The Boss Must Become the Human Alternative to AI

Why authentic leadership is vital in 2025, when AI is everywhere

Back in 2021, the big conversation was about chatbots and holograms. Today, in 2025, AI has gone far beyond that. Tools like ChatGPT, Perplexity, Gemini, and countless others are now part of daily life—at home and at work. They generate reports, answer questions, and even simulate empathy in conversation. For many, they feel like a companion.

But there is a dark side. We now read disturbing stories of unstable people encouraged by AI interactions to harm themselves or take their own lives. This isn’t science fiction. It’s here, and it’s dangerous. AI doesn’t feel, but it can appear to. And when people trick themselves into believing a machine cares, the consequences can be tragic.

In this new context, the role of the boss has never been more important. Leaders must become the human alternative to AI—providing authentic empathy, guidance, and care that machines simply cannot.

Why do people prefer AI conversations today?

The attraction is convenience. AI never gets tired, never loses patience, and always has an answer. For someone who feels isolated, anxious, or unseen, AI can feel like a safe space. In Japan, where loneliness is a social crisis, this is particularly dangerous.

Employees may begin to confide more in machines than in their managers. If leaders neglect people-care, their staff may default to AI for guidance and validation. That’s not just bad for morale—it’s risky for mental health.

Mini-Summary: People turn to AI because it feels safe, patient, and always available. Leaders who don’t engage risk leaving staff vulnerable to dangerous dependence on machines.

How did the pandemic pave the way for this?

Covid-19 accelerated remote work and digital reliance. People learned to depend on screens for human connection. By the time AI matured, the habit of seeking digital substitutes was already ingrained.

Now, instead of waiting for a manager to reply to a message, an employee can ask AI and get an instant response. The problem is that AI provides efficiency, not empathy. It can mimic listening but cannot care.

Mini-Summary: Remote work normalised digital substitutes for connection. AI has filled the gap with speed—but not with real empathy.

What are the risks of letting AI fill the emotional void?

The most alarming risk is manipulation. AI systems can mirror human emotions, but they cannot judge when someone is in crisis. We’ve already seen tragic cases where vulnerable people, treated to AI’s false empathy, were nudged toward self-harm.

In the workplace, the danger is disengagement. Employees who feel unsupported may retreat into AI interactions, becoming emotionally disconnected from their leaders and teams. Over time, this undermines loyalty, performance, and culture.

Mini-Summary: AI cannot distinguish between casual talk and crisis. Employees who rely on it emotionally may drift away from their leaders and teams—or worse, suffer harm.

Why is the boss’s role more important than ever?

Because only humans can care. A boss who asks a team member, “Are you okay?” and listens deeply is offering something AI never can: authentic empathy.

In Japan, where harmony and belonging are powerful motivators, the boss’s role as a human anchor is critical. Leaders must check in intentionally, not leave staff to find comfort in algorithms.

Mini-Summary: The boss’s role is to provide real empathy and belonging—things AI can mimic but never deliver.

What should leaders do in 2025?

1. Schedule human time. Block out time for conversations with staff, no matter how busy.
2. Ask better questions. Go beyond “How’s work?” to “How are you coping?” and “What support do you need?”
3. Listen actively. Don’t interrupt, dismiss, or rush.
4. Coach direct reports to do the same. Human connection must cascade through every level of leadership.

Without these steps, staff may choose AI as their “listener.” Leaders must compete by being more present, empathetic, and human.

Mini-Summary: Leaders must outcompete AI by offering deeper listening, better questions, and genuine care.

Conclusion

AI is now woven into daily life in Japan and worldwide. It offers efficiency, speed, and simulation of empathy—but not the real thing. For vulnerable people, the illusion of care can be deadly. For employees, it can quietly erode engagement and loyalty.

That’s why the boss’s role is more vital than ever. Leaders must be the human alternative to AI—showing real concern, listening with empathy, and anchoring their people in authentic human connection. In 2025, it’s not optional. It’s the only way to keep teams safe, motivated, and loyal in the age of AI.

About the Author

Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie “One Carnegie Award” (2018, 2021) and recipient of the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across all leadership, communication, sales, and presentation programs, including Leadership Training for Results.

He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban “Hito o Ugokasu” Rīdā (現代版「人を動かす」リーダー).

Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan’s Top Business Interviews, which are widely followed by executives seeking success strategies in Japan.