By: Aviad Goz
President, N.E.W.S.® Navigation International
20.6.26

The recent wave of layoffs triggered by the rapid adoption of artificial intelligence is only the beginning of a much deeper transformation.

Organizations across the world are facing a defining moment: workforces are being reshaped, traditional roles are evolving, and the way people contribute is changing. Those who remain in organizations often find themselves carrying increased responsibilities while navigating an uncertain, unfamiliar, and sometimes lonely landscape.

For CEOs and organizational leaders, this is not a challenge that can be ignored or delegated. The question is no longer whether AI will transform organizations. The question is: How will leaders guide their people through this transformation?

What Do Employees Need During Times of Uncertainty?

At its core, this moment is deeply human.

Employees who remain after layoffs often experience a complex mix of emotions: uncertainty about the future, fear of being “next in line,” doubts about their own value and contribution, a feeling of needing to prove themselves, and even guilt toward colleagues who have left.

When these emotions are ignored, the consequences can be significant. Organizations may experience declining commitment, increased burnout, loss of valuable talent, and missed opportunities for growth and innovation.

At the same time, employees are searching for a new sense of stability. They need to understand where the organization is heading, what priorities matter most, which capabilities will become essential, and how the organization will support them in adapting to the future of work.

Above all, people need to feel that they still matter. They need to know that they have a meaningful role to play – even if that role is changing – that their contributions are valued, that there is support available, and that their voices continue to be heard.

“A sense of belonging is not a luxury. Without it, organizations cannot build achievement, innovation, or commitment.”

The Leadership Responsibility in the AI Era

Lead with Transparency and Courage

Employees do not expect leaders to have all the answers. They do expect honesty.

The role of leadership is not to create false certainty or make promises that cannot be kept. It is to create stability through presence, open communication, ongoing dialogue, and transparency about the direction ahead.

Trust is not built by knowing everything. It is built by leading authentically through uncertainty.

Leading with a Clear Horizon

Even when the path forward is unclear, people need direction.

Leaders must define a clear organizational “North Star” – a guiding vision that helps employees understand where the organization is going and why. This is the time to clarify the values that will serve as anchors, strengthen organizational identity, and communicate where new opportunities and investments will emerge in an AI-enabled future.

Re-inventing Human Capital

Organizations can no longer view learning and development as optional. In a world of constant technological change, the ability to learn, adapt, and evolve has become a critical organizational capability.

Leaders must create an environment where employees are encouraged to develop new skills, expand their capabilities, and embrace change with confidence. This requires investing in continuous growth, encouraging curiosity and experimentation, and building systems that support both professional development and the emotional resilience needed to navigate uncertainty.

The goal is not simply to teach people how to use new technologies. It is to help them understand how technology can enhance their contribution, strengthen their capabilities, and create new possibilities.

Create Space for Honest Conversations

The most important conversations are often the most difficult ones.

Leaders must create opportunities for employees to express concerns, discuss fears, and process uncertainty – both individually and collectively. Recognizing feelings of fear, guilt, and insecurity allows organizations to transform uncertainty into connection, trust, and renewed commitment.

“People do not leave companies. They leave leaders who failed to see them during moments of uncertainty.”

How Can Organizations Navigate the AI Era After Layoffs – and Prepare for What Comes Next?

Organizations must move beyond simply managing disruption and begin actively shaping their future.

A key step is creating a cross-functional leadership team responsible for continuous learning, improvement, and transformation. This team should bridge the gap between technology and people ensuring that innovation is not only introduced but successfully integrated into everyday organizational practice.

This team must help define a new organizational “North Star” and ensure that employees at all levels understand and connect with the direction ahead. Just as a compass helps people navigate uncertain terrain, organizations need clear frameworks, such as the NEWS Compass ®, that provide alignment, purpose, and direction during times of change.

Managers also have a critical role. They must remain closely connected to the experiences of the employees who stay – paying attention to workload, emotional pressure, and personal challenges. The goal is to prevent the “silent contraction” that can happen when people feel overwhelmed, disconnected, or uncertain about their future.

Leaders should also recognize that people move more slowly than technology. Successful transformation does not happen overnight. It requires small, consistent steps that allow employees to adopt new behaviors, develop new capabilities, and build confidence in new ways of working.

Most importantly, AI must be positioned as a tool for empowerment – not as a threat.

The organizations that succeed will be those that help people see AI as a partner that expands human potential, rather than something that replaces it.

For example, MARGA AI is developing organizational AI mentors designed to support employees in navigating this new workplace reality and finding their path within evolving organizations, including solutions such as AVIAD GOZ AI COACH and others.

“When the ground is shaking, leadership is measured by the ability to create a sense of security – even without having all the answers.”

A Defining Moment for Organizational Leadership

We are entering an unprecedented chapter in organizational leadership.

The responsibility of leaders is now twofold: not only to protect and grow the business, but also to guide people through a challenging journey toward a future that is different, uncertain, and full of possibility.

The organizations that thrive in the AI era will not be those that focus only on technology. They will be those that understand that transformation is ultimately about people.

Meet the Aviad Goz AI Coach — an AI mentor built to help leaders and teams navigate organizational change in real time, turning uncertainty into direction. Start here →