There’s something powerful about standing at the start of a new year. It’s a rare moment when possibility and reflection meet, and we’re given a chance to not only look back but more importantly, to look forward.
2026 isn’t just another calendar year. It’s a continuation of what has already been a transformative decade for HR and business leadership. From hybrid work models and AI acceleration to economic uncertainties and shifting employee expectations, the only constant has been change. So the question becomes: how do we not only keep up but lead with intention?
Let’s be clear: I’m not talking about New Year’s resolutions. You won’t find a checklist of lofty personal promises here. I’m talking about goals…measurable, meaningful, and aligned with the impact you want to make as a leader, as a team, and as an organization.
Where HR is Heading in 2026
As we saw from the research and you hear me continue to repeat, HR professionals in 2025 said they were viewed as more strategic than ever before while outcomes across HR, talent, and the business declined slightly.
So that gap should give us pause.
On one hand, it’s encouraging: we work hard and we want respect for the important decision we make and people work that we do. On the other, it’s a signal that visibility alone isn’t enough. Strategy without execution, or systems without alignment, can leave us spinning our wheels.
The data points to some of the likely culprits and things we talked about here in the past: overwhelmed systems leaders, a rapidly expanding vendor landscape, and the ongoing struggle to translate technology investment into business value.
And then there’s AI. Depending on your org size, your team may already be using AI features embedded in your HR systems (our data says you are!) or still watching from the sidelines. Either way, the question isn’t whether AI will affect your work, it’s how you’ll shape its role in enabling human potential, not replacing it.
The Risks and Rewards
There are real headwinds ahead. Budgets will tighten for some but recent data shows that layoffs have slowed. Organizational fatigue continues to be a challenge with no shortage of transformation work. And external factors such as elections, economic shifts, and new regulations could further challenge our sense of control.
But setbacks don’t have to define us. In fact, the most impactful leaders I know aren’t the ones who avoid obstacles; they’re the ones who navigate them with purpose.
So as you set your goals for 2026, ask yourself:
- What outcomes truly matter? Start with the personal.
- How will I measure success? Not just in numbers, but in human experience.
- Where do I need to simplify, pause, or reinvent the way I lead?
And maybe most importantly: Who do I want to bring along with me? Oh this is a biggie!
Working Around the Chaos
We often hear that the best leaders don’t just react to change, they lead through it. That’s more than a catchy line. It’s a shift in mindset that requires clarity, courage, and a commitment to growth.
If you haven’t already, consider investing in leadership development, not just for your executives, but across all levels (we are all leading something or have the potential). Some of our Leadership programs are specifically designed to equip teams with the skills to lead through uncertainty, drive innovation, and build resilience without burning out.
It’s not about having all the answers. It’s about learning how to ask better questions, build trust, and stay aligned with your mission, especially when the ground shifts.
This Is the Year to Get Intentional
2026 won’t be “business as usual.” And frankly, that’s a good thing.
Let’s use this moment to challenge outdated playbooks, reset our assumptions, and get serious about what we’re here to do. Let’s move beyond surface-level metrics and focus on the impact we’re capable of making when strategy, systems, and people are aligned.
It won’t be easy. But it will be worth it.
Happy New Year, and here’s to the goals that matter most.
