Leader development tops HR priority list for 2025 – Gartner survey

CONNECTICUT, UNITED STATES — Leader and manager development remains the top priority for HR leaders heading into 2025, marking the third consecutive year it has held this spot, according to Gartner, Inc. 

A recent survey of 1,403 HR leaders, conducted in July 2024, highlights this ongoing focus as managers increasingly report feeling overwhelmed by their expanding responsibilities.

“HR leaders are defining their priorities in the context of three factors that CEOs are focused on and are impacting the world of work: growth, the power of AI and labor market shifts that are putting pressure on talent strategies,” said Mark Whittle, Vice President of Advisory in the Gartner HR practice. 

Growing leadership challenges amid changing work landscape

The survey revealed that 75% of managers feel overwhelmed by their expanding responsibilities, while 69% of leaders lack adequate change management skills.

Despite increased investment in leadership development programs by over half of organizations, traditional training methods like seminars and lectures are proving counterproductive.

“For organizations to deliver on their goals, managers must be prepared to successfully lead both today and tomorrow,” said Whittle. 

To enhance leadership capabilities, HR leaders are encouraged to prioritize connection-based development, integrating networking and team-building activities. 

Seventy-four percent of respondents also report that their managers struggle to handle the pace of change, underscoring the need for more resilient leadership frameworks.

Challenges in workforce planning and HR technology

Alongside leadership development, workforce planning and HR technology are key HR priorities. The survey showed that 66% of HR leaders have limited their workforce planning to basic headcount metrics, finding it challenging to demonstrate the return on investment in strategic workforce initiatives. 

Instead of broad, organization-wide projects, Gartner advises leaders to start small, focusing on pilot projects and measurable outcomes.

The technological landscape presents additional hurdles, with 55% of HR leaders indicating their current solutions inadequately address business needs. 

The situation is further complicated by 46% of respondents suggesting that existing HR technology actually hampers rather than enhances employee experience.