AI is changing how we work. Fast.
Generative tools are already shaping how we write, plan, analyze, and lead. Platforms are getting smarter, and workflows are getting faster. But while the tech has taken off, people are still catching up.
Many professionals haven’t had the space (or support) to fully explore what AI can do. And the people expected to lead that change? Often left out of that conversation entirely.
That’s why this shift can’t start with tools. It has to start with your people leaders.
Managers set the tone. They shape culture, drive priorities, and model how change is done. When they’re equipped to lead with AI, everyone benefits.
Because AI doesn’t replace people. It multiplies their potential and reshapes how work gets done.
And if we want to build a future that’s not AI vs. humans, but AI with humans, our managers are the starting point.
That also means equipping them with the right blend of technical fluency, leadership capability, and human skills that only people can bring.
In this article, we’ll explore how HR leaders can turn managers into AI multipliers—and how that unlocks smarter, stronger organizations.
How to upskill managers for the age of AI
When managers lead with clarity and confidence, their teams are more likely to see AI not as a threat, but as something they can use to do their best work.
They don’t need to be experts. But they do influence how people approach change, how supported they feel during uncertainty, and how capable they become with new tools.
That’s what makes them your most important AI investment.
As the pace of innovation accelerates, organizations are asking their managers to do more than ever before. Not just hitting targets or running meetings, but guiding people through a new era of work with confidence, curiosity, and care.
Today, effective managers are:
- Confident AI users integrating tools into their daily work
- Coaches modeling adaptability and continuous learning
- Leaders balancing performance with wellbeing
- Champions of change, turning potential into progress
Research shows that when companies don’t rethink work and reskill their people, productivity plateaus, burnout spikes, and trust erodes.
So, how can HR and L&D leaders help managers thrive and not just survive in the AI era?
Upskilling managers means moving beyond traditional training to real-time, context-driven learning that evolves with AI technology.
Here’s how you can put that into practice:
- Build AI literacy. Managers don’t need to understand how AI works under the hood. But they do need fluency in what tools like ChatGPT, Copilot, or platform-native AI can (and can’t) do, so they can make smart decisions and lead by example.
- Reinforce timeless skills. Communication, prioritization, empathy, feedback, and psychological safety are still the foundations of effective leadership. And they matter even more in times of rapid change.
- Encourage adaptability. AI is evolving fast. The managers who stay curious, open, and experimental are the ones best equipped to help their teams navigate the unknown without losing momentum or morale.
- Embed learning in the everyday. People are more likely to adopt new tools when learning happens in the flow of work. Think less ‘one-and-done’ training and more peer coaching, toolkits, support, and internal champions who model what good AI practices look like.
When managers build fluency in the tech and the transformation, they turn strategy into action, making meaningful change feel real and achievable.
How AI-ready managers power high-performance teams
When managers lead with AI in mind, they don’t just boost efficiency. They build stronger, more adaptable teams.
Because great managers do more than delegate. They remove blockers, foster alignment, and support growth. With AI woven into everyday workflows—from project planning to performance check-ins—managers can better help their teams focus on high-value work and outcomes, not just outputs.
AI-ready managers help their teams:
- Stay aligned and focused, even during constant change
- Reduce manual work and decision fatigue
- Keep momentum high without increasing burnout
- Build trust through clarity, consistency, and responsiveness
The result? Teams that feel supported, not sidelined, by AI.
Managers don’t need to be technical experts. But when they understand what AI can do, they become the link between smart tools and smarter team outcomes.
Here’s how HR teams can help managers bridge the gap:
- Talent acquisition. AI speeds up sourcing by filtering resumes for skills and fit. It also supports fairer hiring by removing identifiers, while keeping candidates engaged with automated scheduling, interview prep, and feedback.
- Driving business results. Performance trends and outliers are easier to spot, allowing managers to catch potential issues before they escalate. AI also helps managers tie team activity to outcomes, using real-time, unbiased data to refine strategy.
- Performance evaluation. AI recommends tailored development paths, adapts coaching to individual learning styles, and helps managers track progress over time with unified dashboards.
Retention and engagement. AI flags early turnover risks, uncovers team sentiment, and suggests personalized opportunities for recognition, wellbeing, and growth to help managers make their people feel seen and supported.
Driving transformation through L&D and people programs
AI can accelerate performance. But people still drive it. And the ones best positioned to turn potential into progress? Your managers.
Josh Bersin’s 2025 research introduces the concept of the superworker—an individual who uses AI to dramatically increase their output and impact. But these professionals don’t emerge on their own. They grow in environments where managers are empowered to model, support, and scale smart AI adoption.
As Itamar Katsch, learning and organizational development team lead at Similarweb, puts it:
“Managers are responsible for managing change and enabling employees to implement that change—and there’s no bigger change right now than AI… They need to create a safe space where employees can step back, take time to truly understand AI, and temporarily ease off their KPIs.”
HR leaders and L&D have the power to create these environments. Here’s how:
- Map current capabilities to future needs. Use skills frameworks to identify strengths, uncover gaps, and plan for what’s next.
- Design role-relevant learning journeys. Tie upskilling directly to business goals and manager impact.
- Embed learning into the everyday. Provide nudges, toolkits, and just-in-time content to make upskilling feel natural and not like extra work.
- Build communities of practice. HR & LD can create space for managers to share, adapt, and scale what works together.
- Champion managers as drivers of change. Partner across comms and ops to position them as the heartbeat of transformation and help reinforce managers’ impact at every level.
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AI-ready managers build AI-ready companies
AI has the power to accelerate performance, spark creativity, and reshape how we work. But it only drives real change when people feel confident using it—and leading with it.
That’s where managers make the difference.
They’re the link between strategy and execution. Between tech investment and people impact. When managers bring AI into daily work with clarity and care, transformation doesn’t feel overwhelming. It feels achievable.
And the organizations that thrive? They won’t be the ones chasing the latest tools. They’ll be the ones that invest in their people, especially their managers.
Because technology doesn’t future-proof a business. People do.
