CIO-Trends to Watch 2026

In this article:

Generative AI Moves from Pilot to Full-Scale Implementation

Regulatory Shifts Will Impact IT Staffing

Modernization of Healthcare Cybersecurity

Interoperability Becomes a Strategic Priority

Embracing Telehealth: Skills for Sustained Growth

Upskilling Will Reshape the Healthcare IT Workforce

Building a Resilient Workforce Amidst Technological Advancements

In 2026, the healthcare IT workforce will face a convergence of technological innovation, regulatory evolution, and shifting workforce dynamics. To stay ahead, leaders need to anticipate the trends shaping the future and prepare their teams to thrive in a dynamic environment.

Here are the top healthcare IT workforce trends to watch—and act on—in the year ahead.

Generative AI Movesfrom Pilot to Full-Scale Implementation

Generative AI adoption accelerates in healthcare IT

Generative artificial intelligence (GenAI) is rapidly shifting from an experimental tool to a core component of healthcare operations. For hospital CIOs, this transition is unfolding now and expected to reach full-scale implementation by 2026.

While the potential of AI is immense, integrating it into existing hospital frameworks is complex. CIOs face several core issues, including fragmented data systems, legacy infrastructure, and the critical need for data privacy. Integrating new AI platforms with established ElectronicHealth Record (EHR) systems requires careful planning.

Moreover, the financial investment in AI is substantial, with only 8% of hospitals reporting a positive return on investment in the first year of AI. Navigating evolving compliance rules like the HealthInsurance Portability and Accountability Act (HIPAA) is also a top priority, making robust governance essential from the start.

Workforce implications of generative AI expansion

The integration of GenAI will reshape roles and responsibilities across healthcare organizations. Human staff will be needed in more relationship-based roles that require the emotional intelligence and problem-solving skills that AI cannot replicate.

For clinical staff, GenAI will act as a powerful partner, not as a replacement. By automating repetitive tasks, AI can allow clinicians to focus on patient care and complex decision-making. AI-powered workforce optimization means AI can be used to forecast patient demand, balance workloads, and create more efficient schedules.

However, this shift demands a strategic focus on upskilling. There will be a greater need to train clinicians and IT staff in digital health literacy and AI-assisted workflows. Roles like HealthInformation Management (HIM) specialists will evolve to focus on quality assurance and AI governance.

"AI is set to transform healthcare, but it’s not a magic solution. The organizations that succeed will be those that identify where AI truly adds value, rigorously test its capabilities, and leave behind what doesn’t work. In 2026, we’ll see a significant focus on refining and validating AI applications."

Michael Collier

Executive Vice President, Corporate Strategy

Actionable strategies

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CIOs have an opportunity to guide a successful AI integration by focusing on the following strategies:

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Strengthen AI governance and oversight

Form an oversight committee that includes clinical, IT, and legal experts to ensure ethical and compliant AI deployment.

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Build strategic partnerships with AI and automation vendors

Consider working with trusted vendors to access scalable and interoperable platforms, versus developing solutions in-house.

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Invest in AI-focused workforce training and upskilling

Develop comprehensive training programs to build AI fluency and foster trust among staff, preparing them for new AI-assisted workflows.

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Launch data-driven pilot projects with clear success metrics

Launch initial AI initiatives with clear key performance indicators (KPIs), such as cost savings or time saved, to demonstrate value before broader implementation.

The shift to full-scale GenAI implementation is a pivotal moment for healthcare. It presents an opportunity to create a more efficient, accurate, and patient-centered system. For healthcare technology leaders, the challenge will be to lead this change with a clear strategy that balances technological advancement with human elements. Organizations that act decisively now to build the right infrastructure, upskill their workforce, and establish strong governance will be best positioned to thrive in the years to come.

Regulatory Shifts Will Impact IT Staffing

New healthcare regulations drive demand for IT talent

The healthcare landscape is bracing for a wave of regulations arriving in 2026. New mandates from bodies like the Centers for Medicare and Medicaid (CMS), National Committee for Quality Assurance (NCQA), and The Joint Commission as well as updates to HIPAA and new state-level cybersecurity laws will impact healthcare IT teams. Understanding these changes is crucial for building a resilient and effective IT department for the future.

The pressure is on to ensure seamless data exchange, robust security, and auditable compliance trails. This environment elevates the need for IT professionals who can do more than just maintain systems. It calls for specialists who can navigate the intricate intersection of technology, law, and healthcare operations.

Kevin O’Hara, executive vice president, workforce platform and applications, at HealthStream, predicts that upskilling and using AI to augment the work of existing staff will be key factors in the ability of hospital CIOs to build an agile workforce equipped to navigate shifting regulations.

Upskilling and using AI to augment the work of existing staff will be key factors in the ability of hospital CIOs to build an agile workforce equipped to navigate shifting regulations.

Workforce implications of 2026 regulatory changes

To navigate this new reality, the IT department will need to evolve. Teams will need to expand to include professionals with specific skill sets that directly address the new regulatory requirements.

Key roles that will become essential include:

Increased need for healthcare compliance analysts: Professionals dedicated to interpreting and implementing complex regulations, ensuring systems and processes meet all legal standards.
Rising demand for interoperability specialists: Experts who can manage the Fast Healthcare Interoperability Resources (FHIR)/Application Programming Interfaces (API) requirements, guaranteeing that data flows securely and efficiently between different systems and organizations.
Greater emphasis on data governance and quality experts: Specialists who can establish and enforce policies for managing data assets, ensuring privacy, security, and integrity across the board.
Growing need for cybersecurity and risk professionals: With heightened threats and stricter data protection rules, healthcare IT teams will need more experts focused on defending against cyberattacks and securing both new and legacy systems.

The competition for this talent will be fierce. As the demand for these niche skills surges, organizations will face challenges in attracting and retaining qualified professionals.

Actionable strategies

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Proactive leadership is the only way to stay ahead of these changes. Actionable strategies should begin now:

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Conduct a comprehensive readiness assessment

Evaluate the organization’s current IT infrastructure and team capabilities against the upcoming regulatory demands. This gap analysis should highlight the team’s strengths, and more importantly, where new investments need to be made.

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Benchmark credentialing and compliance platforms

The right technology can automate many of the new requirements, reducing the manual burden on a team. Look for solutions that not only meet today's compliance standards but are also built for future innovation.

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Develop a flexible talent strategy

This may involve a combination of hiring full-time specialists, upskilling the current team through targeted training programs, and leveraging contract or project-based talent for specific, time-bound compliance projects.

The regulatory shifts expected in 2026 are both a compliance hurdle and a catalyst for transformation. By anticipating the coming changes and taking decisive action now, leaders can ensure their organization meets its compliance obligations and turns this challenge into a competitive advantage.

Modernization of Healthcare Cybersecurity

Cybersecurity modernization becomes essential for healthcare IT

The healthcare industry is a prime target for cybercriminals, and the threat is growing. Modernizing security frameworks is essential to closing these gaps and protecting an organization from financial, operational, and reputational damage.

Workforce implications of Evolving Cyber Threats

Cybersecurity modernization extends beyond technology; it fundamentally reshapes how the workforce interacts with digital systems. A modern security posture requires a cultural shift where security becomes an integral part of everyone's responsibilities, not just the IT department's responsibility.

For clinical staff, this means adopting new workflows that prioritize security without hindering patient care. For IT teams, it means shifting from a reactive to a proactive mindset, continuously monitoring for threats and ensuring systems are resilient. Investing in workforce training is crucial. The team needs the skills to manage modern security tools and recognize potential threats. By building a security-conscious culture, organizations can empower staff to become the first line of defense.

Actionable strategies

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Strengthening the organization's cybersecurity posture requires a clear, strategic approach. Here are three key actions to prioritize:

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Implement zero-trust architecture and AI-based threat detection

The traditional model of a secure network perimeter is no longer sufficient. A zero-trust architecture operates on the principle of "never trust, always verify," treating every access request as a potential threat. This approach is especially effective in cloud environments and for managing a distributed workforce. By implementing zero-trust principles alongside AI-based threat detection, organizations can ensure that access controls are consistently applied and suspicious activity is flagged in real-time.

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Shift to cloud-based EHR systems with real-time updates

Migrating EHRs to the cloud offers significant security advantages. Cloud-based systems provide real-time updates and patches, which helps to eliminate the vulnerabilities often found in on-premise legacy systems. Furthermore, major cloud providers invest heavily in security infrastructure, offering a level of protection that can be difficult for individual organizations to replicate. This transition enhances data security while also improving accessibility and scalability.

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‍Strengthen IT governance and security frameworks

Effective cybersecurity relies on strong governance. Establishing clear policies for data management, third-party vendor risk, and incident response is critical. The governance framework should ensure compliance with regulations like HIPAA and align with industry best practices, such as the NIST Cybersecurity Framework. By creating a resilient and compliant IT environment, organizations can mitigate risk as well as build trust with patients and partners.

Interoperability Becomes a Strategic Priority

Interoperability becomes central to healthcare IT strategy

For years, healthcare leaders have viewed interoperability as a technical goal — a distant aspiration for seamless data exchange. That era is over.

The shift toward interoperability is now firmly anchored in federal law. The CMS Interoperability and Prior Authorization Final Rule (CMS-0057-F) sets a clear timeline. By January of this year, payers must issue standard prior authorization decisions within seven days and expedited decisions within 72hours, all through electronic workflows integrated into EHRs. This is more than a process change; it's a fundamental rewiring of how providers and payers interact.

The rule’s technical backbone is the FHIR standard, which is no longer optional. By 2027, FHIR-based APIs for prior authorization, patient access, and payer-to-payer data exchange will be mandatory. This industry-wide alignment signals a structural shift in how health data is managed and shared. Initiatives like the Trusted Exchange Framework and Common Agreement (TEFCA) and the Da Vinci Project are accelerating this transition, aiming to create a unified infrastructure that improves care continuity and reduces administrative burdens.

Workforce implications of interoperability mandates

Interoperability will redefine workflows and workforce roles. Staff will shift from being data scribes to data stewards, focusing on quality assurance, governance, and analysis. The days of chasing down faxes and making endless phone calls for patient records are numbered.

However, this transformation requires proactive investment in people. IT teams should develop new expertise in managing API integrations, data governance, and security protocols to protect sensitive health information. Staff will need training in FHIR standards, data lifecycle management, and interoperability tools.

Actionable strategies

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For CIOs, the mandate is clear: lead the charge or be left behind. Waiting for deadlines to loom is not a viable strategy. A proactive approach should include these key actions:

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Conduct a comprehensiveFHIR readiness assessment

Begin by assessing current systems, from the EHR to departmental applications. Identify which areFHIR-compliant, which need upgrades, and which must be replaced.

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Proactively engage interoperability-focused vendors

Open a dialogue with all technology vendors now. Confirm their roadmaps for compliance withCMS-0057-F and other interoperability rules. Hold them accountable for delivering FHIR-based APIs and ensure their solutions will integrate seamlessly into the organization’s existing infrastructure.

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‍Invest in scalable, future-proof infrastructure

Real-time data exchange demands a robust and scalable infrastructure. Evaluate the current network, security, and data storage capabilities to ensure they can handle the increased flow of information without creating bottlenecks or vulnerabilities.

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Develop a robust workforce training and enablement program

Partner with human resources (HR) and clinical leaders to create training programs that address the new skills required for an interoperable environment. Focus on data literacy, API management, and the specific workflows associated with the new tools.

Interoperability is the foundation for achieving core strategic goals, from enabling value-based care models to deploying advanced AI for clinical decision support.

Embracing Telehealth: Skills for Sustained Growth

Telehealth growth demands new IT skills and workforce models

The rapid and widespread adoption of telehealth will be a defining trend for healthcare in2026, compelling CIOs to fundamentally rethink their technology and workforce strategies.

What began as a crisis response during the pandemic has matured into a core component of patient care delivery, representing a permanent shift in how healthcare services are provided. For technology leaders, this evolution means telehealth demands sustained investment and, most critically, a highly skilled workforce to support its growth.

As patient expectations for virtual care solidify and providers seek to expand their digital offerings, the ability to build and maintain a robust telehealth infrastructure has become a key differentiator for healthcare organizations.This places the CIO at the center of planning for long-term scalability, security, and innovation in the virtual care landscape.

Workforce implications of long-term telehealth adoption

This sustained growth in telehealth has significant implications for the healthcare IT workforce. The need extends beyond basic IT support to encompass a range of sophisticated competencies.

Cybersecurity experts are essential to protect sensitive patient data across distributed networks.Data analysts and scientists are required to interpret the vast amounts of information generated by telehealth platforms, providing insights that can improve patient outcomes and operational efficiency.

Furthermore, specialists in user experience (UX) and user interface (UI) design are crucial for creating intuitive and accessible platforms for both patients and clinicians. Roles such as telehealth program managers, virtual care coordinators, and network engineers specializing in high-availability systems are becoming increasingly vital. The challenge will not just be filling these positions but creating an integrated team that can manage the entire lifecycle of telehealth services, from development and implementation to ongoing support and optimization.

Actionable strategies

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To effectively navigate this trend, technology leaders should consider the following strategic workforce actions:

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Conduct organization-wide telehealth workforce planning

To forecast future skill requirements, aligned with the organization’s telehealth roadmap, and identify gaps within the current IT team.

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Use insights to inform multi-layered talent strategies

Targeting both internal development and external recruitment.

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‍Invest in upskilling and reskilling for virtual-care technologies

To develop in-house talent, offering training in high-demand areas such as data analytics, cloud computing, and cybersecurity.

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Refine recruitment strategies for telehealth-ready roles

To attract external candidates with specialized expertise essential for sustaining telehealth growth.

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Build external partnerships to support program scalability

With universities, vocational schools, and technology companies to build a pipeline of qualified talent.

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Foster a culture of continuous learning and adaptability

Within the IT department to support ongoing growth and adaptability.

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Prioritize strategic hiring, internal development, and collaborative partnerships

To build a resilient, skilled workforce that can drive long-term telehealth innovation.

Upskilling Will Reshape the Healthcare IT Workforce

Upskilling and reskilling redefine healthcare IT roles

Continuous learning for the IT workforce has shifted from a professional development perk to a core business strategy. Investing in upskilling is now essential for retaining talent, improving efficiency, and ensuring the organization is prepared for the next wave of healthcare innovation.

Investing in upskilling is now essential for retaining talent, improving efficiency, and ensuring the organization is prepared for the next wave of healthcare innovation.

Workforce implications of the shift toward continuous learning

The implications of this trend are significant, pushingIT teams beyond general knowledge toward deep, specialized expertise. The demand for specific, advanced skills is growing quickly as new technologies become central to care delivery.

Here’s how this could affect an IT team:

Demand for advanced technical and platform-specific skills: The most valuable IT professionals will have expertise in high-demand areas. This includes AI and machine learning for diagnostics, cybersecurity engineering focused on medical device vulnerabilities, and integrating data from wearable devices.
Need for stronger data literacy and workflow analysis expertise: Proficiency in workflow automation and data analytics will be critical. A deep understanding of interoperability standards, particularly FHIR APIs, is needed to connect disparate systems and create a seamless flow of information.
Shift toward innovative, flexible talent strategies: More organizations will adopt a "skills-first" hiring model. This approach prioritizes demonstrated capabilities and competencies over traditional degrees or career histories, recognizing that roles are evolving faster than formal education maybe able to accommodate.
Continuous learning becomes a workforce standard: The shelf life of technical skills is shortening. To counter skill atrophy, ongoing training will need to become a standard operational requirement, not just an occasional initiative.

Actionable strategies

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Addressing the upskilling imperative requires a proactive and strategic approach. Technology leaders can guide their organization by implementing clear, supportive frameworks for continuous learning and development.

Leaders should consider investing in dedicated continuous learning programs. Partner with educational providers to offer targeted training in areas with the most significant skills gaps, such as AI, cybersecurity, and data analytics. Create clear career pathways that show employees how new skills translate into advancement opportunities within the organization. This not only builds a more capable team but also improves retention by demonstrating a commitment to professional growth.

Think about adopting a skills-first hiring and development approach. Shift the focus from traditional credentials to a candidate’s or employee's demonstrated abilities. Use skills assessments to identify existing competencies and gaps within the team. This data could help organizations build personalized development plans and make more informed hiring decisions that directly support the company’s strategic goals. By focusing on skills, organizations can develop a more agile and resilient workforce prepared for future challenges.

By investing in the continuous development of their IT staff, leaders can cultivate a culture of learning and adaptation that will empower the organization to keep pace with change and to also lead it, ensuring a secure and efficient future for patient care.

Building a Resilient Workforce Amidst Technological Advancements

Building a resilient healthcare IT workforce amid rapid innovation

As healthcare organizations accelerate digital transformation, high rates of burnout and turnover across healthcare pose a direct threat to these digital initiatives. As a result, building a resilient workforce will become a strategic priority for healthcare leadership.

Building a workforce that can adapt to rapid technological change requires a balance between innovation and human-centered strategies. The goal is to leverage technology not to replace people, but to empower them.

Workforce implications of emerging IT capabilities

Workforce resilience is a critical component of organizational stability. Healthcare leaders should consider that technology alone cannot solve systemic issues. Instead, it can serve as an enabler, freeing staff from repetitive tasks and allowing them to focus on activities such as strategic decision-making. Failure to address resilience can risk exacerbating staff burnout and reducing retention.

Actionable strategies

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To build a resilient workforce, technology leaders can:

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Embed well-being and professional development

into workforce planning. Ensure platforms support continuous learning and professional growth.When evaluating new systems, ask how they will impact the team's daily work. Will they reduce clicks? Simplify workflows?

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Leverage automation and AI

to reduce burnout and increase efficiency.

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Use workforce analytics for forecast needs and guide staffing strategies

Monitor key indicators like engagement, productivity, and burnout to inform proactive interventions.

The future of healthcare depends on a workforce that thrives amidst change. By integrating resilience into technology strategies today, organizations can prepare for a future where adaptability and purpose drive success. Those who act now will lead the way in shaping a more agile, empowered healthcare ecosystem.

Shaping the Future of Healthcare IT Starts Now

Shaping the future of healthcare IT workforce strategy

As the year begins, healthcare IT leaders stand at the intersection of innovation and responsibility. The trends shaping the year ahead—from full-scale AI adoption to interoperability mandates and telehealth expansion—will redefine care delivery and workforce dynamics.

‍Organizations that invest in governance, upskilling, and resilient infrastructure will unlock new opportunities for patient-centered innovation. The future belongs to those who act decisively today to build agile teams and technology ecosystems ready for the next wave of transformation.

The trends shaping the year ahead—from full-scale AI adoption to interoperability mandates and telehealth expansion—will redefine care delivery and workforce dynamics

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