According to 14,000 Employees Around the World, Leaders Today Are Not Ready for the Future
Jacob Morgan
5x Best-Selling Author, Futurist, & Keynote Speaker. Founder of Future Of Work Leaders (Global CHRO Community). Focused on Leadership, The Future of Work, & Employee Experience
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The world is changing quickly and with that change comes a lot of unknowns, just take a look around the world today. Do you feel that you have the right skills and mindsets to thrive in the future of work? What about your leaders and your organization as a whole? What are you doing to make sure you can lead in the new world of work?
For my new book, The Future Leader, I interviewed more than 140 top CEOs around the world and partnered with LinkedIn to survey nearly 14,000 global employees. The CEO responses helped me identify what I called, “The Notable 9” which is a collection of 9 skills and mindsets that will drive success for leaders in the next decade and beyond.
When surveying these 14,000 employees one of the things I asked them was if their organizations have a policy or program in place to address leadership requirements over the next decade. Only 33% of the employees said yes. This means two-thirds of companies aren’t training future leaders or even identifying the skills their employees and future leaders need to be successful.
When I asked the CEOs this same question the results were a bit better with around 60% of them telling me they had programs in place. The rest of the CEOs told me they were mainly focusing on the short-term.
This is a massive gap between CEOs vs those who actually work with and for these CEOs and perception is reality. This means that if you as a leader have plans and programs in place to address the future of leadership but the people who work for you don’t see, hear about, or experience those programs...then it really doesn’t matter how confident you are in your future leadership pipeline.
Leaders, I hate to tell you, but the perception of the people who work at your organization becomes the reality of that organization.
The good news is that all is not lost. The future of work is something that we shape, create, design, and build… it’s not something that happens to us. This means that there is tremendous opportunity for leaders around the world to step up and to start thinking more clearly about what it will take to lead in this rapidly changing world that we are all a part of. We are experiencing this transformation before our eyes with COVID-19, racial and social injustices, and the already existing trends (like globalization and technology) that are making us realize that what worked in the past when it comes to leadership, will NOT work in the future (or the present for that matter).
What I have consistently seen across the board from the research I did is that we simply don’t have future -ready leaders, and plenty of other studies confirm that. But we can change that, YOU can change that. The time is now.
Leadership is changing. What are the skills and mindsets you need to master in order to lead in the new world of work? According to over 140 of the world's top CEOs there are 4 mindsets and 5 skills that leaders need to master. Learn what they are and hear directly from these leaders by downloading the PDF below.
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If you enjoyed the article and want more content like this here’s what you can do:
1. Subscribe to The Future of Work Podcast where I interview business leaders around the world each week.
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3. If you are or want to be an entrepreneur then my wife and I just launched a brand new podcast on how to Be Your Own Boss, called the BYOB Podcast where we share what we did and how we did it. You can subscribe to that here.
Public Sector Reforms Advocate. Leadership. Strategy. Sustainability. Opportunity. Future Boards.
4 年And it’s so true
Strategist, Coach, Trainer & Speaker | Unlocking High-Performing Teams with Applied Emotional Intelligence (EQ), Employee Experience (EX) & Agile | BE Agile & Not Just DO Agile
4 年This goes along the lines of succession planning. Most leaders want that, but don't often communicate enough with their teams or execute it with transparency.
Director Talent Management & Succession Planning | Leadership Author & Advisor
4 年I’m not sure if “Future Leaders” is the right language & approach anymore. It’s like long term strategies , they change so much with unplanned events the noun ‘Future Leader’ becomes obsolete. Surely with the current events and the trending #vuca world businesses have been talking about in the last 5+ years , we should be focusing more on the NOW with lessons learnt from the last 4 months and ensuring our leaders are able to pivot quickly when needed, be more Aglie , resilient, mentally tough, intuitive confident and timely in decisions, Coping with high pressure. I congratulate you on your book and I’m sure you have referred to some of what I just mentioned , however I think it’s more about waking up as a leader and taking ownership as leader and organisations measuring the accountability of leaders .....call me old fashioned but some of the pioneering research and models of leadership are still extremely relevant....it’s the user that makes it ineffective !
Director of Business Development
4 年By
Managing Partner, Marketing & Operations
4 年If the Top does have such programs in place, the gaps happen when the layers in between take lightly in these programs, took it as a presumption that it is obvious or does not see the need to mention this at all. However, a lot of times, there exist the mentality of lets get this done first and only speak about development in the future because employers always have a feeling that this person might leave soon. Plus, with the different characters of employees out there, it is also a fine balance of observation and identification for these programs to work, mixed in the element of Survival vs. Exposure - as people gets more educated and exposed both internally and externally. It becomes tough and difficult then for a single HR to manage all this.