Hi Reader, Daria here.

For more than 20 years, I’ve heard one story over and over again—that great managers are born, not made. That leadership is about charisma, instinct, and gut decisions.

I hear it from the leaders I coach, the students I teach, and the business owners I talk to.

I’ve been fighting this myth my entire career—through training, coaching, writing. And now, I’ve got help from somewhere I never expected: tech. Specifically, AI.

As AI transforms the workplace at warp speed, that myth is finally falling apart.

Because in this new world, instinct isn’t enough. Instinct alone can’t keep up with the speed of change.

It’s time to rewire what leadership actually looks like. And it starts with ditching the old-school manager playbook and stepping into something very different—the role Deloitte defines as the supermanager.

I Used to Think Management Was About “Being in Charge”

When I first led a team, I thought I had to know everything. Be the most productive. Hold all the answers. Drive the ship.

I tried to motivate with pep talks. Push performance with deadlines. Support people by “checking in.”

And it worked—to a point. But global financial crises and large-scale organizational transformations showed me something else: in times of complexity, being a decent manager wasn’t good enough.

The pace of change made my old habits obsolete. My team didn’t need traditional delegation and control—they needed a partner who could guide them through real transformation.

AI Didn’t Kill Management—It Just Changed the Rules

In previous issues of this newsletter, I’ve written about the threat AI poses to managers. But let me be clear: AI won’t eliminate the need for good managers. It just raises the bar.

Old-school managers managed people. Middle managers handled processes. But supermanagers? They orchestrate humans and AI together.

They don’t just lead with empathy. They use AI to personalize support, build trust, and unlock performance. They’re not “superhuman”—they’re human-first, AI-smart, and systems-minded.

That’s the new leadership edge.

What Supermanagers Actually Do

Here’s what separates supermanagers from the rest:

1. They foster AI experimentation.

They treat AI like a teammate, not a threat. They ask, “How can this tech help us today?” And they create safe environments for trial and error, where failure isn’t punished—it’s shared and learned from.

2. They manage work—not just people.

They use tools to automate admin, track progress, and surface insights. But the real magic? They free up time for human connection—1:1s, coaching, real conversations.

3. They unlock learning.

They don’t wait for L&D to deliver training. They champion growth on the ground—pairing AI-curated learning paths with career conversations. They ask, “Where do you want to grow next?”

4. They democratize opportunity.

Supermanagers use AI to match people with gigs, projects, and mentors—not based on titles, but on interests and emerging skills. They don’t hoard talent—they export it.

5. They build trust—every single day.

People are skeptical. Tired. Worried about job loss. Supermanagers overcommunicate how AI is being used, why it matters, and where their team fits in.

Let’s Drop the “Natural Leader” Story

You don’t need to be born with leadership DNA (there’s no such thing, by the way).

You need curiosity, self-awareness, and a willingness to evolve.

Leaders of the future aren’t called supermanagers because they’re perfect—but because they show up differently. They blend empathy with experimentation. They use AI as an amplifier—not a brain substitute.

And it’s not hypothetical. It’s happening right now at companies like Microsoft, FreeWill, BASF, and Schneider Electric. They’re proving that when managers embrace this shift, performance and wellbeing both rise.

Most people won’t make the leap.

They’ll keep managing like it’s 2018. Pretending AI is someone else’s job. Doubling down on control while their teams disengage.

Don’t be most people.

What I Want You to Remember

I’ll never get tired of saying this: being the leader of the future—being a supermanager—isn’t about mastering tech.

It’s about leading humans through it.

If you’re managing people right now—especially during change—you have a choice. Stay stuck in the past. Or start managing like it’s the future.

Choose the future.

See you next Thursday

Daria

P.S. If you’re a team leader navigating AI right now and want to learn more about the competencies needed to lead an AI-ready organization—just hit reply. I’ll send you a list of 22 competencies that represent the foundational skills and mindsets needed to thrive in a world augmented by artificial intelligence.