained public and private investment.”

Ashley Christopher, Esq., Founder and CEO of the HBCU Week Foundation, recognized Smith’s advocacy and decision to engage with the administration.

“Stephen A. Smith has been a powerful advocate for HBCUs, using his platform and influence to shine a national spotlight on our institutions,” expressed Christopher, “His continued support of HBCU Week helps advance our mission of connecting students with life-changing educational opportunities, and we are proud to have him as our ambassador.”

Since Smith became an HBCU Week Ambassador in 2019, the initiative has facilitated more than 15,000 on-the-spot college acceptances and raised and awarded more than $150 million in scholarships, according to the HBCU Week Foundation.

As public discussion continues, Smith is emphasizing the importance of ensuring HBCUs have the resources and partnerships needed to educate future generations and expand opportunities for students.

CLICK HERE to watch Smith’s full response to his White House visit.

MEDIA CONTACT:

media@mrsasinc.com

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SOURCE Straight Shooter Media

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Advantex Announces Completion of Financing and Extension of Maturity Date of Previously Issued Debentures

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October 24, 2026

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TORONTO, Oct. 23, 2026 /CNW/ — Advantex Marketing International Inc. (CSE: ADX) (“Advantex”), a leader in the merchant cash advance and loyalty marketing products for merchants, today announced the completion of a $250,000 secured debt financing. Advantex issued a $250,000 non-convertible debenture which bears an interest rate at 12% per annum and matures December 15, 2027. The proceeds raised from this issuance of the Debenture will be used for working capital purposes.

Advantex has also extended the maturity of its existing $700,000 in 12% secured debentures from October 10, 2026 to December 15, 2027.

About Advantex Marketing International Inc.

Advantex provides working capital to merchants. Advantex also provides specialized marketing programs that enable members of Aeroplan to earn Aeroplan points at participating merchants.

Advantex shares trade on the Canadian Securities Exchange under the symbol ADX. For more information go to Advantex’s profile on www.sedar.com

Forward-Looking Information

This news release contains “forward-looking statements” within the meaning of applicable securities laws relating to the future business and operations of Advantex. Actual results and developments may differ materially from those contemplated by these statements. The business and operations of Advantex described herein is dependent on a number of factors and is subject to a number of risks and uncertainties. Factors that could cause actual results to differ material include, but are not limited to, changes in Advantex’s economic and competitive conditions including but not limited to the industry sectors in which Advantex operates.

The statements in this news release are made of the date of this release. Forward-looking statements are made based on management’s beliefs, estimates and opinions on the date the statements are made and Advantex undertakes no obligation to update forward-looking statements if these beliefs, estimates and opinions or other circumstances should change, except as required by applicable law.

SOURCE Advantex Marketing International Inc.

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