Opinión

El management después de la IA 

El management después de la IA: qué habilidades valdrán en 2026

Análisis de Mariela Mociulsky- CEO de Trendsity 

La inteligencia artificial generativa ya está cambiando cómo trabajamos. Pero mientras la conversación gira en torno a productividad y eficiencia, lo que comienza a modificarse son las estructuras organizacionales.

Quizás lo más notable es que la incorporación de IA puede liberar a los mandos medios de una parte significativa de su carga operativa: coordinación, seguimiento de tareas, informes, gestión de agendas y validación constante de procesos. Los managers intermedios históricamente funcionaron como engranajes entre la estrategia y la operación. Pero ahora, gran parte de ese trabajo puede ser facilitado por herramientas de IA que automatizan recordatorios, resumen reuniones, organizan flujos y detectan cuellos de botella antes que un humano pueda notarlos.

Esto no implica bajo ningún punto de vista eliminar el rol, sino reformularlo: menos microgestión, más liderazgo emocional, mentoring y toma de decisiones basada en datos. La IA por ejemplo, no reemplaza una habilidad clave para estos managers como lo es el criterio, pero sí acelera los procesos y reduce la fricción que antes dependía del management humano.

Vale destacar que antes de implementar IA, las organizaciones deben decidir qué automatizar y quién se beneficia más. No se trata solo de eficiencia, sino de diseñar estructuras más humanas y menos burocráticas, donde los líderes intermedios puedan enfocarse en potenciar equipos y no tanto en trabajos administrativos.

La IA generativa plantea un desafío organizacional: si puede asumir buena parte de la carga administrativa, entonces ¿qué esperamos hoy de un líder? Las habilidades blandas, la visión estratégica, la empatía y la capacidad de navegar la incertidumbre cobran más valor que nunca. Lejos de ser una amenaza, esta transformación es una oportunidad para reinventar el management.

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