Youtube Exercise » English Grammar Homework

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The Real Future of Managers in 2026 (and Why Most HR Teams Aren’t Ready)

HR Leaders – Shaping the future of work.

498 views 6 months ago

Warm-up Questions

When you hear the title, what changes do you think managers will face by 2026?
Why might “most HR teams aren’t ready” for the future of management be a statement made?
What kinds of support do you think managers need most today: training, coaching, or technology?
Are HR managers needed in a company?

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The Real Future of Managers in 2026 (and Why Most HR Teams Aren’t Ready)

Managers’ changing role and biggest challenges (00:00 – 03:20)

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1. According to the speaker, what has changed most about the manager role in recent years?

Managers no longer need to manage teams; they only manage projects.
Managers mostly focus on technical expertise and individual tasks.
Managers now handle a wider range of needs, including performance and mental health.
Managers mainly work on marketing and sales strategy.

2. Why does the speaker call managers a “critical layer” in organizations?

They replace senior leaders when they are absent.
They control company budgets and finance decisions.
They face daily challenges implementing transformation and supporting people.
They are responsible for writing all HR policies.

3. What does the speaker say HR should do differently when developing managers?

Rely only on HR’s own vision of what managers should learn.
Outsource all training to external consultants.
Listen to managers’ needs and co-build approaches that fit them.
Stop offering development programs because managers are too busy.

The Real Future of Managers in 2026 (and Why Most HR Teams Aren’t Ready)

A three-pillar approach: onboarding, community, workshops (in person) (03:20 – 06:40)

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1. Instead of focusing first on AI, what direction did the speaker say they chose at headquarters?

Hiring only senior experts to lead teams
Replacing managers with automation tools
Only online learning to reduce travel
The people link and creating a collective mindset

2. Which option best matches the speaker’s “three pillars approach” for supporting new managers?

AI chatbots, social media groups, and email newsletters
Onboarding/learning basics, a manager community, and dedicated workshops/trainings
Compliance training, finance training, and customer service training
Performance reviews, promotions, and salary bonuses

3. Why does the speaker believe in-person moments are especially important?

Because technology has made connection easier, so in-person is no longer needed
Because in-person meetings are cheaper than digital tools
Because managers are not allowed to meet online
Because rebuilding human connection is critical in a tech-heavy society

The Real Future of Managers in 2026 (and Why Most HR Teams Aren’t Ready)

Coaching platform, “in the moment” support, and exploring AI for 2026 (06:40 – 09:49)

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1. What benefit of coaching does the interviewer emphasize?

Coaching works best when booked months in advance
Coaching is most useful “in the moment,” when a manager really needs it
Coaching should be only for junior managers
Coaching should replace all training and workshops

2. What kind of coaching solution did the speaker clarify they are using (not AI)?

A platform that connects managers with real coaches
An AI tool that automatically writes performance reviews
A chatbot that coaches managers through text messages
A weekly group coaching call with no coach

3. What AI-related idea is the speaker exploring for 2026?

AI tools to help managers give better feedback
AI tools to replace onboarding programs
AI tools to translate every meeting automatically
AI tools to remove managers entirely

The Real Future of Managers in 2026 (and Why Most HR Teams Aren’t Ready)

Transcript will load here…

1. What is one main message of the conversation?

Supporting managers requires listening to their real needs and building ongoing support.
Middle managers are not important to organizational success.
HR should only invest in AI and stop face-to-face development.
Managers have fewer responsibilities than before.

2. Why can manager communities be valuable, according to the speakers?

They reduce the need for communication between managers and HR.
They normalize talking about people challenges and reduce loneliness through peer support.
They guarantee everyone gets the same career path.
They make managers compete against each other for promotions.

3. How does the speaker view AI in manager development?

AI should be ignored completely.
AI can be an additional tool, but human connection and coaching still matter.
AI is already fully implemented as the main solution.
AI should replace coaching and workshops.

Discussion Questions

Discuss the ideas from this video

The Real Future of Managers in 2026 (and Why Most HR Teams Aren’t Ready)

Which challenge for managers feels most difficult: managing performance, mental health, or constant transformation? Why?
Have you ever felt “in a sandwich” at work or school (between two sets of expectations)? What did you do?
Do you think manager development should be mostly in person, mostly online, or a mix? Explain your choice.
How could AI realistically help managers (e.g., feedback, planning, coaching)? What risks or downsides might it create?