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Gartner Says 40% of AI Agent Projects May Be Cancelled. The Missing Variable Is Governance.

Gartner Says 40% of AI Agent Projects May Be Cancelled. The Missing Variable Is Governance. 0

Gartner just issued a warning that should reshape how every AI professional thinks about the next 18 months:

More than 40% of agentic AI projects are at risk of cancellation by 2027.

Not because the agents don’t work.

Because of what researchers are calling “agent sprawl” — the uncontrolled proliferation of siloed, ungoverned AI agents across an enterprise.

It happens when business units move fast to solve immediate problems with AI, without:

A unifying strategy.

Shared data infrastructure.

Centralized oversight.

Sound familiar?

This is the same pattern I’ve been naming for two years — just at a larger scale.

When I said “most businesses adopt AI backwards — tools first, strategy never” — that was about chatbots and automation workflows.

Now multiply that by autonomous agents that make decisions, take actions, and operate across departments.

Without governance, it’s not just inefficiency.

It’s organizational risk.

The research is clear: the organizations that succeed with agentic AI won’t be the ones with the best agents.

They’ll be the ones with the clearest decision architecture.

Who approves what the agent does?

Who monitors outcomes?

Who escalates when something breaks?

Who owns the 90-day review?

Those aren’t technical questions.

They’re leadership questions.

And they require a governance operating model — not another pilot.

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CTA: Is your organization building controls before it builds agents? Or the other way around?

Creating a Successful Leadership Development Plan for Your Company

Creating a Successful Leadership Development Plan for Your Company 0

Leadership development is important for every business. It improves productivity, innovation, employee engagement, and customer retention and reduces employee turnover. A structured leadership development plan highlights how a company intends to train and help employees hone their leadership skills. 

In most cases, leadership development occurs in a formal classroom setting. However, individual leadership development plans, such as reflective journaling, coaching, and constructive feedback, are also effective. Implementing a leadership development plan helps businesses avoid the leadership gap that occurs following the unavoidable retirement or step down of current leadership. 

Below are a few tips for creating a leadership development plan. 

  1. Evaluate your business goals and needs

Identifying business needs and goals is crucial to creating a leadership development plan. This essentially involves identifying leadership qualities that can benefit your organization. Knowing what type of leader your company needs should be a priority. You should ask yourself the following questions:

  • How many leaders does your company need?
  • Are there notable gaps that need improvement?
  • Which strategies work well for your company?
  • How will the new leaders commit to organizational goals?
  1. Consult your employees

Employees play a key role in determining the success and productivity of the company. Therefore, you should ask for their perspective on leadership. Ask them what they want or looking for in a leader. They can help you identify leadership strategies that are working or not working in your organization. Taking their input can help you design an effective leadership development plan. 

  1. Define the type of leaders your company needs 

You should also define the type of leaders your company requires. For this, consider reviewing key business objectives and how they can be achieved. Below are a few tips to consider:

  • Create a detailed list of the skills you expect to see in leaders that fit your company profile. 
  • If one of the departments requires better leadership, create a different profile for the department.
  • Assess your current level of leadership. Use emails, anonymous tips, and feedback from your employees. 
  • Create a list of employees who are talented enough and interested in management roles.
  1. Identify the best method of development 

As mentioned, leadership development was traditionally hinged on formal programs. While they are effective, you should consider other leadership training methods, such as mentorship programs, working groups, and task forces. You should also choose between conducting in-house training or hiring a third-party company. 

Conclusion

Around 77% of companies struggle with leadership gaps. This explains why 89% of company executives agree that strengthening leadership development should be a priority for most companies. Having a leadership training plan can help your company mold successful future managers.