Leadership is evolving, not slowly, but exponentially. As the workforce undergoes rapid transformation, many leaders and organizations are still playing catch-up. 

So, how do we bridge the gap between outdated leadership models and the future that’s already here? 

In this engaging conversation with Dr. Cheryl Robinson, we tackle this head-on: embracing the pivot, redefining leadership through AI, and shifting how we grow, lead, and prepare our leaders for the new future.

The New Language of Leadership

Dr. Cheryl Robinson, a Forbes contributor and organizational behavior expert, has been sounding the alarm for years. Long before the pandemic, her column “Embrace the Pivot” set the stage for what leaders need today: the ability to shift. Her work and practical experience point to one truth: most leaders still struggle with communication.

In our discussion, we unpacked her April 2025 Forbes article on “the new language of leadership.” It’s not about throwing away everything we’ve learned. It’s about updating the vocabulary we use to engage teams and drive results. 

From moving away from “accountability” and toward “ownership,” to transforming “managing” into “mentoring,” these shifts aren’t cosmetic; they are cultural. Ownership starts with trust. When leaders trust their people, they empower them to take the lead. That’s the kind of ownership that drives innovation, engagement, and real accountability.

Inclusivity and AI: The Top Priorities for Leaders

When I asked Cheryl, “What are some of the top priorities right now for organizations and leaders?” her response was clear: inclusivity and AI. For the companies she supports, inclusivity isn’t a buzzword; it’s a call to action driving leaders’ behaviors.

At the senior level, inclusion means asking, “Who needs to be at this table so we can create a more comprehensive, effective solution?” For directors, VPs, and EVPs, it means looping in peers who may be affected by decisions, to avoid siloed implementation. And for frontline managers? Inclusion means listening. Cheryl pointed out that asking questions like “How does this impact you?” or “How can we improve this?” creates engagement and avoids wasted time from top-down guessing.

On the AI front, leaders are asking the wrong question if they’re wondering, “How can we replace people with AI?” Instead, the question should be: “How can we hire and develop people who can lead effectively while using AI as a strategic ally?”

Cheryl captured it perfectly: 

PULL OUT QUOTE: “AI is about working smarter, not harder.” Dr. Cheryl Robinson

At ExecutiveBound, we’re encouraging our clients to lean into this mindset because AI, like the PC in the 90s, is a tool. It’s not here to take your job. It’s here to help you do it smarter, faster, and better. Imagine freeing up your time from repetitive tasks so you can focus on strategic work, mentoring, and innovation. That’s the pivot we’re talking about.

Why Leaders Say No to Promotions

When we turned to the topic of challenges, one trend stood out: 42% of professionals are turning down promotions and raises because they don’t want the added workload. 

That statistic from Deloitte (2024) says a lot about how professionals feel right now. Many associate leadership roles with more hours, more stress, and more politics.

I shared what I often tell my clients: a promotion doesn’t mean 10 extra hours a week—it means new skills. You develop a team you trust. You learn to delegate. You step into advocacy and guidance rather than control. And thanks to AI, those “extra tasks” like performance reviews, meeting minutes, or development plans can be streamlined or automated. You’re not alone. You have a team and tools.

This is where mindset matters. As leaders, we need to help our teams pivot from fear to growth. Don’t see the promotion as a burden, see it as a chance to mentor, sponsor, and open doors for others. That’s real leadership.

Growth Opportunities: Connection and Work-Life Harmony

When I asked Cheryl, “What are the growth opportunities you’re seeing now?” she pointed to relationship-building. Unlike our parents and grandparents, who worked in silos, today’s leaders benefit from cross-functional relationships, executive networks, and broader community visibility.

That visibility isn’t only professional, it’s deeply personal. Flexibility, hybrid work models, access to childcare and elder care, and space for work/life harmony are no longer perks. They’re expectations. And they influence where top talent chooses to work and lead.

Work-from-home options, for example, have made many leaders more productive. We discussed how structure works for some, while others thrive in hybrid settings. The key is flexibility and trust, and performance, not presence, as the metric.

The Urgent Case for Immersive Learning

And let’s talk about L&D. The system is outdated. Leaders don’t want another checklist, workshop, or one-directional training video. They want hands-on, immersive learning.

Cheryl gave the example of a VR simulation she participated in: a team worked together to defuse a virtual bomb, learning communication and coordination under pressure. This isn’t about ticking boxes. It’s about practicing leadership in real time.

At ExecutiveBound, we believe that immersive learning is the key to retention and transformation. In our ExecutiveBound Elevate program, we teach short, actionable leadership concepts, then apply them through coaching, peer feedback, and real-life scenarios. When learning becomes experiential and relevant, leaders implement it. That’s the pivot from knowing to doing.

Your Turn: What Will You Do With This?

If you’re a senior leader or talent development executive, ask yourself:

• On a scale of 1 to 10, how prepared is my organization to lead in an AI-powered, inclusive future?
• How are we developing leaders who can lead themselves and others?
• What kind of L&D experience are we delivering: passive consumption or active transformation?

And to every leader reading this:

• What is keeping you from saying “no” to growth?  If anything?
  
• How can you make your next level be more about trust, delegation, and vision than more hours?
  
• What would it look like if you embraced your next pivot with confidence?
  

This is your moment. The landscape changed, and the most empowering move you can make is to pivot from fear to curiosity, stay open, and stay human.

To connect, email us at info@executivebound.com and to connect with Dr. Cheryl Robinson, you can reach her at robinson@creativerenegademedia.com or on LinkedIn.

Lead with purpose, live with joy!

Dr. Ginny