Editorial
Sarah stared at her laptop, scrolling through yet another AI-generated report on team productivity metrics. As a director of engineering at a mid-sized tech company, she had access to more data and learning resources than any leader in history. Her company's learning management system offered hundreds of leadership modules, her AI assistant could pull insights from thousands of management articles, and real-time analytics showed her exactly how her distributed team was performing.
Yet she felt stuck. Three of her senior developers had quietly pushed back against the company's return-to-office mandate, and two promising junior engineers seemed disengaged during virtual stand-ups. The younger team members, who had started during the pandemic, valued flexibility over face time and questioned processes she took for granted.
When Sarah searched for solutions, she found plenty of data but struggled to understand the nuanced human dynamics at play. She could analyze what was happening, but not why — or what to do about it.
Sarah's challenge shines a light on the limitations of tech-based and AI-led learning. While these tools provide unprecedented access to information and personalized learning, they fail to develop the contextual wisdom and relational skills that are at the heart of effective leadership.
What AI Cannot Provide
The explosion in the use of AI tools across companies has accelerated the need for leaders who are competent in human-centered practices. In a recent Harvard Business School study, 76% of respondents expect these practices to be increasingly essential for business success.
Human connection remains essential for developing leaders who can navigate complex organizational dynamics. Research consistently shows that the most critical leadership competencies — emotional intelligence, strategic thinking, and the ability to influence and inspire others — develop best through interpersonal experiences.
Human interaction provides what AI cannot: the ability to read between the lines, understand unspoken concerns and develop the intuitive sense that guides difficult decisions. When leaders engage with peers, mentors and colleagues across their organization, they gain tacit knowledge that no database can capture.
5 Proven Approaches to Foster Human Connection in Leadership Development
Connecting either in-person or virtually, the following five approaches allow leaders to meet their peers and mentors, facilitating the exchange of knowledge, insight and perspectives that strengthen judgement.
1. Coaching
One-on-one coaching provides personalized guidance adapted to each leader's unique challenges and learning style. Unlike AI-driven feedback, human coaches read emotional cues, probe assumptions and provide real-time support during difficult situations.
Practical tips:
- Pair leaders with coaches who have experience in similar organizational settings.
- Schedule regular sessions that coincide with real workplace challenges.
- Use video calls rather than phone conversations to maintain visual connection.
- Create structured reflection exercises that leaders complete between sessions.
2. Peer Groups
Cross-functional peer learning groups allow leaders to share challenges, solutions and perspectives with colleagues facing similar situations. These facilitated groups create safe spaces in which vulnerable and honest discussions are possible.
Practical tips:
- Form groups of 6-8 participants from different departments or business units.
- Engage a professional facilitator to work with the group. If one is not available, rotate facilitation responsibilities among group members.
- Use structured case consultations based on real organizational challenges.
- Meet monthly with structured agendas that balance problem-solving and relationship-building.
3. Study Visits
Study visits to other organizations or departments provide a group of leaders with exposure to different approaches and practices. Time is spent observing meetings, touring sites and in one-to-one conversations with the hosts. The visiting group also engages in guided discussions about their observations and learnings.
Practical tips:
- Partner with other companies or organizations for mutual learning exchanges.
- Structure visits around specific leadership challenges or competencies.
- Include pre-visit preparation and post-visit reflection sessions.
- Facilitate small group discussions immediately after each observation session.
4. Job Shadowing
Job shadowing allows emerging leaders to observe experienced colleagues in action, providing insights into decision-making processes and leadership styles that formal training cannot replicate.
Practical tips:
- Match participants with leaders two levels above their current position.
- Include shadowing of meetings, difficult conversations, and strategic planning sessions.
- Provide structured observation guides that focus attention on specific leadership behaviors.
- Schedule debrief conversations within 24 hours of each shadowing experience.
5. Mentoring
Formal mentoring relationships create ongoing developmental partnerships that extend beyond specific programs or timeframes. Mentors provide wisdom, perspective and career guidance that helps leaders navigate both immediate challenges and long-term growth.
Practical tips:
- Match mentors and mentees based on complementary strengths and development needs.
- Establish clear expectations and boundaries for the relationship.
- Provide training for mentors on relationship-building and feedback techniques.
- Create structured check-ins that track both professional development and relationship quality.
Building Leaders for Today and Tomorrow
The personal connections that emerge from these ways of developing leaders benefit both the individual leader and their company:
- Leaders who participate in human-centered learning experiences build networks that extend their influence and provide ongoing support throughout their careers.
- They develop more holistic views of company strategy by understanding how different departments and functions interconnect.
- Most importantly, they learn to see challenges from multiple perspectives—a skill that becomes increasingly valuable as organizations become more complex and diverse.
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Leadership development programs that value and invest in human connection create leaders who can bridge the digital-physical divide that characterizes modern workplaces. These leaders understand how to both leverage the power of technology and to cultivate human relationships in ways that result in smart, effective and lasting results.
Editor's Note: What else can you do to develop the leaders of tomorrow?
- EX Marks the Profit: Leadership Development for Financial Success — Leadership development is often a hard sell. But when done right, it delivers short and long-term advantages and ROI. Here's how to make the business case.
- The 3 Ingredients Behind a More Effective Leadership Team — Current leadership development programs fail to achieve the intended outcomes for a number of reasons.
- How to Pick a Leadership Development Program That Delivers — How can you keep your leadership development program from being a snoozefest?
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