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

Künstliche Intelligenz (KI) is transforming not just processes and business models, but also the requirements for leadership, as reported by Bernhard Stieger of Spencer Stuart. KI is not just affecting lower-level employees anymore; even top executives must adapt to stay relevant. In 2025, there were 14.3% more unemployed executives compared to the previous year, according to the Federal Agency for Labor.

KI can already handle parts of leadership tasks such as resource planning, calculations, and cost control, accounting for up to 67% of a leadership profile according to the "Job-Futuromat" of the Institute for Employment Research (IAB). The middle management is particularly vulnerable.

Stieger emphasizes that it's no longer enough to demonstrate technological understanding or proficiency with individual KI applications in job interviews. Instead, genuine KI-readiness is determined by a candidate's ability to understand how KI changes value creation, enables better decision-making, and makes organizations future-proof.

He and his team regularly use a questionnaire to verify if someone truly possesses KI competence or is merely claiming it. Martina van Hettinga, Co-Chefin of personal consulting firm I-Potentials, agrees that KI does not make assessment less important; instead, it becomes a critical leadership competency. However, a questionnaire alone cannot replace a comprehensive process involving interviews, case studies, references, and assessments.

Van Hettinga advises job seekers not only to invest in KI knowledge but also to develop leadership qualities like decision-making, adaptability, and the ability to responsibly translate technology into leadership and business.