As businesses evolve, so must their leadership need to change and develop too. HR has traditionally helped with managing people and company culture. However, in a McKinsey podcast episode of McKinsey Talks Talent, McKinsey leaders and talent experts, including Brooke Weddle, emphasize that business leaders themselves must also be capable in HR-related areas, equipping themselves with knowledge in people leadership and managing change.
Weddle explains that HR has undergone a significant evolution, building capabilities to become strategic partners. This works best when business leaders also develop similar skills, raising their knowledge and abilities in both people leadership and change leadership.
This is not only crucial for organizational growth but is also deeply aligned with Islamic leadership principles, which emphasize personal responsibility, fairness, and ethical guidance.
Leadership Expectations Today
McKinsey’s recent podcast reveals that HR can’t handle all people management and organizational changes on its own. Employees and HR are facing challenges, and they feel frustrated due to feeling overworked and unappreciated. Wendy Miller, an HR leader at McKinsey & Company, explains that the past few years have brought many challenges.
For example, the pandemic, the Great Resignation, and changes in how we work (e.g., remote work). These events have led to high stress levels for everyone, but HR staff, who are on the front lines of managing these changes, are particularly affected.
Business leaders now must play an active role in these areas for long-term success. While HR provides support and guidance, the real impact comes when leaders at all levels, including executives, managers, and team leaders, are involved.
Brooke Weddle emphasizes that developing these skills should not only be HR’s responsibility but must be shared across the whole organization. She believes business leaders need to better understand how to lead people and manage change. In simple terms, HR can’t do everything—leaders must step up and lead.
Why must a business leader lead people and manage change directly?
Today, managing change and meeting people’s needs is the key to success. And how can that be done? With the increasing challenges employees face, Lucia Rahilly, Global Editorial Director and Deputy Publisher of McKinsey Global Publishing, refers to a Times article highlighting how employees are experiencing more burnout than ever before. This is due to the increased workload they have taken on since the pandemic.
This is where leaders must build trust with their own people, not just HR to guide them through challenges and changes. Strong relationships help reduce stress and improve engagement. Therefore, while HR can offer support, business leaders must create the right environment for growth and change.
Wendy Miller, a leadership expert, stresses that leaders should take charge of their development. She says, “Find your voice and use your voice—1,000 percent.” Leaders need to actively improve their leadership skills, especially during change, to ensure goals are met and employees feel motivated.
This idea connects to Islamic teachings, where leaders are reminded of their duty to care for the people they lead. The Prophet Muhammad (PBUH) said, “Each of you is a shepherd, and each of you is responsible for his flock.”
This teaches that leaders cannot simply delegate their responsibilities—they must actively engage with their teams, make informed decisions and lead change. It also emphasizes that leadership is not just the responsibility of one person; every individual has a role to play, and the duty to guide and support each other is shared collectively.
Managing Change: A Skill Every Business Leader Must Master
One of the greatest challenges leaders face today is managing change. McKinsey’s podcast highlights that successful leadership during times of change is critical to a company’s ability to adapt and thrive. Business leaders need to build the necessary skills to manage change effectively.
Whatever type of change happens in the organization, leaders must keep in mind to communicate clearly. Leaders need to ensure that everyone understands the changes, the reasons behind them, and how they will affect the company. Be it shifts in organizational structure or adapting to new AI technologies, leaders must develop this skill to handle this change.
Conclusion
The future of business leadership depends on leaders who are hands-on in managing their teams and navigating change. Organizations must be thoughtful and not overburden HR, but instead, everyone should be equipped with leadership skills. Leaders must take charge of their development and build the skills needed to guide their teams through tough situations. This will help create stronger and more adaptable businesses.
For companies that follow Islamic values, this approach is aligned with the teachings of the Quran and Sunnah. Leaders have the responsibility to guide their teams, not only by making good decisions but also by showing fairness, patience, and ethical leadership.
