The three trends we’re predicting for change professionals in 2026
- Article
- 9 hours ago
- 4 min read
As we look ahead to 2026, it’s clear we are all working in an era of continual change, but as change professionals where should our focus be? Let us help with the three trends we’re predicting for next year.
1 Expect more downturn and downsizing
Ok, this isn’t the happiest of trends but it’s one we’ve all got to be cognisant of. Inflationary pressures and geopolitical instability continues to fuel uncertainty, and AI will play a part here too as one in six employers in the UK say the use of it will lead to headcount reductions.
Throughout this instability change leaders are crucial in driving, guiding, sustaining and championing the change that often comes during these turbulent periods whether that’s through downsizing, consolidation or even M&A.
Change leadership extends beyond process management to encompass empathetic communication, resilience-building, and safeguarding employee wellbeing. By facilitating transparent dialogue, providing clear transition frameworks, and offering targeted support, the value of skilled change practitioners during downturns is needed to help mitigate the adverse effects of job losses and maintain morale.
And let’s not forget the importance of operational leaders having to build their own capabilities when leading through change. While change leaders could be described as architects of the future, operational leaders are the guardians of the present. When change is happening across the organisation they are often the ones to convey the message and make sure that the business continues to run smoothly, maintain stability, solve immediate problems and manage risk. It’s important they can guide people through uncertainty while still delivering results and this isn’t often a natural skill – but one that can be taught through formal training and upskilling.
2 The rising use of AI in change management
The integration of AI into business operations is moving at lightning speed, and for change leaders and change managers, this is a call to action: we need to be ahead of the game. As AI becomes woven into the fabric of organisations, it’s essential for leaders to proactively develop new skills - embracing digital literacy, understanding ethical considerations, and learning how to leverage these technologies to their fullest.
AI isn’t just a buzzword; it’s transforming how we work. With AI-driven analytics, digital adoption platforms, and intelligent communication tools, change teams can access better data, faster and more efficiently than ever before. No longer do we need to spend hours poring over spreadsheets. AI can help us conduct change impact assessments and build plans in a fraction of the time, freeing us up to focus on what really matters.
But as we harness these powerful tools to improve efficiency and effectiveness, it’s vital to remember that the human element remains irreplaceable. Empathy, judgement, and the ability to connect with people on a personal level are qualities that no algorithm can replicate. The future of change management will be shaped by those who can blend technological expertise with genuine human insight, ensuring that, even as we move forward, people remain at the heart of every transformation.
Watch this space as we’ll be bringing you some very exciting news about how we’re embracing AI in 2026 and beyond.
3 Change management needs to address its reputational challenge
As the discipline of change management gains prominence in this world of continual change, concerns are mounting over the influx of unqualified individuals entering the field. Using inadequately trained change managers can lead to project delays, employee disengagement, and reputational risk – we regularly hear people say, ‘we tried change management, but it didn’t work’. The lack of consistent standards and formal accreditation has amplified calls for greater professionalisation.
Friend of Marlowe and founder and director of Freshwater Recruitment Jonty Plewes recently shared a post on LinkedIn on how he’s seeing more organisations advertise for change managers only to realise the role is actually communications, PMO support or project coordination in disguise.
Establishing rigorous qualifications, ethical codes, and recognised career pathways is essential to safeguarding the integrity of our profession. Professional bodies such as the Association of Change Management Professionals (ACMP) and the Change Management Institute (CMI) are advocating for globally recognised certifications and continuous professional development. Raising the bar will not only enhance outcomes for organisations but also foster greater trust among stakeholders and clients.
Did you know?
Marlowe Consulting has the highest number of Master-Level Accredited Change Professionals of any consultancy in Europe.
To conclude
There are both challenges and exciting opportunities for change leaders in 2026. Navigating economic uncertainty, embracing the transformative power of AI, and committing to higher professional standards will be critical for the field’s ongoing relevance and effectiveness. By proactively adapting to these trends and upholding the highest standards of practice, change leaders can ensure they remain trusted partners in guiding organisations through uncertainty and growth.
About Marlowe
Change can be complex but the approach to it doesn’t need to be. At Marlowe we partner with organisations to deliver large scale, complex transformation and change. We deliver business change solutions, change capability, assurance, training, leadership effectiveness and cultural change.
Our focus is on your people to ensure your change is delivered practically, successfully and sustainably. Please contact us if you would like to know more about delivering exceptional business change.