Tech Leaders Are Bracing for Disruption, But Not the Kind You Think

A recent LinkedIn poll caught our attention: 53% of those voting said that “organizational restructuring or layoffs” is the disruption they’re bracing for most. AI and automation, the trend which is now dominating headlines, came in second at 37%. Burnout and disengagement (5%), and ethical or global complexity (5%) barely registered.

At first glance that’s surprising. With so much noise around AI, why is structural upheaval the bigger fear? Because technology changes happen fast, but the real shockwave is human. Reorgs unsettle networks, roles, and identity. People must find new footing quickly, while keeping work moving and trust intact.

The Hidden Skills Behind Stability

Our work at Skiilify and the data we track show that thriving through this kind of disruption depends on human-centric capabilities:

·      Tolerance of ambiguity to operate while the future org chart is unclear.

·      Relationship-building and perspective-taking to re-establish trust and collaboration across new reporting lines.

·      Curiosity to learn fresh workflows instead of clinging to what’s familiar.

·      Resilience and humility to recover from setbacks and let go of old ways of working.

These are the backbone of agility when teams are being reshaped. If tech leaders expect restructuring to eclipse even AI as a near-term disruption, then preparing people for change must be intentional. That means selecting and developing talent with proven adaptability, not just technical fluency. It means helping teams name and practice the skills that convert upheaval into opportunity.

AI may alter tasks. But it’s the human side of disruption, how people navigate new maps, build new alliances, and stay steady when everything feels uncertain, that will decide who comes through stronger.