Uncertainty has been one of the most critical global challenges humans need to face ^[1][2][1,2]. This may also be perceived as a psychological incentive, which urges leaders to make the most out of their experience and expertise to identify the right solutions to new types of problems, challenging the old ways that proved helpful in the past, but no longer serve the purpose. In a world which is structurally governed by the inherently unpredictable nature of the future, the power of knowledge stands out as a strategic pillar [3]. This can be used together with one’s ability to learn, explore, and share the information within the organization to ensure the successful usage of available tangible and intangible resources [4].

The fast-paced changes in today’s world, together with the evolution of generations and the emergence of new challenges, have transformed and impacted the nature of work. The knowledge economy has become the cornerstone of this transformation, where organizations are asked to adapt to the complexities and cognitive demands of the modern workforce. According to recent studies [5], the global workforce currently comprises around 38% of Gen Z and Millennials, a percentage which is projected to reach approximately 58% by 2030. Taking into consideration that the highly skilled and educated “knowledge workers” form a growing segment of the workforce, organizations must preserve their competitive advantage through innovative ways of leading people. This will result in a better strategy for retaining talent and enriching their human capital. Therefore, although it is essential for organizations to always consider a healthy cost structure to ensure business continuity, this is no longer enough if the companies aim to secure a competitive advantage in this new landscape. There is a growing importance of innovation and a huge focus on quality in order for organizations to differentiate from the competition and remain relevant in the market. Thus, organizations need to become not only more adaptable but also more innovative in how they prepare their management and leadership capabilities because this kind of innovation-driven mindset needs to be cultivated at all management levels, and the leaders are the first and foremost change agents.

The current business environment is governed by turbulence while constantly evolving, with companies facing challenges that seemed impossible in the past (such as a global pandemic, quiet quitting, and the exponential rise of generative AI as both an opportunity and threat). However, despite the uncertainty and unpredictability, there are some companies that are flourishing by adopting new approaches to management and leadership to better respond to these novel types of problems, such as stress management [6]. Understanding the diverse responses to stress is important for effective leadership under the current workplace dynamics. Leaders need to be aware of the fact that people may react differently—some may openly express distress, while others may hide it or show performance issues. It is essential not to overlook these variations and instead adopt a nuanced approach to support individuals’ well-being and maintain team and organizational resilience. While traditional leadership theories have offered valuable insights into various leadership styles and approaches, there is a growing interest in the emerging field of neuroleadership [7].

Neuroleadership incorporates insights from neuroscience and psychology to provide a new perspective on effective leadership. By understanding how the brain functions and how psychological processes influence outcomes, neuroleadership offers a deeper understanding of human behavior and explains how this can help in the process of leading people [8]. Neuroleadership does not imply abandoning traditional leadership practices and theories. Instead, the neuroscience shifts build on those skills to substantially expand leaders’ capacity in this new disruptive era. Therefore, cognitive knowledge becomes essential in the knowledge economy framework.

With the rapid evolution of technology, particularly artificial intelligence (AI), industries are undergoing significant transformations, and work processes are being redefined. Consequently, there is a growing demand to utilize knowledge from neuroscience in order to enhance leadership practices, facilitate change, quickly adapt, and achieve sustainable performance.

The purpose of this entry is to highlight the similarities between traditional leadership and neuroleadership, and narrow down the most important principles of neuroleadership based on a critical comprehensive review of the literature. It aims to outline the differences and common ground between leaders and neuroleaders, and explain the competencies of the emerging neuroleadership in the knowledge economy.