5 Leadership Trends From 2024 That Should Be Left Behind

Leadership in 2024 was dynamic, demanding and at times, exposed a few cracks —some new, others stubborn holdouts from the past. But not every trend deserves to follow us into the new year. We face a pivotal question as we move into 2025—are we bold enough to acknowledge what isn’t working and leave outdated practices behind? Growth requires evolution and it’s time to close the chapter on leadership behaviors that do more harm than good.

Here’s what we need to say goodbye to and why doing so will open doors to greater success.

1. Ignoring Mental Health Is Not an Option

How can we expect teams to perform when we refuse to acknowledge their humanity? One of the most concerning trends of 2024 was leaders turning a blind eye to mental health. Reports from Gallup show that only 21% of employees strongly agree their organization cares about their well-being—a record low tied at the start of the year. Even worse, research from the Global Business Collaboration for Better Workplace Mental Health reveals that nearly a third of employees fear disclosing mental health challenges due to discrimination.

What does this mean for us as leaders? Ignoring mental health isn’t just a personal failure—it’s a strategic one. When employees don’t feel safe or supported, it directly impacts productivity, retention and innovation. If we’re serious about building successful organizations, mental health can no longer live on the back burner.

2. The Trust Crisis

Trust has become a rare commodity in many workplaces. Data from Korn Ferry paints a grim picture—senior executives distrust the C-suite, managers struggle to trust their subordinates and entry-level workers feel watched and doubted. This isn’t just a "soft" issue. Lack of trust is poison to collaboration, creativity and growth.

Ask yourself honestly: Do my actions as a leader build trust, or erode it? Transparency, accountability and fairness aren’t just ideals—they’re necessities. Without trust as a foundation, any organization will crumble under its own weight.

Trust isn’t automatic. It’s built (and rebuilt) through consistent communication, clear expectations and compassion. Leaders who create trust-rich environments aren’t just improving team dynamics—they’re actively unlocking growth.

3. Stop Clinging to Office Mandates

Some companies doubled down on mandatory in-office policies in 2024. Amazon, Dell, AT&T and Boeing were among those reinforcing five-day office mandates. But what has that achieved aside from disgruntling employees?

According to Resume Builder, 1 in 5 workers admit to outright ignoring return-to-office policies and 68% say they’re more productive when they have the autonomy to choose their schedules. Are we listening to what our teams are telling us?

Yes, physical offices have value. They foster collaboration, impromptu brainstorming and cultural alignment. But at what cost? Rigid attendance policies alienate top talent, breed resentment and even drive employee turnover.

Leaders should focus less on where people work and more on outcomes. Define success. Allow flexibility. Measure productivity by impact, not presence. Hybrid work models aren’t a threat to culture—they’re an opportunity to rethink it. The organizations that figure this out first will win the talent war in 2025.

4. Short-Term Wins Aren’t Worth Long-Term Losses

It’s time to stop prioritizing short-term profits over long-term purpose. According to the EY Global Corporate Reporting Survey, 78% of investors want companies to focus on environmental, social, and governance (ESG) issues, even at the expense of short-term profits. But only 55% of finance leaders agree. What’s the result? Companies are struggling to sustain long-term growth because they’re trapped by short-term pressures.

Here’s the truth—the world is watching. Customers care. Employees care. Governments care. Your investors care, even if they won’t admit it. Ignoring purpose for profit is no longer sustainable.

Leaders need to adopt a bigger vision. This means integrating ESG into every business strategy, setting long-term goals that excite stakeholders and finding ways to balance profitability with purpose. You’re not just growing a business, you’re contributing to a global community. Let’s act accordingly.

5. The AI Elephant in the Room

AI dominated headlines in 2024 and for good reason. Gallup reports that 93% of Fortune 500 Chief Human Resource Officers (CHROs) acknowledge AI integration in their companies. But only one-third of employees are even aware it’s happening.

How can we expect our teams to thrive in an AI-driven future if we’re not honest about what’s coming? And why are we hesitant to have these conversations? Change doesn’t need to be a secret.

The rise of AI demands upskilling, transparency and collaborative leadership. Korn Ferry’s survey highlights that 44% of leaders are pushing for employees to develop new skills for AI-driven environments, but training programs mean little without trust and communication. Own the AI conversation within your organization. If you don’t, you risk being reactive instead of proactive.

Moving Forward Means Leaving Struggles Behind

Leadership isn’t about avoiding hard truths—it’s about facing them head-on, making bold moves and setting the tone for future progress. 2025 offers us the opportunity to reshape how we lead, the communities we build and the futures we create.

But this evolution from 2024 won’t happen by accident. It requires intentional action and the courage to challenge old norms. Are we ready to stop waiting for change and start leading it?