Grocery leaders: the org charts we’re using today won’t win in 2026.
After spending years working with grocery retailers and supermarket chains on leadership and talent strategy, one thing is clear:
The biggest competitive gaps I see aren’t in stores or systems, they’re in how leadership roles are designed.
Margins are tighter.
Labor is harder to find and retain.
Customers expect personalization, convenience, and trust.
Automation and AI are no longer optional.
Yet many grocers are still relying on legacy roles built for a very different era.
That’s why I wrote this article: “5 Leadership Roles Grocers Must Reimagine for 2026.”
In it, I outline:
- The leadership roles that must evolve (or be created) to stay competitive
- Why traditional org structures are holding retailers back
- The types of talent grocers should be recruiting now, not in three years
- How leadership design itself is becoming a strategic advantage
This isn’t about adding layers or titles.
It’s about aligning leadership to how grocery actually operates today, and tomorrow.
I’d love to hear from:
- Grocery CEOs, COOs, Owners, Board Members, and HR leaders
- Store Operations and Merchandising executives
- Anyone thinking seriously about leadership readiness for 2026
Which roles do you believe need the most reinvention right now?
