Artificial intelligence is fundamentally reshaping leadership roles and organizational structures, with 72% of executives in McKinsey's 2026 State of Organizations survey stating their organizations were not prepared for AI changes, while only 23% were considered AI Pioneers - those with clear approaches to transforming roles and capabilities. According to recent reports, AI is moving from the question "what jobs do we require" to "what capabilities do we need?" as organizations shift from traditional headcount planning to capability planning across build, buy, and borrow strategies. Decision-making processes are evolving from manual analysis to AI-supported scenarios with human judgment on final calls, while team structures transition from people-only reporting lines to mixed human-AI workflows with clear ownership. Leadership responsibility is shifting toward judgment, governance, and workforce planning rather than task management alone, with human skills like reading people, managing change, and ethical reasoning becoming more valuable as they cannot be automated.
AI literacy encompasses practical skills rather than technical knowledge, focusing on prompt engineering - providing AI tools with sufficient context to generate useful responses - and understanding when human judgment remains necessary. According to the report, workers must know how to frame clear requests, assess AI output reliability, and protect sensitive information. AI systems can produce incorrect information while presenting it confidently, requiring users to ask critical questions about accuracy, sources, and missing information. This knowledge becomes particularly crucial in sectors handling sensitive data, including banking, healthcare, insurance, legal services, and government operations. The ILO's 2026 research points towards greater demand for higher-order cognitive, socioemotional, digital and AI-related capabilities, alongside adaptability, resilience and human agency. AI knowledge is useful, but it does not replace skills such as reading people, managing change, resolving challenges, and making values-based decisions - capabilities that remain essential for effective leadership.
Artificial intelligence and automation are significantly impacting routine roles across India's global capability centres (GCCs), with procurement roles experiencing the sharpest decline at 41.7% in 2025, according to a report by Quess Corp. The comprehensive study titled 'GCC 2.0: The Rise of Digital Business Functions' found that analytics roles declined 37.9%, customer support fell 34.5%, and finance and risk positions dropped 32.8% compared to 2024. Demand for content reviewer roles declined 22.1% and account manager roles saw a 17.9% decline in the same period. Despite these declines, overall non-tech GCC hiring expanded significantly, reaching 339,200 roles in 2025, representing a 49.2% increase over 2024. The shift is driven by automation, centralisation, and redesign of work around transformation and digital tools, with transactional procurement activities increasingly being automated and customer support moving toward automation, self-service, and digitally enabled operations.
AI is creating entirely new categories of jobs beyond traditional technical roles, with more than 300,000 AI-related engineering jobs created in India, representing roughly 50% year-over-year growth in demand, according to LinkedIn's latest data. These positions span from AI-focused engineering to data centre infrastructure roles, fundamentally reshaping the employment landscape. As reported by Mashable India, AI is changing expectations across professions, making skills like data analysis, coding, presentation creation, and automation increasingly important. Technology is enabling smaller teams and individuals to achieve outsized impact, contributing to more entrepreneurship, independent work, and new career paths. However, learning how to work with AI will become table stakes as these tools become commonplace, with human capabilities like judgment, creativity, communication, relationship-building, and emotional intelligence becoming the true differentiators. The shift is already affecting different areas of organizations, with boards asking for clear AI strategies, employees adopting AI tools before formal policies are in place, and hiring managers looking for skills their teams may not currently have.
India faces a substantial workforce transformation challenge, with more than 76.7 million people formally trained since 2014-15 according to NITI Aayog's Reimagining Skilling for Viksit Bharat@2047 report. The report covers nearly 600 million people across five groups, highlighting the scale and diversity of India's skilling needs. A 2026 NIIT India Skills Gap Report based on 3,500 survey participants identified AI, cybersecurity, digital, and data skills as essential future capabilities. This transition requires reskilling opportunities rather than relying solely on initial career skills, as rapid changes from AI, automation, and global supply chain shifts create new employment requirements. The World Economic Forum's framework calls for addressing job access, job design, talent pipelines and education-system alignment to prepare for this AI-driven transformation. Organizations need secure technology, clear governance, and a culture that allows employees to experiment responsibly - capabilities that cannot be developed overnight but require strategic planning and leadership commitment.
The shift toward higher-value work is expected to continue through 2026-28, with business operations and transformation expanding around global process ownership, programme management, operating-model transformation, automation and service governance. In customer support, growth is moving toward customer experience, service analytics, conversational AI and complex case management. The report identifies emerging roles around AI adoption such as AI change management, responsible AI advisor and AI governance analyst. While routine work remains under pressure, new demand is likely to emerge for workers able to deploy and manage AI tools and oversee their use in business processes. Digital skills are becoming embedded in traditionally non-tech roles, with nearly two in five business operations postings and one in two analytics postings now requiring digital platforms, analytics or AI tools. Bengaluru remains the largest hub for non-tech GCC demand, accounting for nearly 29% of total demand in 2025, while demand grew faster in Mumbai (127%), Pune (70%), and Hyderabad (35%), with Tier-1 cities still accounting for about 77% of non-tech demand.
