As we step into 2025, uncertainty remains a constant in the workplace. Yet, the best leaders don’t just weather the storm—they chart a clear course forward. The ability to inspire trust, embrace change, and put people first is what sets great workplaces apart. In fact, leaders at Best Workplaces™ are significantly more likely to provide a clear vision and instill confidence in their teams compared to typical workplaces.
So, what defines great leadership in 2025? Here are four key leadership traits that will empower you and your team to thrive in the year ahead.
1. Always look forward
Great leaders anticipate trends and set bold goals. While history provides valuable lessons, the most impactful leaders focus on progress and transformation, recognising that past successes may not ensure future outcomes.
In Asia, 91% of leaders in Best Workplaces have a clear view of where the organization is going and how to lead the company there, compared to 66% of typical workplaces.
By fostering a culture of continuous improvement, leaders inspire creativity and resilience, encouraging teams to seize new opportunities. Learning from mistakes and refining decision-making processes keeps organisations competitive and energises teams to pursue ambitious goals.
At Vietnam’s F88 Business Joint Stock Company, the Employee Value Proposition –“Be the Boss”– defines its culture. Employees are empowered to take ownership, make decisions, and grow professionally. Every team member has a voice in decision-making, ensuring diverse perspectives shape company strategies. Proposals are debated, and only those with majority support move forward, fostering a culture of initiative, collaboration, and shared responsibility.
2. Lead the change
Change is inevitable and leaders must drive it. In today’s digital age, adept change management is essential, particularly in integrating AI. In a report on Winning the AI Race by Great Place To Work®, three out of four employees said they would be excited to use AI at work if their company was more transparent about how AI could improve their workflow (78%) and how their organization was using AI (75%).
However, employees who are trained on the risks and benefits of using AI are:
▪ 40% more likely to say their company’s decisions benefit society.
▪ 45% more likely to say their company’s decisions benefit the environment.
▪ 32% more likely to say their company’s decisions improve well-being for everyone in their community.
With AI reshaping industries, leaders play a crucial role in integrating AI ethically and effectively. Framing AI as a growth tool, not a job threat, and ensuring responsible implementation fosters collaboration between technology and business units. Addressing concerns through clear communication about AI’s benefits and supporting reskilling initiatives further solidifies this effort. Beyond their organisations, AI-informed leaders can help shape ethical guidelines to prioritise human-centric values.
Accenture Indonesia embraces this with its Technology Quotient (TQ) learning program. Employees worldwide access 350+ AI-focused learning modules, covering AI ethics, industry applications, and Generative AI (Gen AI) trends. The company also appointed its first Chief AI Officer to oversee ethical AI practices, ensuring AI aligns with data governance, legal frameworks, and societal impact. Over 30,000 employees involved in AI development receive mandatory ethics and compliance training, alongside specialized technical training in collaboration with institutions like The Alan Turing Institute, reinforcing trust-driven, responsible AI innovation.
3. Care about your people
An organisation’s strength lies in its employees, making well-being a leadership priority. Leaders who genuinely care about their employees – beyond just work performance – foster psychological safety, creativity, and job satisfaction. This emphasis on employee well-being not only boosts retention but also cultivates a vibrant company culture.
At Cobild Australia, employees caring for children with disabilities or illnesses receive tailored support whether through remote work, on-site childcare options or financial assistance. Understanding the varying and evolving needs of these families, Cobild included options such as remote work, access to on-site facilities for children, bringing children to their office with engaging activities, and providing financial assistance and additional support as needed.
Singapore’s Trust Bank prioritizes mental well-being through counselling services, mental health workshops, and employee assistance programs, offering confidential support when needed. In 2024, the company introduced the ‘People Leaders Handbook’, providing managers with practical strategies for one-on-one check-ins, workload management, and fostering a psychologically safe work environment.
At Danone New Zealand, 78% of employees say they receive special and unique benefits, and 82% say they can take time off work when necessary. “In roles where employees in New Zealand are not required to be onsite, Danone Nutricia works with the individual to help them balance their work and personal needs through a variety of initiatives such as working from home and Thank Danone It’s Friday (TDIF), where employees get to finish their Friday workday at 3pm,” explains Clive Jardin, Head of HR. The company also offers exclusive retail discounts through its Dan’Stars employee recognition app, reinforcing a culture of appreciation and balance.
4. Build trust
Trust is the foundation of effective leadership and it isn’t built overnight—it’s earned through consistent actions that align with words. Leaders who uphold integrity and transparency – honoring commitments and balancing business goals with employee well-being – build resilient teams that can navigate change with confidence. On the other hand, a lack of trust breeds disengagement and low morale. Leaders who prioritize trust foster loyalty, collaboration, and a positive workplace culture, inspiring employees to invest in the organization’s success.
“For leaders, trust takes hard work and must be earned. We have to walk the talk, because when our people believe and respect us, the more confident they’ll be with our decisions, says” Wawee Langit, SVP, Business Leader, Synchrony Global Services Philippines, Inc.
At 3M Global Service Center Philippines, leaders strive to balance office presence and remote work flexibility amid return-to-office mandates. Trust is central to this balance, with both employees and leadership demonstrating responsibility and reasonableness. Through 3M’s International Temporary Alternate Work Arrangement, employees can work overseas for up to 30 days annually under certain conditions. So far, 26 employees have successfully applied and benefited from this initiative.
In a rapidly evolving world, strong leadership is more critical than ever. By looking ahead, embracing change, prioritizing employee well-being, and fostering trust, leaders can drive meaningful impact. The journey to great leadership is ongoing, but the rewards—engaged employees and thriving organizations—are well worth the effort.
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