Künstliche Intelligenz: So verschaffen sich Führungskräfte im mittleren Management einen Wettbewerbsvorteil

Künstliche Intelligenz (KI) has become a significant threat to middle management positions, according to the latest data from the Federal Agency for Labor. Between 2023 and 2025, the number of unemployed managers increased by 14.3%, with AI capable of taking over parts of their roles, such as resource planning, calculation, and cost control. The "Job-Futuromat" by the Institute for Employment and Career Research (IAB) estimates that 67% of managerial tasks could be replaced by algorithms.

Bernhard Stieger, a headhunter with Spencer Stuart, a recruitment firm, explains that KI is not only changing processes and business models but also altering the requirements for leadership. In interviews, candidates no longer need to demonstrate technological understanding or experience with specific AI applications. Instead, what matters is their understanding of how KI affects value creation, enabling better decisions, and making the organization future-proof.

Stieger and his team regularly assess whether candidates genuinely possess KI competence or merely claim to have it. Martina van Hettinga, Co-Chefin of personal consultancy I-Potentials, emphasizes that while KI might not make judgment more essential, it has become a crucial leadership competency. However, a question paper like this can only be part of a more comprehensive process, which includes interviews, case studies, references, assessments, and more.

Van Hettinga advises candidates to invest in more than just KI knowledge. As responsibilities shift to AI, the true differentiator in leadership roles becomes the ability to make strategic decisions, inspire others, and translate technology responsibly into business strategies. Therefore, the most convincing leaders are not distinguished by technical expertise but by strategic judgment, learning agility, and the willingness to embrace change.