The world of work is undergoing an unprecedented transformation. With artificial intelligence redefining how we work, hybrid remote work becoming the new standard since the pandemic, and new generations entering the workforce with radically different expectations, the role of the manager has never been more complex or more crucial. A recent study reveals that 77% of professionals want to acquire new skills in 2025, and managers are no exception. But what are the leadership skills that will truly make a difference this year? In this article, we reveal the 10 essential skills every manager must master in 2025 to excel. Ready to transform your management approach? Let’s dive in!
Before diving into specific skills, let’s understand why today’s management landscape is fundamentally different from what it was five years ago.
The Swiss professional landscape is experiencing several major disruptions. Accelerated digitalisation has become an absolute necessity. As highlighted in a previous article and according to Gartner, 70% of new applications developed in 2025 will rely on low-code or no-code technologies, fundamentally transforming the way we collaborate.
Generative artificial intelligence has now become part of our daily management practices. Tools like ChatGPT are used by forward-thinking managers to automate repetitive tasks. Hybrid work presents another challenge: leading a team spread across Geneva, Zurich, and home offices requires new skills. Finally, Millennials and Gen Z bring clear expectations: purpose, work-life balance, autonomy, and recognition.
The role of the modern manager has evolved dramatically. The old command-and-control style is over. Today, managers are expected to be strategists, coaches, facilitators, and enablers. Henri Mintzberg identified ten fundamental roles of a manager (Simundia), still relevant but now requiring deeper development.
A telling statistic: 54% of respondents believe managerial skills should outweigh technical skills (Teachizy, 2025). Your soft skills now matter more than your technical expertise. This marks a major shift in Swiss management culture, which has traditionally been driven by technical mastery.
If we had to choose just one skill to prioritize, it would be emotional intelligence. It is the foundation of all others.
Emotional intelligence is your ability to recognize, understand, and manage your own emotions and those of others. A manager who constantly suppresses their emotions builds up tension that later manifests as irritability, impulsive decisions, or emotional detachment. Even worse, they become blind to warning signs within their team: disengagement, conflicts, burnout.
Studies are clear: top-performing employees have a high level of emotional intelligence. In Switzerland, where teams are multicultural (Swiss German, French-speaking Swiss, Ticinese, expatriates), EI is crucial to building cohesion.
Self-observation is your starting point. Keep an emotional journal: write down your daily reactions. What irritated you? Why? This practice builds awareness of your emotional patterns. Learn more in our dedicated article on this topic.
Managing negative emotions starts with mindfulness. Just five minutes of morning meditation can transform your day. Apps like Headspace or Petit Bambou are excellent tools. The box breathing technique inhaling for 4 seconds, holding for 4, exhaling for 4 helps you regain calm.
Expand your emotional vocabulary. Instead of simply saying “I’m stressed,” specify: anxious, overwhelmed, frustrated, worried? The more precisely you identify your emotions, the better you can manage them. Practice empathetic listening: pay attention to non-verbal cues, silences, and hesitations from your team members.
The era of authoritarian “boss-style” management is over. In 2025, leadership is defined by collaboration and a shared vision.
Modern leadership is built on a powerful idea: a leader doesn’t command, they inspire. A boss relies on hierarchical authority. A leader creates an environment where each person chooses to give their best because they believe in the shared vision. In Switzerland, this approach aligns strongly with participatory democratic values. Swiss employees, who are well-trained and autonomous, don’t expect to be told what to do they expect to understand why.
First, define an inspiring vision. Your team needs to understand the “why,” not just the “what.” Simon Sinek demonstrates that inspiring leaders always start with purpose. Second, lead by example. If you want a punctual team, be punctual. If you promote work-life balance, show it by not replying to emails on Sundays.
Third, celebrate collective successes. Publicly attribute wins to your team and take personal responsibility for failures. This generosity fosters extraordinary loyalty. Teams led by authentic leaders are 25% more productive (McKinsey, cited by Teachizy).
How many workplace issues stem from poor communication? At least 80%. Managerial communication is the single most critical skill.
A McKinsey study shows that teams with effective communication are 25% more productive (Teachizy, 2025). Good communication reduces misunderstandings, speeds up decision-making, and builds trust. In Switzerland where French, German, and English speakers work together clarity is essential.
First pillar: active listening. Listening is not waiting for your turn to speak. It means paying full attention and reformulating to confirm understanding. “If I understand correctly, you’re saying that…” helps prevent 90% of misunderstandings.
Second pillar: clear information sharing. Use the 5W1H method (Who, What, Where, When, How, Why) and adapt your language to your audience.
Third pillar: constructive conflict resolution. The DESC method is your ally: Describe the facts, Express your feelings, Suggest solutions, Conclude with an agreement. Example: “John, I noticed you were late to the last three meetings (fact). I feel unsettled because the team relies on your expertise (feeling). Could we find a schedule that works better for you? (solution)”
If there’s one lesson we’ve learned from 2020 to 2023, it’s that adaptability is a survival skill for managers.
First dimension: adapting to technology. Generative AI, collaboration tools, project management platforms… Dedicate 30 minutes each week to tech monitoring.
Second dimension: adapting to people. Situational leadership is still relevant. A junior employee needs more guidance, while an experienced expert expects trust and autonomy.
Third dimension: adapting to different contexts. Remote work, in-person meetings, urgent client demands? Develop flexible routines: weekly video briefings, monthly team coffee meetings onsite, daily Slack check-ins.
Adaptability begins with a growth mindset. Carol Dweck distinguishes between a fixed mindset and a growth mindset. With the latter, you see change as opportunity. Practice continuous learning: just 15 minutes per day is enough. Experiment with new management approaches on a small scale.
Let’s talk about a topic that many managers struggle with: delegation.
Many fall into the trap of thinking, “I can do it better myself.” The result? They become overwhelmed with tasks, work 60 hours a week, and neglect their true priorities: strategy, guidance, and talent development. Effective delegation frees up time for strategic priorities and builds the team’s autonomy.
First step: know your team. Map individual strengths so you can delegate wisely. Second step: provide clear expectations. Use the SMART method: Specific, Measurable, Achievable, Realistic, Time-bound. For example: “Create a client tracking dashboard by the end of March with satisfaction and retention KPIs, budget 5000 CHF.”
Third step: maintain the right balance between autonomy and support. Avoid both micromanagement (frustrating) and total disengagement (risky). Schedule regular check-ins and remain available for questions.
Time management is an essential art every manager must master.
Classify your tasks based on urgent/not urgent and important/not important. Urgent AND important (crises): handle immediately. Important but NOT urgent (strategy, development): where you should spend most of your time. Urgent but NOT important (interruptions): delegate. Neither urgent nor important (distractions): eliminate.
Time blocking will transform your schedule. Block time slots for specific activities: Monday mornings for strategy, Tuesday afternoons for one-on-ones. The Pomodoro technique 25 minutes of focus followed by 5 minutes of rest is remarkably effective. For meetings: set a clear agenda, include only essential participants, limit duration (30 minutes is often enough), and end with actionable notes.
Respect your work-life balance. A burnt-out manager can’t lead. Block time for total disconnection.
It is impossible to talk about management in 2025 without addressing the digital transformation and artificial intelligence.
A digitally fluent manager in 2025 masters videoconferencing tools (Zoom, Teams), collaboration platforms (Slack, Notion), project management tools (Asana, Monday), and analytical dashboards (Power BI).
AI does not replace managers it enhances their abilities (SAM, 2025). Use it to automate repetitive tasks: generating meeting minutes, sorting emails. For decision-making assistance: analyzing data, identifying trends. For creativity: AI-assisted brainstorming.
The art of “prompting” interacting effectively with AI has become a managerial skill. Be specific, provide context, iterate, and always apply critical thinking. Important: only use employer-approved tools to comply with cybersecurity and GDPR requirements.
Switzerland is a multicultural country. Inclusive management is not an abstract concept it’s an everyday necessity.
An inclusive environment values everyone and celebrates differences. This isn’t about “political correctness” it’s pure effectiveness. Diverse perspectives improve decision-making, stimulate creativity, and increase attractiveness to top talent.
Create a psychologically safe environment where people can speak up without fear. Encourage questions, celebrate lessons learned from mistakes, and show vulnerability. Distribute opportunities fairly: who do you nominate to present to the board? Who do you send to training? Monitor your unconscious biases we all have them.
In Switzerland, managing a French-, German-, Italian-, and English-speaking team requires a keen sensitivity to cultural differences in communication.
The manager-coach embodies the evolution of management: moving from control to development.
A traditional manager directs, decides, and controls. A manager-coach guides, questions, and empowers. They ask powerful questions that prompt reflection rather than offering ready-made answers.
This framework structures your conversations. G for Goal: “What is your objective?” R for Reality: “Where do you stand now?” O for Options: “What solutions do you see?” W for Will: “What action will you take?”
Set up regular one-on-ones, weekly or bi-weekly, 30 minutes. Powerful questions: “What energized you this week?” “What was your biggest challenge?” “How can I better support you?”
Let’s end with a frequently overlooked skill: your own well-being and that of your team.
Recognize the warning signs: persistent fatigue, irritability, disrupted sleep, difficulty switching off. If several apply, act immediately. Practice regular renewal. Physical activity releases endorphins 30 minutes of walking or running. Mindfulness can transform your relationship with stress. Ten minutes of morning meditation creates a calm that lasts.
Beyond ping-pong tables, you are responsible for structural well-being. Practice attentive listening: spot signs of distress (isolation, declining quality, unusual delays). Manage workload wisely. If your team is overwhelmed, reduce scope, reprioritize, or request resources. Lead by example: if you answer emails at 11 p.m., you set a harmful implicit norm.
In Switzerland, specialized training providers such as ITTA offer a wide range of management programs tailored to modern leaders’ needs. Whether you’re looking for certified leadership courses, hands-on workshops in managerial communication, or comprehensive pathways to build your coaching skills, ITTA supports managers at every step of their development.
Investing in a professional coach transforms your leadership. A six-month program with bi-weekly sessions can change your outcomes. In Switzerland, expect roughly 150–300 CHF/hour. Finding a mentor an experienced manager also provides guidance and perspective.
Each quarter, set aside two hours to take stock. Seek 360° feedback: ask your team, peers, and leadership how they perceive your management. This humility accelerates your growth.
We’ve reached the end of this journey through the ten essential skills for managers in 2025. Emotional intelligence as the foundation, collaborative leadership to inspire, communication to unite, adaptability to navigate uncertainty, delegation to unlock potential, time management to stay effective, digital fluency to remain relevant, inclusion to value every talent, a coaching posture to develop others, and well-being to endure.
Management is one of the most demanding and most rewarding professions. You have the power to shape careers and create environments where people thrive. Invest in yourself, build these skills with determination, and become the inspiring leader your teams deserve.
The management of tomorrow is built today. It’s your move!
How long does it take to develop a managerial skill?
To cement a new managerial habit, plan for 21 to 66 days of consistent practice. To master a complex skill like emotional intelligence, expect 6 months to 2 years of ongoing development. The key isn’t speed but consistency. Daily practice makes the difference.
Can you be a good manager without prior experience?
Absolutely! Management can be learned. First-time managers who invest in development through training, coaching, and active listening can excel quickly. Your lack of experience can be an asset: you arrive without bad habits and with a fresh perspective. What matters most is a genuine desire to learn.
How do you manage a team that resists change?
Resistance to change is natural. Start by understanding the causes: fear, confusion, or fatigue? Then involve your team in shaping the change. People resist what is done to them not what they help create. Communicate the “why,” train to give people the means to succeed, and celebrate each win.
What’s the difference between a leader and a manager?
A manager manages: plans, organizes, coordinates, controls. A leader inspires: sets a vision, motivates, transforms. The metaphor? The manager makes sure the team climbs the ladder efficiently; the leader checks that the ladder is against the right wall. Ideally, you are both.
How can you balance personal development with a heavy workload?
Build learning into your routine. Practice daily micro-learning for 10–15 minutes: a podcast on your commute, an article at lunch. Turn work situations into learning opportunities. Negotiate to have training time included in your work schedule. Development is a marathon, not a sprint.
ITTA is the leader in IT training and project management solutions and services in French-speaking Switzerland.
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